Not all companies understand human resources management in the same way, which affects the role played by personnel managers in the company and in the interviews they conduct. Here we discuss how important is hr training courses for a company.
HRM Strategy "Human Resource Management"
Human resources are considered the strategic partner of line managers. Staff are no longer (only) viewed as a cost factor but as an important component of the company's success. Staff management is therefore of strategic importance in the same way as the size of the company, the market share, the technological level of the products, the control of the costs, etc. The company that manages qualified personnel has an advantage over the competition. For example, job security, commitment (attachment, loyalty), sufficient salary, targeted career development and leadership can be competitive advantages. Integrating the company's strategy into the HRM strategy therefore becomes a necessity.
HR management process: HR-Systems Provider
Traditional role of HR: definition, maintenance and improvement of professional procedures and instruments of recruitment, development , evaluation , compensation and promotion Staff. HR, for example, sets the process for selecting personnel from the required profile to the initiation of employees and agrees with line managers on the respective roles of line managers and HR employees in the process. global. They support direct supervisors by providing job description templates, required profiles, interview leads, and more. and support individual selection phases or support them in their entirety (eg preselection, reference searches, etc.). Similarly, for the staff evaluation process, human resources develop the appropriate process, schedule and instruments.
Partnership cooperation and human resources administration
As global benefits for all HR processes like staff marketing, personnel selection, compensation, etc. The following tasks are part of the field of administration: information missions such as the management of personnel files and statistics, processing of personnel movements (inputs and outputs), etc., keeping accounts such as pay slips and counting with social insurance, reporting tasks such as the completion of a trial period, information to social insurances as well as control tasks in case of sickness, seizure of working time, control holidays, etc. HR can also provide other services to offload line managers. For example, in the field of personnel marketing,
The roles above can also be added the following missions :
centre of Competence: Advisor and advisor of the line and employees for specific questions of labour law, issues relating to social insurance, etc.
Contact person for senior executives and staff to respond to all requests : in the event of a negative development, staff lawyer face line managers or face management.
Control: define or set objectives in the personnel sector, process and discuss the results. In case of unfavorable development, police role: monitoring decisions made by the lines. Between these two variants lies the difficult task of being able to enforce the rules.
Breakdown of tasks between line and human resources
The internal personnel service or the chief of staff is primarily responsible for the following operational tasks:
- Develop the general conditions (contractual bases, salary system, evaluation system, etc.)
- Protects top sectoral interests (eg coordination)
- Supports senior executives during implementation.
- Accompanies the follow-up of the selection, the management and the development of the personnel as well as the dismissals.
- Ensures the management of salaries and staff (the payroll can also be assigned to the accounting department)
Responsibility, implementation and decision-making powers for individual individual cases are the responsibility of direct line managers who are ultimately competent to
- the choice,
- dismissal, etc. of their employees
This, always within the framework of the general conditions of operation of the company and the higher interests.