Hiring and Payroll Management: Its Importance in Talent Management

As in many other professionals, the activity of the Human Resources expert is prone to generating many myths or, in general, a distorted and exaggerated image.

For example, the belief that Human Resources are used to carry out selection processes for personal through interviews and personality tests is very widespread because these tasks are flashy. And certainly these elements are an important part of HR work, but they are far from everything.

Actually, to achieve a good fit between the needs of the members of the organization and the proper functioning of the company, it is necessary to intervene not only in isolated activities with a clear beginning and end, but also in the small details that are a constant in the day to day day.

The most seemingly banal procedures such as payroll management or hiring are part of This, and in fact, influences the ability of a company to retain talent and take advantage of its potential.

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What exactly is talent management?

One of the key ideas of Human Resources is that the members of a company are practically never interchangeable. Professionals are not pieces that can be mass-produced, and each individual has different things to contribute to organizations, without the need for this having to do with their training regulated; for example, Elements such as soft skills are very important and must be taken into account even though they are not reflected in diplomas.

Thus, all members of a company have both various types of potential and different negative or risk-bearing aspects given a context determined: in a job it may be advantageous to have an introverted person, with a greater capacity to fully immerse himself in a task that requires introspection, and an extroverted person is often better suited for jobs that have to do with dealing with the public.

But beyond personality traits, there are a wide variety of characteristics that predispose people to have a special talent in certain tasks. Knowing how to manage this potential and understanding that it is always relative and dependent on the context and the type of work to be done is what shapes the talent management of companies. This consists of the set of activities that seek to create attractive work contexts for the type of workers that are needed, on the one hand, and create the conditions so that they can move up or change jobs horizontally to work in what they do best and in what they can be most comfortable feel.

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How do processes such as payroll management and hiring influence this?

In talent management, rhythms and acting at key moments is very important. Ultimately, if there are administrative problems, this can lead to the opportunity to hire a highly valued candidate pass by, or the Overnight conflicts are generated that deteriorate relationships in the work context, or even periods of excessive stress or even syndrome of Burnout.

Therefore, to know how to function well in the professional field of Human Resources, it is not enough to know the specific processes carried out in the areas of selection and training. You must also have a global vision of the relationships between the organization and workers, and this includes having knowledge of the administrative aspects and the possible relational and psychological problems that they may generate when they fail, in order to prevent it.

Do you want to train in the field of Human Resources?

If you are considering specializing and professionalizing yourself in the field of Human Resources, you may be interested the University Master's Degree in Talent Selection and Management at the University of Malaga. It is a training program promoted by professionals with established careers in various companies and organizations, and that allows learning the theory and practice of HR and the Psychology of Organizations.

Not only focusing on the most well-known and striking aspects of Human Resources, but also including the most banal aspects of day-to-day life such as hiring, the bureaucratic processes associated with withholding taxes, the allocation of vacation days, and other details associated with the world of Relationships Labor. You can find more information about the Master through this page.

Bibliographic references:

• Cooper, C.; Robertson, I. (2004). International Review of Industrial and Organizational Psychology. Chichester, UK: Wiley.
• Radhakrishna, A. & R. Satya Raju. (2015). A Study On The Effect Of Human Resource Development On Employment Relations. IUP Journal of Management Research 14.3 (2015): pp. 28 - 42.
• Palací Descals, F.J. (2004). Organizational Psychology. Ed. Pearson Prentice Hall: Madrid.