About Human Resources Management:
≪◄►≫
Organization and purpose
When we talk about
Organization and purpose we refer to the aim or purpose of existence that has each organization and which must be transmitted to all employees at all levels of the same. The purpose of an organization is not the answer to the question "What we do?", which usually focuses on products, services and customers, but more well the answer to the question "why the work we do is important?" Employees must find purpose, inspiration and motivation. The purpose or aim is the cause that defines their contribution to society through work beyond economic benefits. Businesses exist to make a profit, but there are also to make a difference. Through the work, individuals can make a difference and be part of a meaningful legacy. The work must have a purpose and be meaningful. It should contribute to making the world a better place. The work must be more than a job. It must be a cause that is making a difference in people's lives. A statement of purpose should be short in length but wide-ranging. To be brief so that employees can remember it and use it to guide their daily actions. The purpose must also be broad in scope to allow the Organization to adapt over time to a changing world, while its central focus remains constant. Products and services may change, but the Organization must endure. The organizations are entities living; they are vehicles for improving the lives and the world in which we live. Them six criteria to have in has to write a statement of purpose or purpose of the company: what is the contribution to the society? (Not a product or service) why is the work important? Is it inspiring and motivational? Strong words are used? Is the statement short as you all remember it?
The importance of human capital in organizations
The capital, is a type of asset which allows businesses sent more money or achieve their goals. The examples of capital of a company include, facilities manufacturing, tools and equipment. Also part of the capital of an enterprise intangible assets such as data bases, processes and knowledge,
expertise , and skills of workers.
Human capital is the sum of the knowledge, skills and abilities of people as part of an organization and that can be used to achieve the same goals. Unless artificial intelligence meets all the tasks that must be done in an organization, we still need human capital to achieve any organizational goal in today's world. As the economy becomes more and more in an economy based on the knowledge that depends on information, knowledge and skills of high-level
human capital will become increasingly important. Today there are companies based 100% on knowledge where the data and knowledge is key to the success. The
importance of organizational human capital is vital. As much as them machines has replaced to them workers in the factories still is need of the man to design and manufacture them machines. Today the machines (computers or robots) cannot substitute for creativity, excitement, and many features that made the human brain. Interpersonal relationships that increase business and the possibilities of improvement and growth can not be replaced by machines. In the knowledge society, the knowledge economy is also known as
the learning economy. The way of managing the knowledge and the learning in the organizations is key to the economy current. The way in which companies manage the learning and development of skills of its human resources will be key to success in business. In the bosom of society on the one hand, we have cultural or family, learning where the individual in his sprimeros years of life learn social rules, develops his family ties, is educated in social behavior, values and virtues. Second is the academic learning he obtained at school, where the individual can learn and develop their cognitive skills first. The University is where is forged the professional knowledge and skills to carry it out in practice. In organizing corporate or Government where the individual will build your professional career, will learn to apply this set of knowledge acquired from its early years to achieve organizational and professional goals. To each company u organization have its own corporate identity and particular objectives they must accompany partners to develop the expertise of its employees in order to fit in with the established oeganizacional model. The importance of human capital is developing a human resources management key to convert to the knowledge and skills of people in concrete possibilities of achieving objectives.
Organizational psychology and human resources
Organizational psychology He is characterized by the scientific study of human behavior in organizations. Specialty focuses on taking principles of individual, group human behavior and apply this knowledge to the solution of problems in the workplace. He knowledge specialized and it training in the science of it conduct in the place of work requires a knowledge to fund on the development of the Organization, attitudes, development of career, theory of the decision, the performance human and them factors human, the behavior of the consumer, theory of groups small and process, the theory and the development of work and the analysis of tasks and the evaluation individual. In addition, the specialty of industrial-organizacional psychology requires knowledge of ethical considerations, as well as the written law administrative and Executive policies in relation to the activities in the work place and cases.
Problems that deals with the organizational psychology
The specialty of
Industrial and organizational psychology addresses issues of recruitment and selection of personnel, recruitment, training and development, the measurement of performance, motivation and the reward of the place of work of systems, quality of working life, the structure of the work and human factors, organizational development and consumer behavior.
Organizational psychology and human resource management
Psychologists who work in human resources have experience in the design, execution and interpretation of research in psychology and apply their findings to help solve the problems of human organization and in the context of organized labor. Some outstanding tasks that perform: to identify needs for training and development; Design and optimization of the work and the quality of working life; Formulate and execute programs of training and evaluate their effectiveness; Develop criteria for evaluating the performance of individuals and organizations; and assess the preferences of consumers, customer satisfaction and market strategies.
Possible consequences of the constant fall of the oil price
The consequences of the constant fall of the price of the barrel of oil may be many. Some even stress crisis the crisis of 1986. In summary, these are the economic, political and social consequences more mentioned in American economic portals. 1. in the countries with developed economies like the EU and United States the steady fall of the oil price can lead to deflation by the fall of commodity prices and reduced consumer spending. 2. the oil companies will enter (in the United States were 42 oil companies which have been declared bankrupt in 2015) in cessation of payments appropriations (in thousands of dollars) orders when the price of a barrel was around $100. The big banks will be very affected which could create another type of financial recession in developed countries. 3. the cheap oil will reduce investments in alternative energies; the world will become hotter. Many believe that the drop in the price of oil was forced to halt the advance of the shale gas that was competing strongly with the black gold. 4 oil exploration and future investment is slow will be sitting on a potential peak oil (sudden increase in oil prices... for example to $200 / barrel). A time bomb. 5. nigeria, Indonesia and potentially Mexico shall enter into default. The reduction of government expenditures will result in elimination of jobs and social unrest. 6 Russia will use all its reserves abroad (which is already suffering Western sanctions by the fall of the ruble, rising inflation, falling of the PBIy) will use all its foreign exchange reserves, and its banking sector with more than $600 billion invested in the oil industry will collapse causing Russia to resort to war as a solution; most likely with Ukraine and in the worst cases can accuse OPEC (Organization of petroleum producing countries) and to the USA for conspiracy against Russia and bomb a country of OPEC. 7 Venezuela and Iran could join Russia in this scenario causing an international conflict of great magnitude.
Human Resources tasks
The
tasks of HR are increasingly complex and varied. In addition these tasks is subidviden depends on the area of specialization: employment, training, compensation and benefits, labor, human resources administration, development. Large companies have human resources area divided in many areas then the
human resources tasks can be hundreds and very varied. Here we will expose some most common
HR tasks depending on the subarea of action. • JOBS internal and external recruitment of potential candidates. Management of database and management of sources of resumes as portals of employment, consulting, referrals, media, among others. Survey of information (interviews with occupant of the post and head of the sector) and preparation of job descriptions. Selection interviews by competencies. • Induction for new employees, identify TRAINING together with line areas develop, implement training needs and evaluate the annual Plan management and technical training. Design of capaitacion based on the prospected needs programmes and activities. Create, manage and control training budget. Monitoring of suppliers. Coordinate training: armed groups, invitations and logistics. Carry out the evaluation and the impact of the training provided. • DEVELOPING the annual or bi-annual performance assessment. Preparation for the process, collection and evaluation of results. Design plans for succession and development • internal COMMUNICATION INTERNAL communication management between the company and employees integration activities organization of lectures to transmit information cascade manage internal communication tools: Intranet, revista interna, mailing, billboards, or bulletin boards. Design, realization of the climate survey • MANAGEMENT management of bundles, high, low, control absenteeism, disciplinary sanctions, payroll. • MANAGEMENT COMPREHENSIVE update of all procedures inherent to the process of RR. HH in the quality management system. Generate information about the area and have a day results of the performance indicators. • RRLL relations labor and negotiations with delegates professional relationships with the community. Negotiations with entities municipal and governmental collective bargaining, discuss legality performances of other human Resources areas
Why an MBA online
With hundreds of programs accredited in the U.S., the master in management of companies the title more popular that is can take in line. The curriculum of the MBA, postgraduate course that was taught for the first time by Dartmouth College in 1901, challenges students to develop the skills and knowledge necessary to lead organizations in all sectors of the economy, from health to high technology, from marketing to the music industry. Most MBA programs require that students who enroll tengxan at least two years of work experience under his belt. Students must be mature and focused, bringing to the table a wealth of real-world business experience. Along with practical skills, the school of business (or "escuela-B") offers networking opportunities without precedent in which fellow students, pupils, teachers and recruiters help to open doors to future brightest business.
Why an MBA program online?
When a professional is ready to advance your career, but cannot quit your job or relocate for a promotion, online MBA or MBA distance is an ideal choice. Most MBA programs distance are asynchronous, which means that you can connect and learn so that it suits your schedule once the kids are in bed, weekend mornings, or during your lunch hour. Classes, lectures, and tasks arrive through a portal online, and teachers tend to measure class participation through contributions in the discussion forums. Do you expect that an MBA remote is an easier way to study for an MBA? Quite the opposite. An MBA program online is so rigorous, if not more so, than his counterpart of courses on campus. Both formats lead to the exact same degree of knowledge and carry the same amount of hours of learning. But the MBA distance offers less (or maybe not) interact face to face with the teacher and classmates, so it requires extra reserves of motor skills, determination and time management.
4 important objectives of human resource management
The management of human resources is very useful not only for the Organization but for employees and society. The objectives of the
human resources management are:
Organizational objectives
Human resource management means to achieve efficiency and effectiveness. Serves to other functional areas, as well as help to achieve efficiency in your operations and processes. Get to the employee suitable for the since right in the moment exact and in the amount exact. Develop actions of training, and keep to the template motivated, are some of the objectives of the
management of resources human. Succession plans, are an important issue, to be taken into account as a goal of the contemporary organization.
Functional objectives
Human resources management performs many functions to other departments. Human resources should be the strategic partner of business, attending each area so that they can make their own decisions regarding staff management issues.
Personal goals
In today's world there is a great demand for talent. Employees are encouraged constantly by different companies to shift.
Human resources management has the responsibility to acquire, develop, use, and maintain the collaborators. This is only possible when human resource management helps employees to aclanzar personal goals to get their commitment. Create a balance between work and personal life is a goal in pso's personal life. Well as the management of the domestic environment and benefits.
Social objectives
Human resources management it should be to adequately cover the internal environment, ethical, and legal issues. Free of discriminatory conditions recruitment, equal opportunities and equal pay for equal work are issues that cannot be ignored. In the human resources policy must have clear guidelines on social responsibility of the human resources area, not only employees, but towards society.
Challenges of human resources in mergers and acquisitions
Mergers and acquisitions are developed in several phases. Each of them requires effective management of human resources. Companies that have made mergers and acquisitions, often emphasize the complexity of these processes. In order to bring them to fruition, sophisticated procedures protocols have been developed to minimize the problems that may arise, as the design of extensive lists of tasks or things to look for.
HR problems
Identify the reasons for the F & A form a leader for the F & A search for potential partners choose a partner planning of the management of the process planning of learning process
Key activities of HR
Phase 1 - Precombinacion participate in the evaluation of preselection of the acquired firm assist throughout the process of
due diligence and previous audits to participate in the planning of the process, assist in the development of practices of human Resources that achieve a quick learning and knowledge transfer problems of human Resources in the phase 2 Select the managers carrying forward the integration design / implement equipment of transition create new structures/strategies/leadership retain key employees to manage the process of change inform and involve stakeholders develop new practices and policies phase 2 - combination assist in the recruitment and selection of controls which pursued integration collaborate on design and recruitment of the transition team develop strategies for retention and communication for the top talent working in the decisions of those who is should go to facilitate the development of a new culture, provide assistance to ensure the implementation of policies and practices of human Resources Problems of human Resources in the phase 3 solidify the leadership and staffing to assess new strategies and structures to assess the new culture to assess what worries stakeholders review and correct as needed to learn from the process phase 3:-solidification and evaluation participate in establishing criteria and procedures for an effective assessment of the staff monitor the new culture, and recommend actions to strengthen it to participate in measures that provide satisfaction to the stakeholder collaboration in develop and implement plans for continuous improvement and learning. Reasons why the F & A fail: the F & A fail for various reasons. The most common, are the cultural clashes, incompatibilities, loss of talent (all problems of human Resources). What is planned on paper sometimes fails in practice. Clashes between cultures tend to be so severe that the financial benefits of the F & A never carried out.
Job description
A
job description is a written explanation of the responsibilities and the working conditions of a job. Furthermore, a
specification of the position, summarizes the qualities, characteristics, skills and background required to perform the work in certain position.
Elements that make up job descriptions:
• Identification of the place • date summary of the post and responsibilities • authority • conditions for carrying out the work • in some cases detailed position specification
Difference between 'cargo' and 'post'.
The words cargo and since they tend to be used interchangeably. However, there are clear differences between both terms. Position: Refers to a mission or special designation within the structure of the organization post: refers to an occupation that consists of a series of tasks grouped into a unit of work that can be played by one person.
Perception and reality
According to the
Royal Academy Spanish, ' perception ' is: "feeling inside that is of a printing material made in our senses".
Perception is a dynamic balance between reality and our mentality. The reality is divided into three levels: potential, current events and manifestation. Potentiality is the endless possibilities that will intersect and a reality of provisions and powers underlying things that are struggling to become something concrete, specific and manifesto. As provisions, things have a powerful influence on us, our attention is convinced. We are not passive victims of these outside powers, we are their active fighters. We transform the reality according to our perspective on it, a
perspective that depends on our physical location (where we are) our sensory receptors, our historical and current cultural matrix, meanings and values and the psychological dynamic field.
Perception is then the result of the dialectic conflict between a reality trying to manifest itself through us and our transformation perspective of this reality. Multiple complex potentials, provisions and powers are latent and underlying ephemeral and specific manifestations of reality. These same latent fingerprints are combined in overlapping and intricate shapes, but are nevertheless reducible to patterns that allow us to understand our perceptions, to give order to the world, and to predict the consequences of our behavior. These patterns form latent functions or space components of our physical world, socio-cultural environment and psychological dynamic field. The
perception then occurs in a dynamic field of forces struggling to maintain a balance between the cognitive ability of the recipient, his feelings, his personality, provisions and expectations. This balance is a facet of our perspective, and psychological forces that maintain balance are part of our transformation of active perspective of reality. Among these forces is our multidimensional personality. Personality is bounded by a variety of components (latent functions) that defines our motivations (needs, roles and feelings) temperaments, abilities, moods and States. These components cover the entire psychological space that limits our dynamic field. The perception is therefore a confrontation between us and the reality, or a balance between the two. The perception is established through the five senses and is what allows us to act with the environment. Participate in the process of perceptual, increasingly studied in psychology and neuroscience,: stimuli causing us the environment, the attention we provide to those stimuli, among other components until you get to the action.
Analysis of jobs: process of obtaining information
For an analysis of jobs in a company it is necessary to organize the process of obtaining and gathering of information. These are the steps to follow: 1.
ensure that management support or senior management to the task is visible. 2. for all collaborate is necessary make an ad corporate that contains elements as:-the reason fundamental to perform the analysis of posts 3. -The person or group who is responsible for its preparation and execution 4. -Organizational units comprising the program 5. -The timetable for the implementation and operation 6. -What will be expected of employees and managers during the development of the program
identify the jobs that it is necessary to analyze 7. An organization chart should be used for this purpose or, exist, also previous analysis of positions would be useful. 8.
choose the method that is used to obtain data 9. -The interview 10. -Observation of the position, while the employees perform their 11. -The post questionnaire. It is the most used method, is distriuye a questionnaire which employees fill out and returned to a supervisor or analyst. It is used when posts are located in scattered geographic points. 12 - log of the employee. Requires employees to bring forward an agenda of daily activities during a given period. 13.-combination of several methods of observation
Gather and organize the information obtained
14.
review the information with the participants. 15.
develop a description and specification of the position according to the information obtained. A job description is a written explanation of the responsibilities, working conditions, and others. On the other hand, the job specification, summarizes personal qualities, characteristics, abilities and background required to get the job done.
Analysis of positions
According to the book by Gary Dessler personnel administration, job analysis is: "The procedure through which determines the duties and responsibilities of the positions and types of people (in terms of ability and experience) that must be hired to deal with them". According to William Werther and Keith Davis on the book of personnel administration and human resources, outlines the following definition of jobs analysis: "a post analysis is the collection, evaluation and organization of information about particular job".
When do you need to perform a position analysis?
These are some of the situations where needed or recommended analysis of post. 1. When you cover the organization. 2. When you create new positions. 3. When are modified significantly the jobs as a result of new technologies or procedures. 4. when going are to upgrade the system of compensation and salaries of a company.
Data that should be collected for analysis of post: The work activities
• Activities and processes work records of activities • procedures • used • personal responsibility
Worker-oriented activities
• Human behavior, such as physical actions and the comunicaci6n at work. • Basic movements for the analysis of methods.
Machines, tools, equipment and AIDS that are used for work Tangible and intangible related post
• Knowledge that must be treated or apply. • Skills required
Performance of the work
• Error analysis. • Labour standards. • Measurement of work, such as the time required for a task.
Context of the post (programme of work. Incentives)
• Physical conditions of work. • Personal requirements for the post
Identity of the position within the structure of the Organization Benefits of the analysis of positions for line managers
• Improve their knowledge about the workflow of your unit • allows a better selection of the staff • makes it easy to make an objective assessment of their subordinates.
The analysis of jobs employee benefits
• Allows to know and better understand the duties of the position. • Can be used as a guide for their self-development.
Internal analysis of a company
Internal company analysis is the exploration of the competence of an organization, from its cost and competitive viability in the market of the organization. The realization of an analysis internal often incorporates measures that provide information useful about the strengths, weaknesses, opportunities and threats of the Organization (an analysis SWOT). The data generated by an internal analysis are important, since it can be used to develop the strategic planning objectives to sustain and grow your business. The internal analysis of a company involves all areas or departments.
Force and competition
An important measure in an
internal company analysis is to determine the level of strength and competence of an organization. A strong organization uses systems upgrades and equipment to carry out their work. The objectives of your financial goals are being met as well as strategic planning. An organization with a strong competition also has a solid brand identity built on knowledge, capacities and resources of the organization.
Organizational weaknesses
An organization weak is a that uses technology obsolete, that has lack of experience or works with active poor. A well-organized internal analysis should bring to light these organizational weaknesses that exist - the areas that need improvement and objectives not being made. Once the internal analysis of a company has shown its shortcomings, its strategic plan to address and overcome failed objectives, reduce or eliminate the weaknesses can be checked.
Position and opportunity cost
An internal analysis must determine the position of the costs of your organization in the industry and its potential market to attract and engage new business opportunities. The position of the cost involves the capability of business to acquire and manage resources, and offer exceptional value to its customers in a way that has no comparison with rival companies. Opportunities for the growth of the business may include venture capital associations, perspectives of relationship in foreign markets and the acquisition of competing companies. An internal analysis can reveal their preparation to take advantage of opportunities for business growth.
View threats
Strive to position your business at the top of your industry is a permanent task. New companies are always coming on the market with new innovations and potential to overcome you. It is important to be aware of changes in the market, the economy, technology and the activities of rival companies that can threaten its viability in the market. Internal company analysis provides important information that can help you build on your strengths, to prepare for threats and keep your business growing.
Competitive viability
Internal analysis can help determine the competitive thing that is in your industry. A competitively viable business challenges rivals to match the service or product offering, especially if it is using cutting-edge proprietary technology, and has vigorously enforced standards of quality control. A competitive company has the human capital of high intellect - the best and brightest employees contribute their experience and innovations of the daily operations. The most viable companies are consistently rising revenues by sales and have the use of the most efficient supply chains. An internal assessment will examine the effectiveness of its network of suppliers, customer loyalty and sales, providing important metrics that you can use to modify their business strategies and become a stronger in its industry competitor.
Matrix structure
The
structure matrix of an organization often is one where there are multiple lines of report, i.e., people that has more than one Chief formal. A
Matrix structure usually incorporate solid lines (strong direct reports) and dotted lines (a weaker, although formal reporting relationship) or may have many solid reporting lines more than one boss.
How to evolve the structures
The majority of organizations evolve from functional structures within a country u another geographical region. In this case there are many functions as legal, production, human resources, sales, marketing, IT, etc. each reporting to the leader of a country or a region. It has been normal for individuals within the functions have a reporting line to a head of function, the functional area manager, who reports to the head country or the regional manager. The functions are often described as 'silos'. People is recruited inside a function, developed and managed within the function and usually come to your career development as a vertical path inside the function. The functions were very successful in the development of people and distributing work for a long time. Unfortunately in modern organizations work refuses to be labeled in these vertical silos. As the organizations grow are more international, integrated or develop multiple groups of products. It begins to increase the need to coordinate through the Group of companies; for example to have a common approach in IT or unify the HR policies. Since the company become more integrated, they need work through functions (cross functional) and geography (geographic cross) to become more competitive.
Components of the external environment of an organization
Some specific elements that make up the
outside of an organization context can be:
economic globalization: globalization in general, has to do with the movement and change. It is movement of goods, services, knowledge, information and people across the borders provided by changes in the economy, finance, social, legal, political, cultural, educational, technological. All these components influence in organizations. The scope of globalization are very large and therefore all these elements make that outer context change, for some, swiftly.
The panorama political: the regulations of them Governments change, by this them companies must analyze constantly his philosophy and political for do that is fit to them normative local. The Chambers of Commerce, trade unions and NGOs also have an influence on the local scene. Not only local organizations but as a Global Compact of the UN international impact on corporate policies.
The dynamics of the industry: the facts of politics and the economy have different implications for different industries. Changes in national policies in relation to rates, wages, etc. can be seen as an industry-friendly and unfavourable to another. Often the companies that belong to the same industry (e.g. consumer goods, petroleum or energy) share similar growth patterns. Try to build the same working environment for the people of the technical areas. In every industry there are approaches similar to the management of human resources. The same industry companies, share the same life cycle. Industrial life cycle, has to do with a series of States which create certain similarities in the problems faced by members of an industry and the solutions adopted.
Labour market: since companies must compete for customers, must also do so by employees. Employers seek employees in local markets only or can expand your horizons and look for the global market. It is believed that the U.S. job market will experience dramatic changes in the next 20 years. Some will be slow growth, a decline of skills available in the market, more competition for employees and an increase of the dependence of the immigrants.
The culture of the country: Geert Hofstede developed the most recognized parameter to compare the contrasts of the cultures of the countries. Developed various cultural dimensions and which countries are strengths and weaknesses in each. Behaviors that society encourages and rewards such as assertiveness, orientation toward the future, gender differentiation, aversion to uncertainty, respect for power and status, institutional collectivism, collectivism group, task-oriented, humanism. The relationship with the technology also is a factor key. In some countries the
empowerment is enhanced by the workers and others as India is rejected and they prefer to be guided at all. Americans tend to see the work as something central in their lives and are more predestined to make personal sacrifices in order to have a good job performance.
≪◄►≫
Related Contents of Human Resources ››