The 10 types of Human Resources (and their characteristics)

People are the main asset of organizations. Without them, companies would not exist, and if they are not well or satisfied with it, it is a matter of little time before the organization begins to crumble like a house of cards.

Companies know this very well and for this reason, especially the largest ones, have a Human Resources department that is in charge of making sure that everything goes as it should in human terms.

These departments are not homogeneous, because people are not all the same. There needs to be different types of professionals specializing in different types of Human Resources, which we will see below.

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What are the types of Human Resources in organizations?

Human capital is the core of any organization. The Human Resources department is essential in any company, being the place where we can find all kinds of workers whose function is ensure that the organization has the right employees to function properly.

In this department, job seekers are found, selected, recruited and trained, and for this, different types of Human Resources professionals are necessary.

The department of human resources works to increase employee productivity, preventing any situation that could damage the organizational climate. Naturally, it is also in charge of managing contracts and payroll, hiring new staff and firing them if necessary. In addition, it is responsible for anticipating future needs, promoting the development of individual and collective skills and mediating in the event of conflicts in the work environment.

In order to carry out these multiple tasks, different specialized professionals are required work within this kind of department, and that shape the different types of Resources Humans. Its main tasks are the following.

1. Compensation and performance management

With this type of Human Resources, ensures that employees are paid commensurate with the value they bring to the organization. To do this, Human Resources professionals specialized in this function have tools and techniques such as data analysis about what they offer to employees, competitor companies, design and disseminate compensation reports, negotiate bonus and benefit packages with other companies, create and apply surveys salaries, etc.

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2. Training and professional development

In Human Resources we also find specialists in training and development. Its main task is direct and supervise training and development programs for workers. These specialists work with training managers and employee supervisors to develop performance improvement measures, conducting orientation sessions and organization of the worked.

Its purpose is to help employees maintain and improve their job skills, as well as to ensure that workers attend all training sessions assigned to them, especially those related to topics such as safety and risk labor.

On the one hand, this branch of Human Resources allows taking advantage of the talent of the employees, ensuring that their professional development does not remain stagnant if they can continue advancing; and on the other hand, the possibility of learning opens the doors to the option of moving up within the company, something that is an important incentive not to leave the organization. So that, has a positive impact on both the productivity and flexibility of companies, as well as their ability to retain the talent that is already in it.

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3. Employment, recruitment and hiring

More narrowly known as recruiters, employment, recruiting and hiring specialists do just that, recruit and select. These HR professionals go on adventures, going to job fairs or college campuses looking for promising candidates for the organization, and also post job offers and perform job screening. candidates.

these workers have the power to screen, interview and test candidates, as well as check references and expand job offers as the situation requires. Its mission is to fill the vacancies of an organization, executing the internal hiring policies but always complying with the regulations established by the authorities.

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4. Analysis of information systems and labor relations

Information systems analysts are tasked with coordinate, communicate and implement changes in internal communication channels in order to avoid misunderstandings and potential conflicts. Companies are still social environments in which, if the information is not correctly transmitted, it can have a very negative impact on the operation of the same in addition to giving rise to conflicts and squabbles between the workers.

Labor relations between employees must be taken care of, preventing and resolving any social problems that may arise. Therefore, these types of human resources specialists work to maintain positive relationships between employers and employees, increasing their morale, generating a good work environment and increasing productivity as a consequence of all it.

5. Management of the employee support plan

Professionals in this type of human resources go by many names: wellness managers of the employee, work and family programs, work life... In the management of the support plan for the employee programs are supervised to improve the safety and well-being of workers, promoting the correct balance between work and private life. It also works to prevent occupational accidents and illnesses.

This type of human resource involves applying the relevant health and safety standards and practices, ensuring that workers are in perfect condition. This includes health and fitness plans, medical examinations are organized, leisure activities are incorporated, restoration and recreation and, if necessary, care programs for children and elderly relatives of the workers.

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Types of Human Resources according to the hierarchical position

The Human Resources seen up to this point refer, mainly, to the functions carried out by the professionals who are within the Human Resources department. However, if we understand Human Resources as the people who work in the organization, we can speak of other types depending on the organizational hierarchy, making direct reference to the different types of workers that can be framed in one or another position in the Organization chart.

1. Workers

The workers are the workers who provide a service to the organization, usually based on the creation, manipulation or construction of objects, which generally does not require a very high and university-level qualification, and they do so subject to a certain link of subordination. These workers can be self-employed or independent, providing their services to more than one organization; or dependents, providing their services as employees, exclusively to an organization and following clear schedules.

2. office workers

As its name suggests, clerks are the professionals who work in an office, carrying out the tasks that are entrusted to them and that usually have to do with the establishment of agreements and the creation of documents with business implications. They are workers, only they are in a more cubical environment and their work is not usually based on the manipulation of objects and/or modification of raw materials.

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3. technicians

In terms of Human Resources, a technician is defined as an employee who, despite not having a specific title, has extensive knowledge in a particular trade or task and puts them into practice skillfully.

4. Supervisors

supervisors They are responsible for supervising and monitoring the performance of other workers.. They look at and direct the staff, assigning them resources and means so that they can fulfill their tasks. These supervisors also have the purpose of coordinating work teams and creating action plans to increase organizational productivity.

5. Executives and directors

The executives and directors they are the human resource with the greatest capacity for execution and decision-making at a strategic level, being able to make any decision about the organization. They are the ones who distribute resources, take measures and allocate the means of production. Basically, they are the authorities within the company.