Human Resources and Labor Relations
The Human Element in the Company
Entrepreneur
The entrepreneur who created and directs the company (sometimes not the owner).
Employees
The workforce of the company.
Technological Progress and Innovation
The driving force behind the development of modern economies.
Emotional Intelligence
Defined in 1990 by Dr. Peter Salovey and Dr. John Mayer as the ability to understand and manage our own emotions and those of others. Components:
- Knowing one’s own emotions
- Managing emotions
- Empathy
- Motivation
- Managing relationships
The Human Resources Department
Responsible for everything related to the human element of the company.
Relationship with Other Departments
Ensures the human element is productive and efficient. Manages recruitment for various departments: business, finance, production.
Functions
- Organization and Staff Planning: Plans templates based on the company’s organization. Manages competencies to ensure employees are adapted to various situations.
- Recruitment and Selection: Defines the ideal candidate profile, recruits candidates, reviews resumes, conducts interviews, and selects the most suitable person.
- HR Training: Adapts personnel to societal changes through continuous training. Knowledge Management: Transfers knowledge and experience among employees. Drucker, Black, and Synan emphasize the importance of training and knowledge for future companies. Nonaka and Takeuchi define two types of knowledge: explicit (structured and distributable) and tacit (personal experience).
- Personnel Management: Manages legal and administrative processes, contracts, payroll, social security, and employee rights.
- Employee Relations: Manages relationships with employees through their representatives.
- Health and Safety: Improves working conditions and protects health and safety.
- Personnel Control: Monitors employee activities.
Equality at Work
Addresses issues like wage discrimination, gender inequality in pensions and unemployment, underrepresentation of women in leadership roles, work-life balance, and gender discrimination. Promotes effective equality between men and women.
Work
The set of tasks and activities performed within the company. Characteristics:
- Voluntariness: The individual chooses to work.
- For Another Account: Working for someone else.
- Remuneration: Work must be paid.
- Subordination: Subject to employer decisions.
Labor Disputes
Discrepancies between the company and its employees.
Collective Bargaining Conflicts
Disagreements on important aspects of labor relations.
- Voluntary agreement between parties.
- Conciliation: Third-party intervention to facilitate negotiation (SMAC).
- Mediation: Third-party intervention in resolution.
- Arbitration: Parties abide by a third-party decision.
The Strike
Work stoppage by employees to impose conditions or protest. Requires prior attempts to resolve the conflict, a defined start date, and a strike committee. Employees on strike are not entitled to wages.
The Lockout
Workplace closure by the company due to a strike or other irregularity, such as imminent violence, illegal occupation, or significant absenteeism. Requires notification within 12 hours.
The Employment Contract
An agreement between a company and an employee outlining services, payment, and working conditions.
Working Day
Time spent working, generally not exceeding 40 hours per week.
Salary
Compensation for provided services.