HR Management

One of the main objectives of the area of ??human resources in organizations is to ensure that management processes and integrated control of personnel is based on best practices of business, aimed at providing better services to the workforce, contribute to corporate strategies, focusing efforts for growth and development of staff, reduce operating costs and provide timely and reliable information for decision-making.

Based on the above, there is now a major concern of the directors of Human Resources because their organizations do not have comprehensive systems for managing and developing human capital, while the other business areas are covered with other tools technology to give more operational and better functioning. This has a clear basis which basically boils down to the following points:

The directors or shareholders are not always clear the contribution of HR.
Human Resource Management often is limited to payroll and tax compliance and / or legal advice.
Many people believe that this important function can be given small systems or tools like MS Word and MS Excel.
The return on investment is not as clear as in other areas, and
Priority to ERP, CRM and BI.

Why systematize the processes of HR?

In the first place and responding to the above, the company must measure performance in organizations of different processes in the area of ??Human Resources. Secondly you have to implement actions to improve HR processes.

For Measuring the performance of human resources processes, it must consider, among other things, the way the business processes and practices of the area adds value to the organization's overall strategy. Also need to be measuring the performance that has the human resources management in the different disciplines of the area, such as training, staff selection, development of human talent, pay equity, and so on.

To carry out the measurement of the performance of the different processes of human resource metrics be defined at the corporate, regional, functional, level, etc.. With the above HR managers would get the elements to take the actions necessary to optimize the processes of the organization or the performance of human capital.

The metrics should be defined based on control points of each of the disciplines of Human Resources, so there is no pattern for this measurement, but is in a particular way and based on a tactical planning in organizations.

Examples of metrics are:

Recruitment costs
Turnover
Effectiveness of recruitment process and selection
Level of staff training
Performance of work performed by the staff in the different tasks of the organization
Absenteeism costs and impacts
Overtime costs
Etc.

Once you have the results of the metrics established for each discipline of the human resources area, we must take action to correct the course of those results that do not meet the expectations of the strategic and tactical plan of the organization. This is the moment where you must take actions consistent with the objectives to be obtained and are expressed in quantitative and qualitative.

In the way which are defined actions to improve human resources processes, will be the scope of contribution that will have the human resources area on business strategies. Actions need to be focused to increase the profitability of the company, reduce operating costs in different areas of the organization, to avoid risks in production processes, risks with other institutions, etc.., So that the direction and other areas of the organization will give the weight in the right dimension to HR.

Once the way it is perceived by the human resources department as an organization that adds value and contributes to an active form in the strategies of the organization, the next step is to evaluate a tool to support systems in to create the operational platform of human resource management and have the elements to design actions and tactics of the area.