Human Resources Management: Key Functions and Best Practices

Posted on Dec 12, 2024 in Economy

1.4 Communications in the Personal Area

The company sets up communication systems to capture information, both internally and externally, and channels it to achieve objectives.

The HR department performs internal communication and must establish who the senders and receivers are to channel and disseminate the information correctly.

  • Kind of communication:
    • Descending communication: Hierarchies are transmitted over subordinates, and objective standards are met and orders given. This communication reports to the intermediate and lower levels in the company the objectives and orders that must be complied with. It displays the picture of the company to workers, performance characteristics, and tasks they perform. It also includes how to manage staff and information on training procedures.
    • Upward communication: This is from the bottom-up, such as complaints, suggestions, and grievances. The company lets you know the concerns, aspirations, and difficulties of subordinate staff and even detect situations of abuse by middle management. This will usually be conducted through personal interviews, polls, surveys, suggestion boxes, and complaints, etc.
    • Horizontal communication: Also called lateral communication. It occurs between departments and individuals at the same level of the company. Its obstacle is personal rivalries, as they have no team spirit. To overcome this trouble, convene joint briefings, organize in pools among peer computers, and break people up for the various departments.
  • Written communications: All company communications are made in writing for the record. The most common are:
  • Inner circular: These are communications made by the address.
  • Notices: These are communications with instructions, clarifications, and general news of interest to warn or claim.

Memo: This is a brief report of a procedure.

  • Personal reports: The company can request information about people seeking to be hired.
  • Newsletters: Some companies publish newspapers and magazines with some regularity to notify staff.

1.5 Staff Control

The company can be approached from two aspects:

  • Monitoring targets: Companies set goals and establish a control system capable of measuring the results achieved against the objectives initially set. The information will be gathered by conducting surveys, requesting information from middle managers, examining complaints or claims, analyzing assistance, and internal audits.
  • Disciplinary Control: A system of control and inspection of staff, which is exercised by the HR department. This control is important when dealing with absenteeism, i.e., the number of working hours lost in a given period of time.
  • Polls: Staff complete anonymous questionnaires used to assess the work climate.
  • Reports from intermediate hands: The “Fejes” typically carry reports on his command staff. Rating aspects of effectiveness, training, collaboration, absenteeism or punctuality, responsibility, conflict, commitment, etc.
  • Complaints, requests for transfer: These occur very often and can give an idea of the difficulties of integration of those who made them.
  • Analysis of attendance: The attendance and punctuality control provides a fairly objective view of the attitude of workers.
  • Internal audits: Companies tend to do internal audits and inspections of people’s performance; these are called social audits.

1.6 The Personal File

This is a set of documents, arranged chronologically, reflecting the employment history of each employee of the company: training, jobs held, functions, high and low types of employment contracts, etc.

Each record contains documentation from the company itself, given by the worker from the public, other businesses, and public and private institutions.

The documents most commonly found in the personal file are:

  • Job application letter
  • Curriculum vitae
  • Record of personal data
  • Results of screening tests
  • Profile detected in the interview
  • The title of the accredited study to get the job
  • Evidence of other studies
  • Training courses made by the company and other public or private institutions
  • Copy of employment contract
  • Copies of the documentation of the SS.

Personal files are classified alphabetically by department, by job category, and then within each category, alphabetically by surname.

The files must be updated constantly; every time there is any change, it must be noted on the record with the required document. Some variations are: change of personal status, promotion, physical mobility, job, new job training, new training, experience, etc.

Human Resources (HR) Area

1.1 Evolution of the HR Department

Your HR department in companies handles recruitment, procurement contracts, social insurance, payroll, etc.

1.2 Concepts and Organization

In every organization, there is a selected area of staff, which is usually known as the personnel or HR department. This will organize, direct, coordinate, pay a salary for work, and study the activities of the employees of the company.

An HR department is organized by size and activity. There may be one or more hierarchical levels; there is a department head, who depends on different sections, and each is formed by qualified personnel in specific tasks.

Untitled

Graphics:

Staff management influences the operation of the company. Organizing and managing personnel is called business culture, which is the set of shared values and normal ways of thinking that determine the behavior of people who provide services to the company.

Formal and Informal Organization

Departments about specific tasks assigned to officers are known as a formal organization. It allows you to set a field for each person and assign tasks and objectives controlled. The formal organization arises spontaneously because of personal relationships, the informal organization. For a business to function, it must take into account the informal organization to establish a formal organization.

Formal and Informal Organization Dispute

  • Formal: The established leadership, the brand relationships, hierarchical position, the activities of brand management, pursuing business purposes, the communication is hierarchical paths, the working groups are formed by departments, the authority exercised by the directors.
  • Informal: Spontaneously, establishing relations of friendship, kinship, enmity, etc. Activities are carried out voluntarily and do not have to pursue the aims of the company. Communication is established by spontaneous conversations, rumors, contacts at breaks, etc. The groups are formed out of friendship, kinship, etc. The authority may exercise the people than their peers as “leaders”.

Hierarchical Organization: The authority of the head to which senior management tells you the goals, with responsibility for them. Communication is down, setting the highest levels within the category.

Management by objectives: A modern form of participatory work subdividing them into sub-goals that are assigned to each department or area of the company.

The division of the company is known as departmentalization is represented: Graph

Untitled

1.3 Functions of the HR Department

The functions that are developed vary from one company to another, depending on the size and activities it is engaged in.

In small businesses, functions run in a few sections; often, some defects are assigned to other companies: consulting, advisory, administrative agencies, etc.

In large companies, the HR department can be very complex and can be divided into several different sections.

  • Job Function: Includes the activities related to workforce planning. Its tasks are: planning template, description of jobs, professional profile of candidates for a job, training, recruitment of staff, reception and integration of new staff, handling suspension of employment, redundancy processing.
  • Personnel Management Function: It performs the following administrative tasks: choice and formalization of contracts, management of payroll and social insurance, management of leave, holidays, overtime, sick leave, staff mobility, absenteeism control, and discipline.
  • Role Pay: Study formulas for pay, incentives, and wage levels of different occupational categories: wage structure, fixed and variable ins, “pay in kind,” diets, movement, and locomotion.
  • Role of HR Development: Includes the following activities: creating training plans and implementing them, studying the potential of staff, assessing motivation, checking the performance of tasks, encouraging participation, and studying the causes of absenteeism.
  • Labor Relations Function: Responsible for resolving labor issues such as health and safety with workers. To balance inequalities in workers of the same company and try to achieve a balance of a pleasant working environment. Recruitment, wage policy, labor disputes (discipline, working conditions), collective bargaining, etc.
  • Social Services Function: Manage services created by the company or contracted to other companies. These are intended to benefit workers and improve the working environment: shops, child care, holiday homes, study grants and aid, enterprise medical services, group life insurance, supplementary pension insurance, sickness insurance, sports clubs, and recreation centers, etc.