Human Resources: Everything You Need To Know About HR And Management

The Human Resources area is responsible for the management of employees within companies: Whether performing bureaucratic tasks in the area  such as calculating overtime or performing strategic tasks such as climate management, employee motivation, Hr training courses, etc. In this article, Zoetalent solutions describe everything about Human Resource development. Keep reading for more information.

Taking care of people. This is the primary role of a Human Resources (HR) sector. Primarily because first of all, it is the business and purpose of the company, encompassing a universe of responsibilities that goes far beyond just recruiting, training and calculating payrolls. And, as a business, HR training courses are the foundation for the development of people and the organization itself, through the alignment of purpose and management practices that support this link.

Therefore, long before we understand its concepts, responsibilities, challenges, and trends, we need to be aware of the leading role that HR has, and needs to occupy, for the entire company and the intermediation it represents between employees and management as a whole, making this truly strategic.

In this context, HR training courses can and should be considered one of the most important pillars of an organization. It is through the work of professionals in this area that it becomes possible to draw aligned with the company’s business and strategy, retain talent, train and develop specialists in the most diverse areas and keep the company competitive in the corporate world.

Given such importance, it is necessary to understand, after all, what are the processes that HR training courses develop; what knowledge is needed to join a Human Resources team; what are the procedural errors that can be avoided; what are the trends and challenges for the HR area and professionals; and much more!

What are Human Resources?

The concept of Human Resources arose from the need to care for an organization’s workforce. In general, human resources needed to be developed so that the company could stay alive during the industrial revolution. Since then, the Human Resources area has become responsible for taking care of the most valuable asset of companies: people. Also, HR needed to make a dialogue between the interests of companies and employees, playing a role that continues to this day.

What does the HR area do?

HR is the heart of a company because it makes it tick. Therefore, it performs several tasks that impact on all sectors of the corporation. Among them, those that still gain greater relevance are those that encompass labor laws. The reason is clear: the responsibility of the HR professional to deliver the obligations.

However, HR functions, in addition to complying with legislation, vary according to the company’s strategy and culture. Globally, we can highlight some activities that Human Resources normally undertake:

Human Resources Division

In this scenario, most HR sectors share their responsibilities for teams and tasks. Typically, the division is:

Personnel Administration Processes

This team is responsible for all administrative processes, such as checking the electronic point, purchase, control, and management of benefits, calculation and legal obligations of the payroll, social, among others.

People Management Processes

The team that controls the People Management processes is responsible for training and development, performance evaluation, organizational climate research, etc.

Recruitment Processes

There are companies in which the recruitment and selection process is separate from the people management processes, as they believe that the activity needs a specific professional for the function and he will not need to be absent from other tasks to perform it. However, as we mentioned earlier, each corporation organizes the area in the most convenient way. These are just common models.

Occupational Health and Safety Processes

The Health and Safety at Work processes can also integrate the HR area. Its processes, in most cases, need specific professionals, however, in smaller companies, it is common for activities to be the responsibility of HR.

What do Human Resources professionals do?

To be able to carry out such complex processes, Human Resources professionals need to have specific skills (Skills), after all, they are directly related to the results that HR training courses produce. And, also, the team’s performance influences how HR is seen by other company professionals, that is, the more efficient the team, the more recognized the work of the area will be.

Check out some knowledge and skills that Human Resources professionals need to have

Technical or hard skills

It is the knowledge acquired in courses and specializations. They are indispensable for the person to understand the best way to work and achieve the outlined results.

We can consider as important hard skills for HR: HR training courses, Administration, Law, Social Work, Psychology, Accounting Sciences, Economic Sciences, Business Management; specialization in any of the HR areas; recruitment and selection training; familiarity with technological tools such as HR System, software, business strategy, negotiation, strategic planning, among others;

Emotional skills or soft skills

Softs skills and hard skills must be aligned, that is, both technical and behavioral and emotional knowledge need to talk to each other and compose a qualified professional.

Although they can be developed, emotional skills (soft skills) are intrinsic to the personality of a professional. Thus, we can mention some: resilience, creativity, focus on results, interpersonal relationships, strategic vision, systemic vision, good communication; ability to work with different teams; flexibility; empathy; leadership; technological knowledge; agility; among others.

In addition to all this information, we have separated some content so that you can advance on the subject and have an even greater understanding of the HR universe.

HR: the evolution between the past and the present

If we could compare the HR of the past with the HR of the present, we could say that the view of the area is different. Before, professionals only had to follow labor obligations and carry out operational processes (payroll, time control, recruitment, vacations, benefits, etc.), which left the sector in a cast and without a voice within the organization’s strategic processes. Perhaps, for this reason, many still confuse Human Resources with the Personnel Department.

At the time, measuring HR indicators was an unthinkable task. Professionals, no matter how dedicated, were not at liberty to propose improvements, and mistakes for maintaining parallel and spreadsheet controls were very common. This made HR a costly area, where credibility was put at risk.

Currently, HR is becoming a benchmark. Through HR Systems developed to assist in the execution of operational processes, professionals have more time to exercise strategic functions, measure HR indicators, propose improvement actions and help in decision making.

However, not all companies have already adapted to the present, that is, many still live in a more plastered HR management model, which makes them maintain more operational processes and become more susceptible to changes in the corporate market. If your company fits more into the perspective of the past, watch out! It’s time to rethink your HR. But what about the HR of the future? We will talk about this in the next chapters. Keep following!

HR Challenges

Increasingly dynamic, the job market is challenging for all professionals and HR would be no different. Digital transformations, the speed at which they happen and changes in legislation are major challenges for the area. Therefore, it is important that the professional glimpses the horizon and identifies challenges that he may face. To make it easier, we have gathered some that we consider worthy of attention:

Leader development

Success in developing internal leaders is already a challenge today. It is necessary to have the sensitivity to identify professionals with this aptitude and leadership profile so that they are trained to continue the company’s actions. Besides, they need to be able to combine technical and behavioral skills.

 

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