Post by rabia994 on Mar 9, 2024 5:26:44 GMT
The role of Human Resources has rapidly transformed from solely operational to increasingly strategic. A department that supports and supports the achievement of the business objectives of any company and this – to a large extent – is thanks to technology. In order to carry out all its responsibilities, this department has subareas in charge from the most administrative, to analysis, execution of strategies, etc. Within all these activities there are good HR practices that have been learned and perfected over time, and that – although they may even seem very obvious – in the busy daily operation are sometimes overlooked. good HR practices that add value to your company Regardless of the actions to retain, motivate and build employee loyalty (and even as part of these strategies) there are some practices that HR can pursue to facilitate, streamline and optimize processes, and below we share of them: Take the time necessary to add talent based on objectives The recruitment, selection and hiring areas must be in tune with all areas of the business, before starting a new process to know what is expected of new hires and what their scope will be.
It is also important to take the necessary time to find the ideal person who will meet these objectives, and avoid making the mistake of choosing the wrong profiles, who will soon have to or decide to leave the company, in order to meet the entry goals. To do this, it is necessary: Be clear about the critical skills and attributes being sought. Align the sco America Cell Phone Number List re or relevance that the qualities to be met will have. Evaluate the possibility of developing difficult-to-find attributes with training. Incorporate the use of tools that facilitate the link between what the company is looking for and the person who owns it. For this, Artificial Intelligence (AI) and machine learning can be very useful. Align business and personal goals To make the most of resources, companies must find a way to link their objective with which their collaborators feel identified, so that they want to be part of its achievement. As Alma García Puig commented in an exclusive interview with Pandapé : “Saying that a company sells hearing aids is not the same as understanding that its objective is to provide the opportunity for a parent to hear their child's laughter for the first time.” When talent is aligned with business objectives, an organization more easily attracts the right people. Webinar | How to build the best place to work
Develop the talent needed for future growth Considering the prospects of the business is also a good HR practice that can be achieved through the internal development of the talent that will later take charge of those projects or objectives. In addition to being much more profitable and beneficial in terms of time savings, value is given to the knowledge, experience and seniority of the collaborators, which contributes to their sense of belonging. To do this, HR must ground future objectives in functions, positions, indicators and crucial requirements and find the ideal candidates to advance in their professional career, and if necessary provide the necessary training to refine their skills. Give training the importance it deserves Just as the needs of the HR area change, so do those of other departments. Whether it is about the use and exploitation of technology, new methodologies, new business models, etc. Hence the importance of maintaining a focus on updating the knowledge of employees, who, busy attending to their daily activities, could be missing the opportunity to learn and implement new ways of doing things, which can obviously benefit the business. . Training is essential to maintaining high-performance teams because it helps its members identify business problems and contribute to their solution.
It is also important to take the necessary time to find the ideal person who will meet these objectives, and avoid making the mistake of choosing the wrong profiles, who will soon have to or decide to leave the company, in order to meet the entry goals. To do this, it is necessary: Be clear about the critical skills and attributes being sought. Align the sco America Cell Phone Number List re or relevance that the qualities to be met will have. Evaluate the possibility of developing difficult-to-find attributes with training. Incorporate the use of tools that facilitate the link between what the company is looking for and the person who owns it. For this, Artificial Intelligence (AI) and machine learning can be very useful. Align business and personal goals To make the most of resources, companies must find a way to link their objective with which their collaborators feel identified, so that they want to be part of its achievement. As Alma García Puig commented in an exclusive interview with Pandapé : “Saying that a company sells hearing aids is not the same as understanding that its objective is to provide the opportunity for a parent to hear their child's laughter for the first time.” When talent is aligned with business objectives, an organization more easily attracts the right people. Webinar | How to build the best place to work
Develop the talent needed for future growth Considering the prospects of the business is also a good HR practice that can be achieved through the internal development of the talent that will later take charge of those projects or objectives. In addition to being much more profitable and beneficial in terms of time savings, value is given to the knowledge, experience and seniority of the collaborators, which contributes to their sense of belonging. To do this, HR must ground future objectives in functions, positions, indicators and crucial requirements and find the ideal candidates to advance in their professional career, and if necessary provide the necessary training to refine their skills. Give training the importance it deserves Just as the needs of the HR area change, so do those of other departments. Whether it is about the use and exploitation of technology, new methodologies, new business models, etc. Hence the importance of maintaining a focus on updating the knowledge of employees, who, busy attending to their daily activities, could be missing the opportunity to learn and implement new ways of doing things, which can obviously benefit the business. . Training is essential to maintaining high-performance teams because it helps its members identify business problems and contribute to their solution.
