HRD

HRD

Introduction

The success of any organization depends on a number of factors, mostly related to human activity, an area that has to take on big challenges for the changes that have taken place in the world in all aspects, and its direct impact in economic and social processes. This leads to the need to acquire new skills on how to manage human resources in times of uncertainty and instability.

Human resources are the Achilles heel of the modernization policies. Modernize means changing the culture of the organization and therefore influences on values and attitudes of people working in the organization. When it comes to strategic human resource management, we are actually talking about ways of thinking and doing completely different than when referring to personnel management and impact on values, therefore, the culture of organizations. To consider human resources as a competitive advantage in terms of the skills they possess and are willing to use them in performing their work as active participants in the organization. This suggests a variety of personnel policies that promote advanced management of human resources beyond the traditional personnel management and is considered a cost, hence the reduction for any reason (Armstrong, 2006).

Discussion

The following summarizes some of the most important functions of Human Resource Management:

The planning aim to provide the necessary workforce, meaning that the organization skills needed in every time and place. The human resource planning must be premised on the analysis and description of jobs, based on the skills required for the job.

Recruitment is an outreach activity of wake-up call, and must achieve quantity and quality of candidates to ensure a good selection, in this influences the experience of the recruiter, the correctness of the information offered by the organization, requested by the applicant, and the chosen recruitment source, either internal or external.

Staff selection aims to equip the organization of a workforce with the skills needed to ensure good performance, this is a comparison and decision process, which relies on various techniques to achieve a quality result.

The training measures to promote the installation and adaptation of new workers to their work group and therefore the culture of the organization.

Training and career development are ongoing processes, systematic and planned, based on current needs and perspectives of organizations groups and individuals, focused on changes in knowledge, skills, attitudes and abilities of man to elevate the effectiveness of their work and effectiveness of your organization.

Performance management is closely linked to the assessment of competencies, the potential and the results obtained, which allows an estimate of how work is being developed while motivating is an entity of itself and of its performance against to new demands, that succeeds in raising the motivation with new forms of stimulation and help to match the needs of individuals working in the organization with the mission and objectives of this, responding in terms of efficiency, effectiveness and efficiency.

The remuneration of the evaluation of jobs and is based on the results individually and collectively, which will tend to be ...