Human resources objectives:

The Human Resources areas are much more than a recruiting area and have
specific objectives:
 Achieve 100% performance of human capital within organizations through
models that allow the development and growth (professional and personal)
of employees.
 Innovate methods of discovery and recruitment of talents necessary for the
company, with the purpose of strengthening each of the areas that comprise
it with trained personnel with growth potential.
 Disclose what the strategic objectives of the companies are and have each
of the collaborators adopt them as their own. HR is responsible for teaching
workers what their role is within the organization.
 Know how to help increase productivity through the work of collaborators, as
well as reach perfection in each of the tasks they perform.
But, for companies to achieve these objectives, it is necessary that they take into
account the main challenges of organizations, as detailed in this magazine
specialized in Human Resources.
Technological challenges: If technology evolves at a thousand per hour, so do
companies. It is important to be aware that technology is part of the quality of life of
organizations, therefore, collaborators must be provided with tools that facilitate
their work and create competitiveness in the market. Likewise, technology is of
utmost importance to improve communication in organizations.
It is necessary to make leaders: Providing coaching and leadership courses is
necessary so that there are managers, executives and area heads trained in
guiding and developing the potential of each of their work teams. If you need good
leaders, you have to help make them.
Develop internal communication: It is important to create bonds of connection
between collaborators and managers, for this it is important to generate means of
internal communication that keep staff informed and make them feel part of each of
the achievements. The creation of newsletters , internal newsletters, slide
presentations or video projections are some ways to strengthen communication.
If necessary... Transform your organizational culture!: Organizations need to look
at their human capital and create tools that allow a pleasant stay for these
elements. If the organizational culture of the companies does not allow it, it is
necessary to carry out a restructuring.
When the company improves its Human Resources area with these simple steps, it
can benefit from things such as an improvement in organizational culture; the work
environment and, therefore, greater employee productivity; It will reduce internal
staff turnover and help increase the productivity of companies.

Human resources objectives:

Managers and human resources departments achieve their goals when clear and
quantifiable goals are proposed within the foundations of Personnel and Human
Resources Administration. These objectives are equivalent to parameters that
allow evaluating the actions carried out. Sometimes the objectives are stated in
writing, in carefully prepared documents. In others they are not expressed
explicitly, but are part of the “culture” of the organization. In any case, the
objectives are what guide the function of human resources administration.
The objectives of Personnel and Human Resources Administration not only reflect
the purposes and intentions of the administrative leadership, but must also take
into account the challenges that arise from the organization, the personnel
department themselves, and the people participating in the process. . These
challenges, which constitute the bases on which this work is based, can be
classified into four fundamental areas.
Corporate goals
It is necessary to recognize the fundamental fact that human resources
administrations have the basic objective of contributing to the success of the
company or corporation. Even in companies where a formal human resources
department is organized to support the work of management, each supervisor and
manager continues to be responsible for the performance of the members of their
respective work teams. The department's role is to contribute to the success of
those supervisors and managers. Human resources administration is not an end in
itself, it is just a way to support the work of the organization's leaders.
Functional objectives.
Maintaining the contribution of the human resources department at a level
appropriate to the needs of the organization is an absolute property. When
personnel administration is not adapted to the needs of the organization, resources
of all kinds are wasted. The company can determine, for example, the appropriate
level of balance that should exist between the number of members of the human
resources department and the total number of personnel under their charge.

Social objectives.
The human resources department must respond ethically and socially to the
challenges presented by society in general and reduce as much as possible the
tensions or negative demands that society can exert on the organization. When
organizations do not use their resources for the benefit of society within an ethical
framework. may be affected by restrictions
Personal objectives.
The human resources department needs to keep in mind that each member of the
organization aspires to achieve certain legitimate personal goals. To the extent that
the achievement of these goals contributes to the common objective of achieving
the organization's goals, the human resources department recognizes that one of
its functions is to support the aspirations of those who make up the company. If this
is not the case, employee productivity may decrease or the turnover rate may also
increase. A company that specializes in treating tropical wood, for example, may
recognize that a legitimate aspiration on the part of its staff is to acquire specialized
knowledge in this activity. The company's refusal to train staff could lead to a series
of frustrations in the personal objectives of its members.
At Big River we work to perfect the best Personnel Administration and Human
Resources on the market and having been winners of the Innovation Award
endorses our technological and methodological capacity to provide you with the
solution you need with a very accessible investment. Write to us at
info@bigriveripn .com or call us at (477)-773-0005 and we will gladly clarify each of
the points you wish to discuss in this regard, join the system that covers the entire
human resources process in the most practical, agile and profitable way.

Functions of the Human Resources department

In accordance with the new conception of the Human Resources Department, nine
management areas are proposed that must be addressed:
Personnel organization and planning
Any formal and strategically oriented company can estimate its personnel needs in
the short, medium and long term. As the company expands, human resources
must execute the necessary actions to attract the necessary personnel.
To accomplish this task, you can hire a company specialized in recruitment and
selection, or carry out the development of the process internally. The human
resources objectives in this regard refer to attention to maintaining a sufficient
workforce committed to their work.
Recruitment and staff selection:
The department receives personnel requests that come from the different
departments of the organization. Publish personnel needs through different media
and select eligible people for positions.
Coordinates interviews and evaluations. Finally, select the candidate that best fits
the job profile required by the position.
Career plans and professional promotion
The human resources department continually formulates and reviews career plans
for all staff. The human resources objectives in this area are to keep the
personnel's work history updated so that they can occupy management positions.
Staff training
Through training manuals, plans and programs, the human capital area maintains
a trained workforce so that its workers learn new skills that can improve their
production levels.
It also reduces management costs, minimizes errors, increases staff confidence
and creates a better work environment. Training and educating staff is a profitable
investment.
Performance evaluation and promotion of personnel
As the company grows, new personnel needs arise for supervisory positions.
Sometimes it requires qualifications that current employees do not possess and
that is something that the human resources area must manage. The new realities
demand that control mechanisms be different, Harvard Business Review proposes
that the way of managing human talent be changed.
Climate and job satisfaction
Companies must avoid the cost of lost human capital when an experienced
employee leaves due to lack of motivation. The reduction in the level of production
that occurs is negative for any company.
The time required for the new employee to perform the work with the same quality
reduces business profitability. The human capital area should promote programs to
review the payment structure, redesign career plans and finance employee
education.
Staff Administration
They include the activities of formalizing hiring, payroll payments, payment to third
parties for social benefits and legal benefits, dismissals and liquidations.
Labor Relations
Corresponds to negotiations with unions and others related to the development of
communication between employees and the organization.
Prevention of occupational hazards
It corresponds to the study of working conditions and occupational risks, to
implement safety actions and risk prevention, unsafe conditions and occupational
diseases.

Human resources functions:

The functions carried out in the human resources department vary from one
company to another, depending on the size and activity to which the entity is
dedicated.
In small companies, the functions of this department are carried out in a few
sections and, frequently, some tasks are entrusted to other companies, such as
consulting, advisory, management, etc.
In large companies, the human resources department can be very complex, and
divided into sections that are responsible for different activities.
The functions performed in most human resources departments are those
described below.
TO. Employment function
This function includes activities related to staff planning, selection and training of
personnel.
We list below the main tasks that correspond to this function:
 Template planning.
 Job description.
 Definition of the professional profile.
 Staff selection.
 Staff training.
 Insertion of new personnel.
 Processing of dismissals.
b. Personnel management function
Managing a company's personnel requires a series of administrative tasks, such
as:
 Choice and formalization of contracts.
 Payroll and social insurance management.
 Management of permits, vacations, overtime, sick leave.
 Absenteeism control.
 Disciplinary regime.
c. Remuneration function
It involves designing the personnel remuneration system and evaluating its results.
The purpose of the remuneration function is to
study of salary formulas, incentive policy and the establishment of salary levels for
the different professional categories.

d. Human resources development function

Human resources development includes the activities of creating training plans and
carrying them out, studying the potential of personnel, evaluating motivation,
monitoring task performance, encouraging participation, and studying absenteeism
and its consequences. Causes.
AND. Labor relations function
The labor relations function is fundamentally concerned with the resolution of labor
problems. It is normally developed by negotiating with workers' representatives and
deals with issues such as hiring, salary policy, labor disputes, collective bargaining,
etc.
The prevention of occupational risks is also included in this function, as it seeks to
establish an adequate level of protection of the health of workers and working
conditions, that is, it includes safety and hygiene at work and the social action of
the company with workers.
Likewise, this function adopts measures to balance inequalities between workers in
the same company, and tries to achieve a balance and a pleasant work
environment.
F. Social services function
This function manages certain services created by the company or that have been
contracted to be provided to other companies. Social services aim to benefit
workers and improve the work environment. These services can be daycare,
scholarships and
aid for studies, group life insurance, clubs and recreational centers, etc.