No business owner or HR (Human Resources) manager can ignore how important it is to have alignment between leadership, employees and company principles. However, few know how to improve this dynamic in practice.
In fact, many people are even unaware that HR itself is the sum of all employees. That's right, all the people who work in a company, from the front desk to the board of directors, make up the corporation's Human Resources.
Now, if an accounting services company wants to refer to the administrative part of its human talent and material, then what it does is HR management. This simple distinction already serves to give some insight into the subject we are about to discuss.
It only makes sense to talk about infallible strategies for your HR within this context of management or administration, which is where the HR sector comes from. The truth is that if this effort is not well-founded, all other sectors will be left wanting.
In this sense, the HR department is largely responsible for bridging the gap between the brand philosophy (the famous pillars of Mission, Vision and Values), management and each of the other departments, sectors or areas.
This is true regardless of the type of action being carried out. For example, a time clock factory will undoubtedly have a hectic manufacturing routine, with industrial belts and a lot of manual or machine work.
Even so, it cannot do without the values that guide the more pragmatic aspect of production. That is exactly where the secret of a strong and differentiated company lies, as well as the success of HR management.
That is why we decided to write this article, bringing here the indispensable concepts for a better mastery of the subject, beyond the good practices that can guide a manager or any leader to master the functions of the HR sector.
What is most interesting is precisely this aspect we mentioned before: the fact that each and every company or area of the company needs it, whether it is a company that provides accounting services for NGOs or a store that sells clothes and shoes.
Be that as it may, every company needs this domain to manage its human material, which is the basis of everything. So, if you want to understand how this can make your company much stronger and promising, just read on.
What is the HR sector?
As we have seen, all the human material of a company composes its Human Resources, but there is a department that ends up taking this name.
As a result, very specific functions arise that must be better understood and implemented by direct and indirect managers.
This sector did not acquire its main characteristics until the end of the Industrial Revolution, since before it the relationship between employee and employer was very subjective and depended almost entirely on the boss's arbitrariness.
The consolidation of labor legislation defined everything from more technical issues, such as the mandatory use of prescription safety glasses for risk-taking professionals, to details such as the maximum workload.
With this, HR came to act as a department within the company itself that acts on behalf of employees, including ensuring that the corporation does not commit infractions and end up hurting itself in relation to fines and the like.
Currently, its actions may include the following fronts or efforts:
Recruitment;
Selection;
Training;
Benefits;
Motivation;
Remuneration;
Conferences.
Finally, HR is increasingly becoming the soul of the company, in the sense of being the guardian of the brand philosophy, as a way of safeguarding the pillars we mentioned earlier, the Mission, Vision and Values.
Once we have assimilated this, we can enter into some truly foolproof strategies to ensure that this effort is fully accomplished, with the participation and commitment of all.
Organizational culture
After understanding the importance and basic functions of HR, it is time to take a step that every manager has heard of, but few really take seriously or know exactly how to do it.
This is organizational culture, which should be implemented more or less like a decalogue, i.e., the 10 commandments of every employee, with the difference that you can have any number you want, as long as it works.
Imagine a company that works with alarm monitoring. It can simply sell the service of installation of a technological equipment like any other, or advertise the value of security that accompanies this device.
After all, a person only installs alarm monitoring when they want to defend something valuable, right? Whether it is a bank, a company with high value-added assets or a residential home, in any case it is necessary to sell the value of the security.
Thus, by conveying the philosophy that to have peace of mind people need to protect their most valuable assets, the brand will achieve a more substantiated return.
At the same time, HR's role will be to convey the practical values that each employee will need to live by in order to make these principles a reality. These are: honesty, transparency with the customer, excellence in communication, etc.
Recruitment is tricky
Treating recruitment like any other activity is one of the biggest mistakes an HR department and a company in general can make. The biggest problem is not only hiring too much or too little, but also choosing the wrong profiles.
Remembering that it is not always a question of character, because even a good person may not be the most suitable for a given position, or even for the moment the company is going through.
Thus, an infallible strategy to improve HR is to cross this sector with the leader of the other departments, making a four-handed work, which guarantees a complete professional, filtered by all possible criteria.
Investing in employees
Everyone dreams of hiring a complete employee, who comes to the job mastering all the necessary technical and subjective knowledge.
But, of course, many times this is just a dream. If the company works with motorcycle couriers in São Paulo, the best motorcycle driver may not be the one who communicates best, and vice versa.
Therefore, it is best to constantly invest in training activities. This can range from internal training programs, when there is manpower for it, to inviting professionals as trainers and the like.
With this, the HR sector and the company itself signal that its concern goes far beyond wanting results, but also thinks of the employee.
Honest Career Plan
Another way to show that your company cares about the employee is to offer a sincere Career Plan that makes sense for both parties.
There is no point in promising what you can't deliver, although unfortunately many leaders do this as a way of "hooking" employees, who gradually see that they are being cheated.
A sincere career plan allows an employee who has just joined the operation to grow little by little, at his own pace. Then, if he wants to and if he performs well enough, he can become a tutor, supervisor, coordinator, manager, etc.
Quality of life
It is difficult not to get empathy, involvement and commitment from someone who is satisfied, especially when we are talking about an employee.
For this very reason, a benefits policy for a company engaged in commercial lighting design can make HR much more efficient in mobilizing the will of employees by putting in place actions such as:
General bonuses;
Raffle vouchers;
Flexible working hours;
Days off;
Weekend retreats.
In short, any activity that can please the employee is welcome. When combined with activities that can include other members of the company, such as company retreats, it's even better.
The secret of communication
Finally, it is not possible to speak of an infallible strategy for the Human Resources sector without mentioning the central role of communication as a working tool.
It is necessary to believe in the power of communication as a resource that builds bridges between parties, even (and especially) when there are differences and disagreements.
If the business works with the opening of a company in São Paulo, and has a very busy routine, it is necessary to know how to stop every week to have meetings about objectives and feedbacks.
In addition, a golden rule is to also make individual scores. In fact, the true leader and HR representative does not treat a team in a generic way, but knows the strength and weakness of each one, personally.
Conclusion
The company that understands the value of differentiated HR strategies is always ahead of the market or its competitors.
Moreover, it can make its work philosophy clear, attracting the best talent and keeping them committed to the company's principles.
With the concepts and tips we have provided above, it will be even easier for you to assimilate all this and take the first steps to make a difference in your own company.
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