Table of Contents
It is the person in the organization that carries many important work activities. Human resources managers and professionals have the important task of organizing people so that they can effectively develop these activities. This requires that people be considered as human goods, not as organizational costs. Seeing people as assets is part of the contemporary administration of human resources and the administration of human capital.
Role of the human resources administrator
The human resources management team suggests to the administrative team how to strategically manage staff as business resources. This includes the management of recruitment and hiring of employees, coordinating employee benefits and suggesting training and development strategies for staff. In this way, HR professionals are advisors, not workers with an isolated business function, they advise managers on many issues related to employees and how to help the organization achieve its objectives.
Collaboration
At all organizational levels, HR administrators and professionals work together to develop employee skills. For example, they advise administrators and supervisors on how to assign different roles to employees in the organization, so they help the organization to adapt successfully to its environment. In a flexible organization, employees are programmed into different business functions based on the organization’s priorities and employee preferences.
Engagement building
HR professionals also suggest strategies to increase employee commitment to the organization. This starts from the recruitment process or by placing employees in the correct position according to their characteristics. Once hired, employees must commit to their jobs and feel challenged during the year by their manager.
Building capacity
The team of the human resources manager helps to develop the business in a way as a competitive advantage, which involves the ability of the company building so that it can offer a unique group of goods or services to its customers. To build an effective department, private companies compete with each other in a “talent war.” It’s not just about hiring talent, this game is about keeping people and helping them grow and stay committed in the long term.