Human Resource management has changed in recent years at the same pace as the rest of our society. The driving forces behind the transformation of this function are the changes in mentality and perception of working life and the advance of new technologies.
Companies have assimilated the idea that workers are essential to their environment. True to this, their Human Resources departments are evolving their management processes with the aim of motivating, developing and retaining human talent.
Applying the right strategies for Human Resource management has become one of the most important needs in the world.. To achieve this, the managers of this area focus on these 6 priorities:
To create a culture adapted to the evolution of the society in which we live., aligned to the company's mission and vision and to the needs of the employees is one of the highest priorities today.
This responds to the need to foster the creation of a good workplace to increase motivation and productivity. It is also due to the interest a company has in being labelled as a great place to work in order to attract the best talent.
In an age when we have more data at our fingertips than ever before, the analysis of results has become essential for improve performance and optimise Human Resources management.
Measuring and managing performance based on analytical data, as well as the use of Big Data, will be a priority from now on.
Each person is unique and has specific needs. Human resources managers are fully aware of this.
Implementing personalised compensation plans and family-friendly policies is increasingly valued by employees and increases their motivation and involvement with the company.
Flexible remuneration is a prime example of how a remuneration plan can be tailored to the needs of individual employees. Always with the aim of benefiting employees, companies will take into account the particular needs of each employee to tailor a plan to suit them.
Companies have changed their mentality regarding the professional development of employees. In the past, employees were expected to “come with everything learned”. Now companies are more aware of the need to provide continuous training for their staff.
This is particularly interesting given that workers in the 21st century are not interested in stagnating in their professional life, but in having projection and development in their careers. Continuous training contributes to this, as well as improving the loyalty and retention of the best workers. For this reason should be taken into account in training programmes, a key part of the HR management strategy.
Competition for the best jobs does not only affect employees, it also affects companies.
The main channel for attracting talent is still online. However, the Employer Branding is also gaining ground in attracting talent in recent years.
Technology is an essential part of business management. It is of particular interest not only in cost management, but also in talent management and recruitment.
Companies that do not integrate analytics, automation and HR 2.0 systems to manage their talent will see their competitiveness decline at an alarming rate in the near future.
As we have seen, adapting to changes in society, including new technologies and processes, is the main concern of today's more people-centred HR managers than ever before. ¿Is HR management in your company heading in the right direction??
