Human Resources Department: Functions & Responsibilities

Human Resources Department

Human Resources Department. In business, the most important asset is people, who form the company's human capital. The personnel policy is one aspect of the company's general policy that is the responsibility of management and aims to secure the necessary staff, as well as the best-qualified personnel, to achieve program objectives. This takes into account factors such as changes in technology and the market (mercado). This department is formed by a group of people organized in the company to achieve the following objectives:

• Identify and train the people who are needed.
• Provide the company with the workers required so they can perform their work (canales de trabajo).
• Define communication between workers.
• Motivate employees and meet their needs (material, social, self-realization, etc.).

The structure of the Human Resources Department varies from company to company, depending mainly on its size (dimensión). Large companies: Departments consist of sections that are responsible for different activities. Small companies: The functions are executed by a single section or are contained within other departments (e.g., personnel).

Functions of the Human Resources Department

The activities conducted by the human resources department include:

1. Organization and personnel planning. This consists of planning staffing according to the organization's function, designing appropriate jobs, defining roles and responsibilities, and providing for personnel needs.
2. Selection and recruitment of staff. This is a very important function because a key factor for business success is the right choice of people who will work in the company (empresa). To make a good selection, the following steps should be followed:
   1. Determine the exact profile of the ideal person. For this, develop a job profile (a document detailing all the personal qualities required).
   2. Recruit candidates: either from within the company or through external selection (advertising, temporary employment agencies - ETT, etc.).
   3. Conduct the selection process: get to know the person and study their curriculum vitae (formación: detailed account of academic and professional experience).
   4. Choose the candidate who most closely matches the target profile.
   5. Carry out the final recruitment (definitive recruitment).
   6. Training (Formación): invest in human capital and update employees' knowledge.
   7. Evaluate jobs: measure performance and make decisions about remuneration, promotion, training, etc.