RECURSOS HUMANOS y sus funciones, Cuales son 2019

Summary

This 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.