In times of crisis and economic uncertainty, the human resources departments play a fundamental role in the success of an organisation regardless of its field of work, by those directly responsible for job security and a good organisational climate, factors that affect productivity and performance of the collaborators and therefore of the company. For this reason, the Human Resources management department must respond both to the general direction for the fulfillment of its functions, and to the employees for their welfare.
Here at Damstra Technology’s business you will find an accurate solution to your problems. We look for making your business more efficient and automated in order to boost effectivity and proficiency. Here at Damstra we offer induction and training services to help you make the most out of human capitol in your business.
In times of crisis, these departments are the ones taking care of the most complicated things in organisations, be they salaries, layoffs, promotions or recruitment and selection of new talent. At the same time, they must have some kind of work motivation policy that fits into talent management and establish effective and participatory communication and information channels for the work environment, the relationship between the workforce and the organization and the increase in well-being and satisfaction of the employees. All this, with the sole purpose of generating the best work environment and increase productivity and global competitiveness of the company.
To be successful in strengthening the management of human talent, the most important thing that can be done, there are 10 important tips to put into practise in the Human Resources Management of the company:
- Know the goals and the business objectives of the company
The HR department must approve a strategy of the organisation to support the other airlines of the organisation in the achievement of its objectives. The issues, goals and results of the company, to include them in its management strategy and creation of synergies among all the components of the organisation for the efficient management of HR policy.
- Know the template
HR managers must know their employees perfectly, their characteristics, their personal needs and abilities, to offer them options that can guarantee an adequate work performance, in addition to the evolution of the employees present in each case.
- Communicate effectively
Relevant communication channels must be established to control the values, objectives and corporate image of the company to employees, in order to generate a sense of belonging and strengthen the staff-company relationship.
Evaluate your team’s work environment and increase productivity and talent retention in your organisation.
- Serve the employee
We refer to the role of facilitator of HR managers, in this aspect their work is comparable to any area of sales or business that are in constant relationship with customers, but in this case, those customers are employees. They must be treated in the same way and are intended for the tools to find the necessary solutions for situations or problems that arise.
- Manage in the global environment
The labour scenario that today presents a great cultural, generational and constant mobility diversity with a high level of competitiveness in the market. For this reason, HR managers must prepare themselves to generate specific solutions for each specific situation that arises. This means, that it invests the initiatives and predicts every possible situation in its place today.
- Learn constantly
Being up to date with the latest updates and developments offered by the labour market and the field of action to which the company belongs is essential to strengthen HR management strategies. It is not about covering the entire amount of information that occurs every day, but to periodically consult the news about it.
- Open space to other points of view
Involve employees that belong to other areas of the company so that they share their points of view and contribute ideas to strengthen the HR management strategy, since it ensures that the decisions are shared by the employees themselves and that their application is effective. This measure is part of the collaborative process that we always recommend.
- Be consistent
Reacting in the most fair and consistent way to similar situations, when a problem arises between employees or managers, for example, transmits to employees that peace of mind when noting that coherence and unity when resolving this type of issues is what prevails and not personal preferences or benefits for some and not others.
- Act as conciliators
As in any aspect of life, it is common to encounter conflicting situations within the organisation, the HR department must act as a conciliatory element that establishes the regular conduit to solve the situation and provide all the possibilities before the situation changes to older or have to be taken to senior management.
- Guide policies according to results
Action strategies must be implemented in a way that can measure the effectivity of the decisions taken to effectively analyse the advances or setbacks that occur in the middle of the implementation of measures, always in order to strengthen HR management to improve satisfaction of employees and the productivity of the company.
The true importance of the human resources of the entire company lies in its ability to respond favourably and willingly to the objectives of performance and opportunities, and in these efforts to obtain satisfaction, both for fulfilling the job and for being in the environment of the same. This requires that the right people, with the right combination of knowledge and skills, be in the right place at the right time to perform the necessary work.
Organisations have an element in common: they are all made up of people. People. People carry out the advances, achievements and mistakes of their organisations. That is why it is not an exaggeration to affirm that they constitute the most precious, most valuable resource in every company. If someone had large capital, modern equipment and impeccable facilities but lacked a group of people, or these are considered badly directed, with little incentive, with minimal motivation to perform their functions, success would be impossible.
Contact us today to learn more about successful management of human resources!