The 10 keys to success in an HR department

The human resources department of an organization is one of the basic aspects that allows the proper functioning of the company.

However, we often have an overly simplistic view of the tasks that take place there, assuming that it all comes down to staff selection, ad hoc training and taking over certain administrative tasks related to workers.

Nothing could be further from the truth. From there to an HR department can occur (and in fact always do, in the case of medium and large companies) varied and sometimes very complex work processes, as they have to do with the element that contains the most potential in any organization: people.

With that in mind, throughout this article you will find a set of basic principles that any human resources department should take into account.

    The keys to success in a corporate HR department

    These are some of the most important elements for an HR department to function properly and provide coverage to all areas of an organization’s work.

    1. Place a lot of emphasis on the prevention of occupational risks

    It’s not just about complying with regulations: a place where workers spend a lot of time cannot afford not to guarantee their integrity in all possible respects.

    Not to mention that if a workspace is perceived as inherently threatening by the conditions in which it finds itself, little or nothing can be done to compensate for this in terms of satisfaction and willingness to have a team spirit. .

    2. Remember the importance of informal relationships

    The informal relationships that people in an organization establish with each other they are as important or more than the formal relationships that remain on paper, Shaped in the structure of the organization chart.

    To forget this facet of the reality of companies is to turn your back on the dynamics that generate the work climate, the emergence of conflicts at work, the flow of information used to work, etc.

    Therefore, be familiar with these relationships it helps both to spot opportunities and spot problems on time, for example: Promotion systems in which they always climb, forms of work that lead to conflicts and the spread of rumors to hurt someone, influential people who have an overly intrusive work philosophy, etc.

    3. Don’t assume that all incentives have to be cheap

    It is true that strengthening economic incentives is generally a relatively safe bet, in the sense that it does not normally produce new problems if they do not already exist.

    However, sometimes this is an inefficient expenditure, and assuming that by default all incentive systems should be based on this it means losing opportunities when it comes to connecting with workers or building community incentives that may be as or more stimulating than those based on money. It is also necessary to assess other options suited to the values ​​and sources of motivation of the people who make up the organization.

    4. Go beyond job interviews

    Interviews are not the only resources available to human resources professionals when conducting personnel selection processes; luckily there are many tools adaptable to different needs.

    5. Develop good performance evaluation methods

    There is no magic recipe for this: each organization should apply its own methods of evaluating the performance of employees, taking into account their characteristics and objectives in terms of productivity objectives. Of course there are a number of criteria and principles upon which HR professionals can begin to build their own formula.

    6. Have an efficient database system

    It may sound simple, but mistakes in this regard mean losing a lot of leeway and agility in managing worker information.

    7. Have a good job analysis method

    Job analysis serves many purposes. For example, to know which candidate profile to look for when issuing job offers and selecting people, to detect ergonomic or workflow errors in a chain of team tasks, or to anticipate the possible risks of this type of task.

      8. Create goal-oriented training plans

      HR departments that really help meet the needs of an organization and its people don’t just create ‘that sounds good’ training programs: they care that these learning and / or training initiatives meet the needs of the organization. concrete objectives that correspond to the context in which they find themselves working.

      That is, they must be designed keeping in mind the functions which, in the end, they must know how to perform those which have undergone this process of preparation.

      9. Know how to set up the appropriate communication channels

      In many organizations, containing many people, it is often a mistake to take for granted that all workers will end up spontaneously learning everything they need to do their jobs well, or to get involved in activities that require place in the company.

      It’s a big mistake that constantly causes problemsSo instead of putting fixes together once the misunderstandings have occurred, you need to make sure that there is already a constant and fluid system of communication that is part of the structure of the organization.

      10. Don’t forget the small details of administrative management

      Yes, it is true that some of the tasks that take place in an HR department consist of seemingly simple tasks based on what is commonly referred to as “paperwork”. However, it should be remembered that if we do not master this area of ​​work, everything else is impossible.

      Therefore, it is necessary to have professionals ready to know what to do at all times in this aspect, without leaving room for ambiguity and to have confidence that everything is fine even if it is by chance.

      Do you want to train in human resources?

      If you are planning to specialize in the field of human resources or one of its sub-divisions, you will surely be interested in knowing own master’s degree in talent selection and management at the University of Malaga (UMA).

      In this postgraduate professionalization and specialization program, it is possible to learn everything related to the processes of selection, training and creation of organizational development, and to collaborate with the managers of many main companies present in Spain: Leroy Merlin , Meliá Hotels International, Telefonica, Randstad and more. You will find more information about the Master on this page.

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