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Human Resources Management Concept
The human resources management is one of
the traditional functions of an organization and its mission is to
establish the system that rules the relations among it’s’ employees, to
define the best suitability of each one of them to the function that
they will perform, and establish the employees integration. For this,
the human resources management includes a set of functions and
activities that can be summed up in the following:
- human resources planning;
- enrollment and selection;
- human resources integration;
- analyses and description of functions;
- performance evaluation;
- salaries and prizes;
- professional training and personal
development;
- human resources analyses, control and
auditing.
Human Resources Planning:
Human Resources Planning consists in
determining what should to be done to achieve the employees needed to
the pursuit of organizational goals. For a good Planning is necessary:
- accurate knowledge of the nature of the
organizations’ goals;
- knowledge of the work market and the
internal availabilities;
- mastery of the planning techniques.
Enrolment and Selection.
Enrollment: corresponds to a set of
techniques and methods destined to attract capable candidates to occupy
certain positions or develop certain tasks in the organization.
Enrollment can be made inside the organization (internal enrollment) or
outside the organization (external enrollment).
Selection: Is the step that follows the
enrolment and corresponds to the choice of people depending on the
organizations’ needs and the peoples’ own expectations. It can be said
that he selection corresponds to the comparison between the candidates
profile and the request for the role or duty.
Human Resources Integration:
Once the selection of the new employees
has been decided, it follows the integration in the company. Each
employee receives a certain function and is integrated in a career. For
that, is made a presentation of the organization, the facilities and the
other employees.
Analyses and Description of Functions:
The analysis of functions consists in the
systematic investigation of the tasks, obligations and responsibilities
of a function and the knowledge, capacity and experience that a person
needs to perform the functions adequately.
The functions’ description is a summary
and a true portrait of the tasks, goals and responsibilities of a
certain function. In conclusion, the analyses and description of
functions seeks to answer the following questions:
- What does an employee do?
- How does the employee perform his tasks?
- Why are the tasks executed?
- Which capacities are needed?
Performance Evaluation:
After the function exercise for which the
employee was selected, becomes necessary the performance evaluation.
Performance Evaluation consists in the systematic behavior appreciation
of the individual in the occupied function, supported by the objective
analyses of his behavior and communication to the same evaluation
result.
The evaluations’ activity implies the
following steps:
- Observation of the behavior to be
measured;
- Behavior measurement;
- Communication of the result as a way to
motivate the employee.
Salaries, Prizes and Benefits:
It’s understood by salary the periodic
compensation as payment of the work; Prizes are rewards destined to
compensate and encourage the employees that show a superior performance
than the average and can be individual, as group or organization;
benefits are rewards received by all employees by the simple fact of
being employees of the company (ex. meals, childcare, trips, company
car, …)
- Salary determination:
- Function analyses and evaluation;
- Legal taxes and collective negotiation;
- Work market.
Hygiene and safety at work:
It’s understood by hygiene at work the set
of standards and procedures that seek the protection of physical and
mental integrity of the employee. The safety at work is, the set of
technical measures destined to prevent accidents.
The elaboration of a hygiene and safety at
work plan supposes the diagnostic of the situation and the evaluation of
the work in order to define the most adequate measures.
Professional Training and personal
Development:
The individual development doesn’t include
only the training in the meaning to raise capacities in order to execute
a specific task, but the education in a more general meaning, as a way
to raise the level of knowledge and ability to respond to the changes in
the organizations’ external environment.
The training process implies 4 steps:
- Diagnostic of the situation
(identification and analyses of the needs and conversion of the needs
into training goals);
- Programming (who trains; which contents;
which methods to use)
- Implementation (application of the
programs)
- Evaluation (verification of the changes
induced by the training).
Human Resources Control and Auditing:
It’s not enough the performance of the
employees’ evaluation in a certain organization to have an exact idea of
the human resources overall; becomes necessary also to do an evaluation
of macro character, this is, of the organization as a whole. One of the
used techniques in the evaluation of the organizations’ condition and
spirit is the climate analyses, which is made through surveys that aim
to measure the feeling of people referent to regulations, rules and
procedures, justice and rewards, companionship and group spirit, the
support of superiors, among others.
Human resources auditing is a way to
evaluate the employees’ management in the organization and can be made
through surveys, interviews and personal statistics.
Translated from Portuguese
by Susana Saraiva, Portuguese-English and English-Portuguese translation
specialist. Contact: spams@sapo.pt.
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