What people development processes do HR professionals carry out?

The human capital of a company is one of its greatest assets, since the final success of each of the works or projects that are carried out in it depends on its correct functioning.

In this sense, the Human Resources department (HR) is in charge of managing, attending to and responding to to each of the needs, obstacles or problems that the employees of a company may have determined; not only in terms of productivity, but also in terms of their satisfaction with the job and their competitor in the company. That is Human Resources professionals have to create organizational environments in which staff members can carry out personal development projects and that connect with their values.

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People development processes driven by Human Resources

The objectives and functions of HR professionals are varied and cover a wide variety of diverse fields, among which the most important personal development, talent management, management of emotional problems and intervention in psychological imbalances of all guy.

In today's article we will focus on explaining what personal development processes Human Resources professionals carry out within a specific company or organization.

1. Training and empowerment of talent

The training of applicants and the empowerment of talent for the company is one of the first tasks that the professionals of the Human Resources department of any organization.

This section includes all the actions carried out by HR professionals to train staff members in a way that harnesses their latent talent and soft skills, as well as the processes aimed at enhancing specific knowledge and skills.

1.1. onboarding phase

the phase of onboarding It is the initial training process consisting of the company offering personalized support to the new worker who integrates into the company, teaching him how everything works, what his tasks are and without letting him feel lost or without knowing what do.

The primary objective of onboarding is to provide specific training as quickly as possible so that the employee can join his job as soon as possible and does not feel disoriented or neglected in that first contact.

This phase is of great importance for the employee to acquire their own skills and knowledge. of your department, as well as the culture and corporate values ​​of the new company in which you are preparing to work. work.

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1.2. training workshops

The initial training workshops are also essential for the employee to learn the new technologies and automations associated with their job, with which they will be able to update your job profile.

These workshops help the new worker to train in a short time and through a methodology eminently practical, always supported by superiors and specialists who will assist you and solve all your doubts.

1.3. Offer internal promotion processes

Offering clear promotion processes to move up is also a good talent retention strategy. These promotions must be clear from the beginning, making clear what requirements must be met to achieve promotion and how it can be applied to them.

This not only serves to offer clear training paths tailored to specific jobs and tailor-made for the organization; it also significantly contributes to increasing the motivation of the employee, which will make him work with better performance and greater productivity in his specific position or department.

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2. Talent retention

The objective of the talent retention processes is for these new workers to feel fulfilled in the company and as a consequence are motivated and interested in staying in it despite having other offers from other places.

2. 1. Flexible schedule

Companies can implement a series of measures aimed at retaining the talent of their workforce making family reconciliation very easy.

Workers who find greater possibilities to reconcile their working life with their professional life will have a greater level of well-being and will make long-term plans within this organization, thus positively influencing their productivity.

2.2. team building

We understand by Team Building all those activities organized in a group whose main objective is enhance a series of skills related to teamwork, involvement in work, the feeling of belonging to the company and the relationship between co-workers.

These Team Building activities can be of many types (sporting events, cultural activities, Escape Rooms, etc.), the important thing is that they promote positive dynamics among the group and help to generate a feeling of camaraderie and camaraderie among the members of the same department or the entire company in general.

23. joint leisure activities

Voluntary leisure activities are also planned by the Human Resources department and are usually traditions of the company that are carried out periodically to raise the spirits of the employees and help them disconnect from the daily stress of the job, linking a pleasant experience to the fact of belonging to that team of professionals.

These activities are very varied and are usually done in teams. Some of these can be hiking, excursions, sports activities, contests of all kinds or simply partying with co-workers.

2.4. Provide vocational guidance

The company can also offer a vocational guidance service specifically adapted to the needs of each of the employees who may request it. This vocational guidance should be offered given the prospect of being able to promote or migrate to other departments within the company in which you are working, which helps to broaden the employee's professional horizon and motivates him to move forward without feeling the need to consider going to other organizations.

2.5. Psychological Support

Another of the objectives of the Human Resources Department is to ensure the emotional and psychological well-being of its employees; That is why many companies provide a psychological care or coaching service, attending to workers and their particular problems in a personalized way. This, in addition to increasing satisfaction with the company for which one works, It serves to reduce labor presenteeism and to reduce the number of sick leave due to mental health problems.