Human Resources is the department within a company that is responsible for the management and personnel administration (Briggs, 2011). In its origins, this branch of the administration is in charge of functions of personnel management.
HR practices
The Political and human resource practices such as employee selection, training, performance evaluation and labor relations-patterns, influence the efficiency of an organization.
Selection practices: The goal of an effective selection is to match or see the characteristic of an individual (skills, experience, etc.) with the requirements of the work to be performed.
The practice of selecting an organization to determine who is hired is done using the appropriate selection means to increase the possibility …show more content…
The ability of leading companies to attract, connect and develop the best people in the labor market , determine its differentiation from those others, whose executives still do not realize the importance of systematically manage their high potential talent as a key factor in the success of their business strategy.
5. Traditional workplaces made up of gray, cold and isolated cubicles, do not contribute to the development of collaborative environments where value interesting business innovation business value is added.
6. Talent management in the enterprise 2.0 places the center of gravity in the process of attraction, connection and leadership development that the organization needs to achieve its operational objectives, market and business.
7. Managing people as countable assets that must be controlled and managed with strict policies and inflexible processes compromises the viability of any proposed business innovation.
8. Regardless of size and ambition, any company will have the opportunity to recruit the best talent in the labor market when leverages its reputation and invest aggressively in building a good employer brand.
9. Human resources must transform their competency models to incorporate attitudes, behaviors and capabilities that enhance the analytical potential of the organization, strengthen its innovative vocation and promote collaborative work in high performance …show more content…
To avoid these problems and achieve an equitable remuneration, it is important that the instruments used to measure performance are not only tangible but must also be intangible indicators (e.g. degree of integration with project members)
HR practices and employee motivation
The main challenge in an organization is to achieve the desired results, with efficiency, quality and innovation, reduced costs and work motivation is the pillar of excellence to achieve the desired results efficiently (Guzzo & Noonan, 1994).
Motivation can be defined as an abstract state but with concrete reflections generated effects on both individual behavior and as a result the goals or objectives which have the address (Liebowitz, 2010). Motivation is short it can also be defined as the push that leads us to be such a thing while designing the
HR practices
The Political and human resource practices such as employee selection, training, performance evaluation and labor relations-patterns, influence the efficiency of an organization.
Selection practices: The goal of an effective selection is to match or see the characteristic of an individual (skills, experience, etc.) with the requirements of the work to be performed.
The practice of selecting an organization to determine who is hired is done using the appropriate selection means to increase the possibility …show more content…
The ability of leading companies to attract, connect and develop the best people in the labor market , determine its differentiation from those others, whose executives still do not realize the importance of systematically manage their high potential talent as a key factor in the success of their business strategy.
5. Traditional workplaces made up of gray, cold and isolated cubicles, do not contribute to the development of collaborative environments where value interesting business innovation business value is added.
6. Talent management in the enterprise 2.0 places the center of gravity in the process of attraction, connection and leadership development that the organization needs to achieve its operational objectives, market and business.
7. Managing people as countable assets that must be controlled and managed with strict policies and inflexible processes compromises the viability of any proposed business innovation.
8. Regardless of size and ambition, any company will have the opportunity to recruit the best talent in the labor market when leverages its reputation and invest aggressively in building a good employer brand.
9. Human resources must transform their competency models to incorporate attitudes, behaviors and capabilities that enhance the analytical potential of the organization, strengthen its innovative vocation and promote collaborative work in high performance …show more content…
To avoid these problems and achieve an equitable remuneration, it is important that the instruments used to measure performance are not only tangible but must also be intangible indicators (e.g. degree of integration with project members)
HR practices and employee motivation
The main challenge in an organization is to achieve the desired results, with efficiency, quality and innovation, reduced costs and work motivation is the pillar of excellence to achieve the desired results efficiently (Guzzo & Noonan, 1994).
Motivation can be defined as an abstract state but with concrete reflections generated effects on both individual behavior and as a result the goals or objectives which have the address (Liebowitz, 2010). Motivation is short it can also be defined as the push that leads us to be such a thing while designing the