Human Resources Management and their organization
What are the functions of human resources?
We can emphasize as functions of the administration and management of human resources:
- Plan the necessary templates to obtain organizational purposes.
- Plan professional careers and set development policies.
- Define and establish payroll and establish/negotiate salary policies.
- Analyze the tasks and responsibilities of each place of operation.
- Determine the necessary qualities for the performance of each site.
- Coordinate and found maneuvering and information protocols.
- Recruit, classify and include suitable people for each function.
- Register and conserve staff related to staff.
- Facilitate all the explanation regarding staff.
- Process permits, casualties, licenses, certificates and personnel requests.
- Process the credential required by public management.
- Calculate, measure and verify the individual’s remuneration.
- Design and establish alignment and particular progress programs.
- Facilitate information and personal and interdepartmental connection.
- Design and establish personnel and family welfare programs.
- Advise and care for the performance of the rights of the person.
- • Design and found Occupational Risk Prudence programs.
- Supervise and value the performance of staff duties.
- Enable policies and protocols for impulse, motivation and management.
- Establish and execute personnel assessment and audit systems.
- Design incentive policies with honesty and integrity criteria. (Márquez & Albarrán, 2014)
THE ORGANIZATION OF HUMAN RESOURCES
To organize efficiently, the human resources that the company has will have to analyze the work personnel that compose them (managers, operators, etc.), assign specific charges to each of them, as well as decree the relationships that must be established between them. Therefore, in the organization of a company staff, at least, three main issues must be addressed:
- Workers who make it up.
- Stipulated jobs to each individual.
- Hierarchical and effective relationships between each of the people.
OBJECTIVES AND STRATEGY OF THE HUMAN RESOURCES FUNCTION
Within the framework of a strategic representation of human resources orientation, the objectives of the human resources trajectory can be classified into three categories:
- Competitive
- Functional (explicit and implicit)
- Economic.
There are three complementary categories, never exclusive to each other. Competitive objectives are detached from the company’s approach and must be supported by all functional departments, including the Human Resources Division. Functional objectives must improve competitive objectives and are typical of each area. The economic ones are, in context, the result of all of the above (Fernández & Junquera, 2013)
Human resources management has as its purpose the coupling of the working group that composes an institution. To do this, it captures the most capable individuals for the labor demands that it presents. It also manages the dynamics and mechanisms of placement, motivation, redistribution and education of said human group.
Human Resources Planning Model
Some organizations choose to provide their products services at a lower cost than that of their competitors, which forces them to be more efficient and have lower manufacturing costs. Other companies try to differentiate themselves from their competitors, creating new products and services. Finally, others try to specialize in a portion or hole of the market, which consider scarce exploited or in which they think their competitors can possess their competitors.
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