Factors Influencing Human Resource Management

Support from Top Management: If top management minimizes the importance of human resources in achieving company objectives, any hierarchical directive will also be minimized. This leads to those responsible for managing human resources focusing primarily on pay and absenteeism control. While there has been a shift from personnel management to human resources management, the change is often more about terminology than actual content.

Strategy of the Organization: Organizational strategy should align with human resources. The strategic elements operating on the importance that the organization places on profits in the short, medium, and long term will influence human resource characteristics. Other strategic elements, such as quantity versus quality, high versus low risk, and flexibility versus rigidity, will also shape the staff profiles needed. These profiles must match workplace needs with personal qualities.

The Culture of the Organization: This encompasses the values, beliefs, and ways of acting that are reflected in human resource management practices.

Technology: Technology (equipment and expertise) defines the work methodology (production process). Technological innovation indirectly determines the characteristics of jobs and the profile of people required.

Organization Structure: Organizations are increasingly less pyramidal and more committed to quality and cost reduction. Flatter structures, achieved by reducing organizational levels and decentralizing decision-making, are becoming more common. This significantly affects human resource management.

Size of the Organizations: Larger organizations are more likely to establish diverse policies on human resources management.

Cultural Change in Organizations

An organization should initially focus on four cultural orientations:

Customer Orientation: The external customer is the foundation of the organization and has a choice. We must consider the degree of customer knowledge (what they buy), our relationships with them, and proactive attention to them.

Orientation Towards Innovation: It's important to have knowledge of all ideas that may appear in our activity and environment (what is happening today?). This includes openness to new ideas because there are different ways of doing things, and a predisposition to take risks.

Guidance Staff: Recognition of employees in the organization is achieved through participation and delegation. Promote a relationship of trust between staff (teams and multidisciplinary collaboration), training and professional career development, appropriate remuneration and benefits, and professional care for staff, recognizing the personal responsibility for human needs.

Result Orientation: The entire organization must focus on achieving the proposed objectives. This is facilitated by the availability of resources, people's initiative, a positive mentality towards work, and performance analysis.

The result should be a series of trade-offs that will be a stocktaking of results (efficiency [economic], social costs [social], and satisfaction [level of quality]). Internal customer satisfaction will be determined by provision and pay, and external client expectations by providing and quality.