Effective Human Resources Management: A Comprehensive Approach

HR Planning

HUMAN RESOURCE MANAGEMENT:

The aim is to find the most suitable employees for each position, with sufficient training to perform the work and develop it efficiently to meet the targets. Companies identify, classify, process, and evaluate information on the knowledge accumulated by their workers.

PLANNING:

1. Analysis of the situation: information of all kinds
2. Forecasts of staffing requirements: we must make a personal estimate of the staff the company must incorporate in the coming years (guessing the future needs of staff)
3. Analysis of design jobs and careers: Establish the characteristics of jobs that will occupy the new workers and the trajectory that will continue in the coming years.
4. Recruitment, selection, and training: Find the most suitable candidates (recruiting), choose the most suitable (selection), and promote ways to increase the technical capacity necessary to perform the job (training)
5. Control: Techniques of assessment and evaluation of performance to control the individual (also for budgetary control).

Recruiting

Search to find candidates for the job requirements.

• Internal: within the company.
• Benefits: saves time and money, affects motivation, is fast.
• Disadvantages: if they are wrong, decreased motivation and loss of confidence, greatly reduces the number of candidates.
• External: various sources (advertisements, job boards, agencies, competitors, ...)

Selection

To evaluate the characteristics and circumstances of the candidates for the adecuado. Preselection-tests (psychometric tests, professional, understanding, physical, graphology)-interviews-finals

Training Policy

A set of actions that are scheduled to increase knowledge, skills, and attitudes of employees of an enterprise to improve productivity. It is an investment in human capital.

1. Internal: Orientation (guiding the new), learning (apprentices), rotation of jobs (it that dominate large number of different tasks)
2. External: Courses (lectures, group work techniques, interactive distance learning courses.) Simulations (more practical)

Remuneration Policy: Salary

Remuneration of staff for the work. The salary is the set of economic contributions paid by the company to its employees for services rendered.

Components:

• Base salary: fixed per unit of time or for a specific service
• Bonuses: contributions by circumstances and personal characteristics.
• Overtime: voluntarily made over their working hours.
• Bonuses: 2 a year with a previously agreed amount.
• Wages in kind, but valuable contribution in kind