RECURSOS HUMANOS y sus funciones, Cuales son 2019

Redes Humanas

18 Jan 202003:08

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

00:00

🤔 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

Human Resources Management (HRM) refers to the process of managing people within an organization. It involves a range of activities including recruitment, training, performance appraisal, and ensuring legal compliance. In the video, HRM is discussed as evolving from focusing on industrial productivity to a more integral view that includes the development of intangible products and services, emphasizing the importance of human capital.

💡Discretionary Effort

Discretionary Effort is a concept that describes the voluntary, extra effort that employees put into their work beyond what is formally required. In the script, it is mentioned as an emotional commitment of employees to the organization and its goals, which is crucial for the transformation of the business and aligning with the strategic efforts of the company.

💡Integral Human Resource Management

Integral Human Resource Management suggests a comprehensive approach to managing human resources, considering not only the tangible aspects like salary and rewards but also the intangibles such as emotional intelligence, resilience, and empathy. The video script emphasizes the need to analyze human resources from a more holistic perspective to achieve strategic business objectives.

💡Strategic Partners

In the context of the video, Strategic Partners refers to the role HRM plays in fostering alliances between workers and the company. HRM is seen as a facilitator of collaborative efforts that leverage discretionary effort to drive the company forward, aligning with the strategic goals of the organization.

💡Organizational Culture

Organizational Culture is the set of shared values, beliefs, and practices that characterize a company. The script discusses the role of HRM as an agent of change in shaping the collective culture, transforming decisions into actions that reflect the company's values and strategic direction.

💡Administrative Expertise

Administrative Expertise in HRM involves understanding and complying with all relevant legislation that affects human resources. The video script mentions this as a crucial role of HRM to ensure legal compliance and protect the rights of both the employees and the company.

💡Employee Development

Employee Development is the process of enhancing the skills and capabilities of employees to improve their performance and contribute to the organization's goals. The script highlights HRM's role in supporting employees in their personal and professional growth, which is essential for the overall success of the business.

💡Emotional Intelligence

Emotional Intelligence is the ability to recognize, understand, and manage one's own and others' emotions effectively. In the video, it is listed as one of the intangibles that HRM should focus on to help employees achieve strategic business objectives, indicating its importance in the workplace.

💡Resilience

Resilience is the capacity to recover quickly from difficulties or to adapt to challenging situations. The script discusses resilience as an intangible quality that HRM should consider when managing human resources, as it contributes to the overall well-being and productivity of employees.

💡Procrastination

Procrastination is the act of delaying or postponing tasks or actions. The video script mentions it in the context of intangibles that HRM should address, as it can impact an employee's productivity and the achievement of business goals.

💡Employee Representation

Employee Representation refers to the advocacy and support provided by HRM for employees, ensuring their interests and concerns are considered in decision-making processes. The script positions HRM as a partner to employees, highlighting the importance of representation in fostering a positive and supportive work environment.

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.