HR is short for Human Resources, which is presented this way because there are two words in the plural. This term is part of the terminology of the business world and comes from English, specifically from Human Resources.
The acronym RRHH corresponds to the department of a company destined to the management of the personnel that is part of it.
The tasks inherent to this area are the following: selection of workers, their promotion and training, as well as different organizational processes. All this with the aim of optimizing the productivity of a company.
Although the product or service that an entity manages is important, most companies agree to emphasize the human factor. Consequently, tools are established to evaluate all the parameters that are part of the dynamics of human resources.
5 Strategic functions of HR
Starting from the principle that the people who make up a company are the engine and the main asset of the same, there are five aspects that are essential:
1- The root of HR, knowing how to interview and choose
Selection of personnel represents the strategic core of a company. It is a more complex process than it seems at first glance. It is not about choosing the individuals with the best curriculum vitae but also with a series of personal qualities, which must be properly interpreted in any selection process.
2- Achieve a pleasant work environment
The work environment it must be cared for in every way. Whoever works satisfied will produce more and better, so it is necessary to establish positive dynamics among employees (incentives, teamwork, reconciliation of work and personal life, etc.).
3- Know how to express motivation
Organizing tasks must be accompanied by a key factor: motivation. Ignoring this aspect is weakening the potential of a company.
4- An organization between the various departments
Although each department has functions and there should be a hierarchical structure, it is convenient to encourage the participation of all workers. It is about establishing ways so that the opinion of each employee can be valued. Encouraging participation promotes the involvement of each member in collective action.
5- Scenario analysis, to optimize and correct what you are doing wrong
It is necessary to evaluate what is done to know how to correct it. Evaluation should not be understood as an exam but as a thermometer to measure the different aspects of HR.
