FUNCIONES del DEPARTAMENTO de RECURSOS HUMANOS 👦 | Economía de la empresa 148# — Transcript

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1. 0:00Welcome once again to home economics, today we will continue with the
2. 0:04free course on business economics. In this chapter we will talk about the functions
3. 0:09of human resources management The human resources department is
4. 0:13one of the most important in any company, especially if it is in a growth
5. 0:18phase . To take advantage of its full potential there are certain functions that
6. 0:23the human resources department must carry out within any organization
7. 0:261. Administrative personnel management It consists of carrying out administrative
8. 0:32tasks related to personnel management, such as salaries, social security,
9. 0:38contracts, processing of sanctions, dismissals, control of schedules, etc.
10. 0:432. Recruitment of personnel This is a set of procedures
11. 0:48designed to attract competent candidates to the company. These recruitment techniques
12. 0:54can be internal, if they consist of obtaining applications from people who are part
13. 0:59of the company's staff, or external, if the applicants come from outside the company.
14. 1:053. Personnel selection This function is very important,
15. 1:10since one of the determining factors of the success of a business activity is the correct
16. 1:15choice of the people who will work in the company. Once the staff has been recruited,
17. 1:21a complete analysis of everything that the candidate brings to the
18. 1:26job must be carried out and for this they must pass a series of selection tests.
19. 1:30These tests are intended to validate the aptitudes and attitudes of each candidate according to
20. 1:36the position for which they will be selected. Everything can be done from the company itself
21. 1:42or resort to an external company such as an ETT or Human Resources consultancy
22. 1:47to support us in this process. Finally, once the candidate has been selected, he or she
23. 1:49will become part of the company, giving rise to the fourth function of the human resources area 4. Training and professional development
24. 1:53The training of employees allows them to adapt to the changes that occur in the
25. 1:58company, as well as technological advances. In addition to adaptability to change,
26. 2:03the company must provide training for the specific task that it must perform in its
27. 2:09workplace according to its objectives and plans. Workers are required to be 100%
28. 2:14efficient, which means that workers must be properly trained so that they can
29. 2:20perform their tasks successfully, avoid accidents and reach their full professional potential. There are
30. 2:26several situations in which training by the human resources
31. 2:31department is necessary , such as Incorporation of new employees
32. 2:36Promotion or promotion of employees Updating and recycling of
33. 2:41staff knowledge 5. Labor relations
34. 2:46The human resources department is also in charge of resolving
35. 2:50conflicts that may arise in the company and negotiating collective agreements.
36. 2:53The main objective is to promote communication between the company and its employees through the use
37. 3:00of social partners, such as works councils, workers'
38. 3:04delegates or union representatives. 6. Occupational risk prevention (ORP)
39. 3:11The company must carry out a series of activities that imply compliance with
40. 3:16current regulations on the prevention of occupational and environmental risks in order to avoid occupational
41. 3:21injuries and illnesses that are related to work .
42. 3:25The study of working conditions and related occupational risks precedes
43. 3:31the application of prevention and protection measures to maintain the health of the
44. 3:36people who work in the company 7. Performance evaluation
45. 3:41It is important to supervise the work carried out by each of employees and check
46. 3:47if the applied policies are correct. This task is carried out with all the employees
47. 3:52of the company, by department and under the supervision of the head of each department.
48. 3:57This process includes: the collection of information about the position and the employees,
49. 4:03the personalized and individual observation of the employee and the interview with him.
50. 4:08Based on the information gathered, an improvement plan will be developed to optimize
51. 4:14performance and solve existing problems. 8. Social Benefits
52. 4:19Addresses issues arising from the social benefits granted to
53. 4:24staff. There is no explicit regulation in this regard, so each company decides
54. 4:29whether or not to provide them and under what conditions. When we talk about benefits or social benefits
55. 4:35we are talking about topics such as private health insurance, childcare service,
56. 4:41restaurant tickets , physiotherapy services, etc ... 9. Staff
57. 4:47planning It consists of planning staff based on the organization of the company,
58. 4:51design the appropriate roles, define the functions and responsibilities,
59. 4:56anticipate the needs of personnel in the medium and long term, analyze the internal
60. 5:01reward and promotion systems and manage the shifts, vacations, leaves and absences of
61. 5:07our staff, among other tasks . 10. Job analysis
62. 5:13It consists of carrying out a detailed study of each job with the functions to be performed,
63. 5:18the qualification that the person who is going to perform it must have and an assessment
64. 5:23of the risks of each position. All this work is carried out
65. 5:27with the aim of complying with regulations and optimizing performance per job.
66. 5:3311. Description of the position and remuneration By preparing a technical sheet
67. 5:38for each job based on your previous analysis, we will determine what your remuneration will be.
68. 5:44In this way, if the company is going to hire someone, it already knows the maximum or minimum
69. 5:49amount of money it has to offer as well as the right person for that position.
70. 5:5312. Career plans and professional promotion Together with the heads of each department,
71. 6:00the human resources area will design career plans for the different positions in the
72. 6:06organization of the company. Likewise, it will also identify the people with the greatest potential
73. 6:11and professional progression within the organization. 13. Work environment and satisfaction: It
74. 6:17is necessary to determine the level of satisfaction of the organization's employees and the reasons for
75. 6:22dissatisfaction in order to apply corrective measures. One of the factors that most and best influence the
76. 6:29achievement of a good work environment is the reconciliation of work and family life
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