RECURSOS HUMANOS y sus funciones, Cuales son 2019
Summary
TLDRThis workshop discusses the evolution and critical role of human resources in modern business. It highlights the shift from viewing employees as mere cogs in the machine to recognizing their emotional commitment and discretionary effort. The script emphasizes the importance of strategic alliances, cultural change, administrative expertise, and employee advocacy. It calls for HR to be at the forefront of business discussions, focusing on intangible assets like emotional intelligence and resilience to achieve strategic goals, and invites engagement through suggestions and questions.
Takeaways
- 😀 The role of HR has evolved from focusing solely on industrial productivity to considering the discretionary effort and emotional commitment of employees towards the organization's goals.
- 🚀 HR's value is not just in managing visible resources like timely payments and rewards, but also in addressing intangibles like intelligence, emotional control, and resilience to achieve strategic business objectives.
- 🔄 The concept of 'discretionary effort' is highlighted as a key factor in HR management, emphasizing the importance of employee engagement and emotional investment in the organization.
- 🤝 HR should act as a 'generator of strategic alliances' between workers and the company, focusing on roles that leverage collective discretionary effort to drive the business forward.
- 🌟 HR's role as an 'agent of change' in the organizational culture is crucial for transforming collective decisions into actions that align with the company's culture and goals.
- 📚 The 'administrative expertise' of HR is essential to ensure compliance with all legislation affecting human resources and to manage the administrative aspects of HR effectively.
- 👥 HR serves as a 'partner to employees' by supporting their development as individuals and representing their interests to the management.
- 📉 The script points out that HR's work is often overlooked because it deals with intangibles, and its absence is only noticed when there are issues with employee performance or retention.
- 💼 The importance of HR in the flow of people within the corporate environment is underscored, as employees leaving the company can take valuable knowledge and experience with them.
- 📈 The script suggests that from the 1970s onwards, there has been a growing need to focus on human capital, especially with the development of intangible products like services.
- 🛠️ The HR department is encouraged to move beyond traditional roles and engage with other departments such as management, production, and marketing to discuss and contribute to the company's strategic direction.
Q & A
What is the main topic of the video script?
-The main topic of the video script is the transformation of human resource management and the evolving role of the human resources department in business.
How has the perception of the human resource management evolved over time?
-The perception has evolved from viewing employees as mere cogs in a machine to recognizing their discretionary effort and emotional commitment as integral to the organization's success.
What is the concept of 'discretionary effort' mentioned in the script?
-Discretionary effort refers to the voluntary contribution of an employee's extra effort beyond the basic job requirements, driven by their emotional commitment to the organization and its goals.
Why is it important to analyze human resources from a more integral perspective?
-It is important to analyze human resources from a more integral perspective to understand and leverage not only the tangible aspects like timely payments and rewards but also the intangibles such as intelligence, emotional resilience, and empathy that contribute to achieving strategic business objectives.
What are the four substantive roles that the human resources department is said to fulfill according to the script?
-The four roles are: 1) Generator of strategic alliances between workers and the company, 2) Agent of change in the organizational culture, 3) Administrative expert ensuring compliance with relevant legislation, and 4) Partner to employees in their development and representation to management.
Why is the human resources department often overlooked in its contribution to the company?
-The human resources department is often overlooked because its work is intangible, and its value is not immediately visible. People tend to notice its absence only when there are issues with employee management or retention.
What is the role of the human resources department in retaining employees and managing their knowledge and experience?
-The human resources department plays a crucial role in retaining employees by creating a conducive work environment. If not managed well, employees may leave the company, taking with them valuable knowledge and experience.
What are some of the intangible aspects of human resources that the script suggests should be considered?
-Some of the intangible aspects include emotional intelligence, self-control, resilience, procrastination management, and empathy, which are all important for achieving the strategic objectives of the business.
How does the script suggest that the human resources department should interact with other departments like production and marketing?
-The script suggests that the human resources department should be at the discussion table with other departments like production and marketing, collaborating as strategic partners to leverage the discretionary effort of employees for the success of the business.
What is the script's stance on the importance of focusing on the working conditions and capabilities of employees?
-The script emphasizes the importance of focusing on working conditions and employee capabilities, including ergonomics and capacity analysis, to understand and enhance the workforce's contribution to the business.
How can the human resources department support the development of employees' capabilities as human beings?
-The human resources department can support the development of employees' capabilities by providing opportunities for growth, training, and development, and by representing their interests and needs to the management.
Outlines
🤔 The Evolution of Human Resources Management
This paragraph discusses the evolving role of Human Resources (HR) in organizations. It traces the shift from a focus on stimulating industrial productivity to a more holistic view that considers the emotional and discretionary effort of employees. The modern HR role now requires addressing intangible elements like emotional intelligence, resilience, and empathy, which are crucial for achieving strategic business goals. The paragraph also emphasizes the need for HR to be integrated into the broader business strategy, working closely with other departments like production and marketing.
Mindmap
Keywords
💡Human Resources Management
💡Discretionary Effort
💡Integral Human Resource Management
💡Strategic Partners
💡Organizational Culture
💡Administrative Expertise
💡Employee Development
💡Emotional Intelligence
💡Resilience
💡Procrastination
💡Employee Representation
Highlights
The workshop continues discussing the transformation of human resource management.
The role and value of the human resources area and its evolution alongside business needs are discussed.
Historically, human resources focused on industrial productivity, treating workers as mere cogs in a machine.
The concept of 'discretionary effort' is introduced as an emotional commitment of employees to the organization and its goals.
There is a shift towards a more integral view of human resources, beyond just tangible aspects.
Since the 1970s, the development of intangible products, mainly services, has highlighted the need to focus on human capital.
The importance of analyzing working conditions, including ergonomics, is emphasized.
Human resources should include intangibles like astuteness, emotional intelligence, self-control, resilience, and empathy to achieve strategic business goals.
Human resources should no longer be seen as the 'Cinderella' of the company but should be at the discussion table with other departments.
The four substantive roles of human resources are identified: strategic alliance generator, change agent, administrative expert, and employee partner.
As a strategic alliance generator, human resources should focus on roles as strategic partners with discretionary effort.
The role of a change agent involves transforming collective culture into actionable decisions.
As an administrative expert, human resources must comply with all legislation affecting human resources.
Human resources should act as a partner to employees, supporting their development and representing them to management.
The human resources area is often unrecognized for its intangible work, which is only missed when absent.
Human resources is responsible for ensuring the flow of people in the corporate environment to meet organizational requirements.
When employees leave the company, they take with them knowledge and experience, highlighting the importance of human resources.
An invitation to the workshop's page for suggestions and questions is extended.
Transcripts
bienvenidos a todos damos continuidad a
nuestro taller 2 cómo transformar la
gestión de recursos humanos hoy
hablaremos de cuál es la función del
área de recursos humanos para que existe
cuál es su valor agregado y qué sentido
tiene la gestión de recurso humano ha
ido evolucionando paralelamente con los
negocios en el pasado dedicaba sus
esfuerzos a estimular la productividad
industrial cuando el trabajador era
solamente parte de un engranaje y ahora
con la aparición del concepto esfuerzo
discrecional algunos lo consideran como
compromiso emocional del empleado con la
organización y sus metas o ir más allá
para conservar su puesto de trabajo nos
vemos obligados a analizar el recurso
humano desde un ámbito más integral
desde los años 70 para acá con el
desarrollo de los productos intangibles
básicamente los servicios se deja ver
mucho más la necesidad de trabajar sobre
el capital humano comienzan a aparecer
las necesidades de focalizarnos en las
condiciones de trabajo aparece una etapa
de analizar capacidades puestos
ergonomía entre otros y entender que no
sólo se trata de recursos visibles como
pagar a tiempo dar premios tratar bien a
las personas sino que se empiezan a
incluir aquellos intangibles que
necesitan poner en práctica para
alcanzar los objetivos estratégicos del
negocio hablamos de astucia inteligencia
emocional
autocontrol resiliencia procrastinación
empatía así que el recurso humano debe
dejar de verse como la cenicienta de la
empresa y colocarlo en la mesa de
discusión con las gerencias con
producción mercadeo etcétera
cumpliendo con cuatro roles sustantivos
el primer rol generador de alianzas
estratégicas entre trabajadores
compañía enfocándonos con roles de
socios estratégicos con un esfuerzo
discrecional diríamos sacar adelante la
empresa entre todos segundo rol el rol
de agente de cambio en la cultura
organizativa para generar que la cultura
colectiva transforme las decisiones en
acciones tercero un expertise
administrativo que cumpla con todas las
legislaciones que afecten al recurso
humano y como cuarto estamos hablando de
un socio de los empleados que les apoye
en el desarrollo de sus capacidades como
seres humanos y que les represente ante
las directivas usualmente vemos que el
área de recursos humanos no se le
reconoce su labor porque es un
intangible comúnmente se piensa que el
área de recursos humanos no hace nada
que en términos sencillos sólo la
extrañamos cuando no está esta área se
debe ocupar de que las personas fluyan
en su ambiente empresarial porque de no
ser así no rinden de la forma como la
organización requiere se van de la
compañía y al irse de la compañía se
llevan consigo el conocimiento y la
experiencia
te invitamos a nuestra página
o escríbenos tus sugerencias y preguntas
Voir Plus de Vidéos Connexes
Human Resource Strategy
Industry & Insights - HR Mythbusting with Jaclyn Pummill
What is Strategic Thinking? The Deep Dive Strategic Thinking Framework
Between Rowdies and Rasikas: Rethinking Fan Activity in Indian Film Culture - Aswin Punathambekar
HR Transformation
All about Human Resource Management #HRM #Definition #Growth #Functions #Transformation #Objectives
5.0 / 5 (0 votes)