The 10 keys to success in an HR department

The Human Resources department of an organization is one of the basic aspects that allows the proper functioning of the company.

However, you often have an overly simplistic view of the tasks that take place in it, assuming that everything is reduced to select personnel, train from time to time and take over certain administrative tasks related to the workers.

Nothing is further from reality. Within an HR department there can be (and in fact always do, in the case of medium and large companies) processes of varied and sometimes very complex work, since they have to do with the element that contains the most potential in any organization: the people.

With this in mind, throughout this article you will find a series of basic principles that any HR department should take into account.

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Keys to success in an HR department in a company

These are several of the most important elements for an HR department to function properly and cover all work areas of an organization.

1. Put a lot of emphasis on the prevention of occupational hazards

It is not just a matter of complying with the regulations: a place where workers spend a lot of time cannot afford not to ensure their integrity in every possible way.

Not to mention that if a workspace is perceived as intrinsically threatening due to the conditions in which it is There is, little or nothing can be done to compensate for that in terms of satisfaction and predisposition to have the mentality of team.

2. Don't forget the importance of informal relationships

The informal relationships established between the people of an organization are as important or more than the formal relationships that remain on paper, reflected in the structure of the organization chart.

Forgetting this facet of the reality of companies implies turning our backs on the dynamics that give rise to the climate labor, the appearance of conflicts in the workplace, the information flows used to work, etc.

Therefore, know these relationships well helps both to detect opportunities and to detect problems in time, such as: promotion systems in which they always rise, forms of work that promote conflict and spreading rumors to harm someone, influential people who have too much of a work philosophy intrusive, etc.

3. Don't assume that all incentives must be inexpensive

It is true that boosting economic incentives is usually a relatively safe bet, in the sense that it usually does not produce new problems if there are not already.

However, it is sometimes an inefficient expense, and to assume that by default all incentive systems must be based on this It implies losing opportunities when it comes to connecting with workers or generating community from incentives that can be as or more stimulating than those based on money. We must also assess other options adapted to the values ​​and sources of motivation of the people who make up the organization.

4. Go beyond job interviews

Interviews are not the only resources available to Human Resources professionals when conducting personnel selection processes; fortunately, there are many tools adaptable to different needs.

5. Develop good performance appraisal methods

In this there are no magic recipes: each organization must apply its own ways of evaluating the performance of the workers, taking into account their characteristics and objectives in terms of productivity. Yes indeed, there are a series of criteria and principles from which HR professionals can start to establish their own formula.

6. Have an efficient database system

It may seem simple, but failures in this regard mean losing a lot of room for maneuver and agility when managing information about workers.

7. Have a good job analysis method

Job analysis serves many things. For example, to find out which candidate profile to look for when issuing job offers and selecting people, to detect ergonomic or workflow failures in a chain of team tasks, or to anticipate the possible risks of this type of chores.

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8. Create goal-oriented training plans

HR departments that really help meet the needs of an organization and its staff are not content with creating training programs “that sound good ”: they are concerned that these learning and / or training initiatives respond to specific purposes that fit the context in which they are works.

In other words, they must be designed keeping in mind the functions that, upon completion, those who have gone through this preparation process should know how to perform.

9. Know how to establish the appropriate communication channels

In many organizations, by containing many people, it is common to make the mistake of assuming that all workers will find out spontaneously of everything they need to know to carry out their work well, or to get involved in the activities that take place in the company.

It is a serious mistake that constantly causes problems, so instead of patching once misunderstandings have occurred, you have to make sure that that there is already a constant and fluid communication system that is part of the structure of the organization.

10. Do not forget the small details of administrative management

Yes, it is true that a part of the tasks that take place in an HR department consist of apparently simple tasks based on what is commonly known as "paperwork". However, it must not be forgotten that if this area of ​​work is not mastered, everything else is impossible.

For this reason, we must have professionals prepared to know what to do at all times in this regard, leaving no room for ambiguity and trusting that everything is fine even by chance.

Do you want to train in Human Resources?

If you are thinking of specializing in the field of Human Resources or in one of its sub-divisions, you will surely be interested in knowing the University Master's Degree in Talent Selection and Management at the University of Malaga (UMA).

In this post-university professionalization and specialization program it is possible to learn everything related to the processes of selection, training and creation of development organization, and in it collaborate responsible for many of the main companies with a presence in Spain: Leroy Merlin, Meliá Hotels International, Telefónica, Randstad, and more. You will find more information about the Master in this page.