We
can manage economic capital, machines, time, etc. All of them objective
values, numbers with formulas that do or do not match. But HR management
can't always 'square us'. People are, on many occasions, indeterminate
values.
Each person is different. Feel differently, understand things differently. Knowing
how to perceive and empathize with her, manage her needs
and, ultimately, negotiate with her, is not exactly
easy.
For
this reason, the support and value that is given to the human resources department,
from Management should be considered as one of the greatest efforts within a
company. In short, we will be
giving value to all the people who make up the company and
produce assets for it. We will give it indirectly, to the company itself.
Communication
will be our most powerful tool to manage and administer staff effectively.
6 Keys to Efficient Human Resource Management
We are facing a
labor market whose rotation is increasing. It is not easy to retain talent
in organizations. It takes a strategy, a series of actions and a
development of a plan to motivate and obtain good performance of the staff.
We have
identified some of the keys to applying a personnel and human resources
administration, as satisfactory as possible for all parties, regardless of the
sector in which the organization operates.
1.
Each person
must be in the position that can best perform their job. In the place where you can give your best. Or
put another way, there is a position for each person and a person for each
position. The human resources department must perceive this, know and
guide to try to find the place for everyone. Many conflicts can arise,
precisely because of this important detail.
2. Promote certain attitudes that improve people's performance. In addition to work for objectives, it is important to identify certain behaviors, to decline for that charismatic leadership and oriented to the whole team.
3.
Apply active listening. Not only team leaders must know well the needs,
weaknesses and strengths of their team, but also from personnel and human resources
administration it is necessary to know the possible shortcomings of the
work teams. And for this, there are regular meetings to practice both
active listening and proactive a posteriori. In order to implement the
relevant improvements.
4.
Development
and application of models focused on the remuneration and evaluation of
personnel. Not only for
economic value, but also for a series of social benefits that promote the
retention of talent in our company. An example would be to allow
telecommuting. But every day, a couple of days a week.
5.
Are homework
well assigned? For example, it
happens at the small business level too: the manager of the same cannot deal
with human resource management. So certain problems last over
time. It is important that there is a responsible.
6.
Special advice
for team leaders. These people
act as heads of human resources, smaller or larger. It is important that
they are given some guidelines and tools with which they can manage their
staff.
7. Does the whole team have access to the right tools? Also, being sure that we provide the right material for everyone is key. Many companies already use online applications to communicate, plan and distribute resources and personnel among the different activities of each project.
Fortunately,
companies increasingly tend to use easy, comprehensive and online tools. So
that the entire team can manage people and things, in order to organize and
control resources, time and optimized work routes. Ultimately, it's about
providing the necessary help to the team to make the
most of their time, while increasing their job satisfaction.
What Makes Efficient HR Management
Therefore,
today we will analyze the importance of human resources control in a company,
the advantages of using HRMS software, a comparison with the pros and cons of
four major management programs and a list of other human resources tools.
Why use HRMS software?
The
human resources program of a company goes, sometimes, unnoticed. Especially
when it comes to a company with few employees. However, given that many
large companies outsource this management, it is in SMEs and micro-enterprises
where these programs play a more relevant role.
We
can't fix the problems we don't see: planning software like HRMS , HRIS, HCM, allows
our team to communicate, in real time, the step-by-step of the processes, as
well as the bottlenecks that may form. In this regard, HRMS Software not
only calculates bottlenecks, but also offers us the optimal work routes and
facilitates fluid communication with the team, turning those small problems
into conversations and conversations into solutions in human resources.
We
have little time to review excess data: good HRMS software should
offer us simple visual data and detailed reports with the most relevant data to
know what matters to our team and where to focus our efforts.
Advice: in labor matters it is
difficult to keep up with all the legislative changes. Running an SME
takes a long time to read every day the publications of state and local
governments, new agreements, modifications, decrees and laws. When software
is dedicated exclusively to human resources, it is expected that its creators
are the ones who are up to date on this type of news and update and inform us
appropriately to be able to adjust our SME to the new standards.
Improving the work environment: this point has a direct impact on the benefit of the company, so a program that allows us to carry out surveys and evaluations to our employees is a plus.
HR TOOLS
The
human resources tools that mentioned below are small HRMS software that complements
the work of the programs mentioned above:
Udemy: it is the training platform,
MOOCs and online courses par excellence. We can create our own training
courses and monitor and achieve objectives.
Bixpe: good app for human resources. It
is a free application to sign in from your mobile. It is perfect for those
companies whose employees work in different locations: commercial,
distributors, drivers or fishermen. Everyone can make their time control
from the phone itself.
When
I work: also
for time control but, in this case, not for clocking, but for making time
frames. Very useful for companies that have several rotating shifts or
teams that work by the hour. Companies like Uber work with this app. The
downside is that it is in English for now.
TGo
games: this
innovative mobile application brings gamification to the world of human
resources. TGo allows different challenges to be programmed for our teams
(and also for our clients) in exchange for rewards or prizes. It is being
very successful and promises to improve productivity and the work environment.
Labor
control:
management of free employee vacations, as well as registrations, cancellations
and schedules.
Human
resource management: human resource administration program oriented to international
human resource management. Very complete. It has a paid version with
additional features.
Job today - one of the most popular human talent software platforms. Thousands of employers and candidates meet every day through this app.
In
short, the benefit (and not only economic) of having good human resources tools
is perceived in the short term: a better climate, higher performance, clarity
of information and less heavy lifting for the HR team. Either with a
comprehensive management program like Sinnaps, HRMmitra by Unistal System
PVT LTD, BIZNEO or WorkDay; if you are thinking of implementing HRMS software in your
company, do not hesitate, it is a decision that you will not regret.
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