Tribulations in Human Resources Vicinity of Business

 

Tribulations in Human Resources Vicinity of ​​ Business

The Human Resources area presents different types of problems on a daily basis, be it from the management of the company to the proper hiring of collaborators. Like every department, whoever is in charge of this work must be trained in many areas.

According to a study carried out by Price Waterhouse Coopers (PwC), the most common problems that arise for those who work in this area are: 48% change management, 35% leadership development and 27% measurement of effectiveness of the HR area.

As a result of these problems, other types of cases are exposed that often demand the maximum of the capacities of the person in charge of Human Resources of each company.

Get the right talent

When hiring a new employee, the search for the right person for the position tends to be a very extensive process, generally many apply for competitions for a new job position, and the selection of this may take a longer time. What is necessary for the analysis that must be done to the curriculum, in addition in these cases the experience and skills of each applicant, are fundamental for the decision that has to be made.

Choosing a qualified person or betting on one is usually one of the main problems that a Human Resources manager must face, since if he makes a mistake in the choice of the candidate it can be harmful for the company.

Employee retention

If getting adequate talent is already complicated, the retention of these is another problem that is manifested to those in charge of the Human Resources area. It is well known that the generation known as “Millennial” tend to change jobs constantly and that keeping them in a position is practically impossible.

Employees are a very important part of companies, since, thanks to their skills and talent; they generate the levels of productivity necessary for every company to grow exponentially. The responsibility falls on the Human Resources area to protect this valuable asset, for this it is of the utmost importance to guarantee good remuneration, great incentives and job challenges at work.

Lack of commitment and work awareness

Another of the major conflicts that the different managers of the Human Resources area must face is the lack of commitment and labor awareness that many collaborators present for different reasons. The main causes of this lack of commitment and labor awareness that many workers show can be associated with the Organizational Development of a company, having a bad leadership or a bad work environment influences performance and how committed a collaborator can be to the company .

This difficulty that is exhibited in many organizations is a real headache for the Human Resources area, which constantly seeks to improve the work environment of a company through different types of Work Climate surveys.

Skipping the Performance Evaluation process

Giving good feedback to employees, about their performance and how to improve those weak aspects is important to improve the ability and performance of a worker. But many companies, especially the smaller ones, do not believe in this process and think that the mere fact that the heads of each area provide information to each member of their team is enough.

That the General Manager or the managers of each area skip this process is very common. For this reason, it is complex for the Human Resources area to present a proposal, where the Performance Evaluation is done at least once a year, in order to deliver to the collaborators in a much more precise way those aspects in which the worker has improved and those that can improve, in order to set objectives and goals.

Change company culture and leadership

One of the biggest problems that arise in companies is that they still maintain a hierarchical structure when it comes to decision-making. The main obstacle that arises in the Human Resources area is that the opinions and ideas of the collaborators are taken into account by the different leaders of each department. Likewise, the managers generally tend to have a reductionist vision of the Human Resources area, due to the economic factor and because they see workers as productive or unproductive personnel rather than as a valuable asset.

Changing the culture of a company not only requires making changes in the structure, but also depends on how the Human Resources manager will be able to replace the procedures with a much more agile and flexible dynamic where the exchange of opinions and ideas is taken into account and how to get senior managers to understand staff as a profit generator and not as a cost center

These five difficulties generally occur in many Human Resources departments of different companies. It is not for less, if it is an area with many responsibilities where one of them is having to accompany and guide employees so that they are competitive professionals with an exceptional human quality. At Manager, we understand the added value that the Human Resources area delivers and for this reason more than 1,280 companies have trusted our Remuneration and HRMS Solution, REX +, where we have helped them solve these and more dilemmas that arise. daily.