From small businesses to large groups, human resources management is decisive for the growth and sustainability of a structure. She contributes, among other things, to the development and management of the company’s strategy. The HR department also helps to achieve objectives and improve the team’s performance. In fact, it makes it possible to bring together, strengthen and maintain the skills required by the establishment.
Recruitment and selection of personnel
Recruitment is one of the best-known activities of human ressources. It actually has a direct impact on the proper functioning and success of an organization. The process consists of determining the needs of the company and finding the corresponding talents. Thus, it is an essential theme in the human resources training of theESGRH, the reference in the field. The idea is to ensure the match between recruits and the company’s objectives.
Well before the selection of candidates, the recruitment process requires the establishment of a system for identifying and targeting the desired profiles. A detailed and relevant job description will, in this case, improve the efficiency of the operation. It will clearly define the expected qualities and the missions to be carried out within the establishment. In this way, recruiters will only have to choose the most suitable people from a panel of qualified professionals.
The selection also takes into account the candidate’s ability to integrate the existing team and develop their skills. Beyond recruiting staff, the HR department also takes care of retaining talent in the company. To do this, he must facilitate the integration of new recruits and maintain the motivation of the entire team. The objective here is to preserve and even improve the working atmosphere. This factor is particularly important to avoid mass departures.
Training and professional development
Career management is an integral part of the HR department’s function. It involves training and monitoring individual developments. Specific support can even be offered to employees considering internal retraining. In this case, the service will direct employees wondering, for example, what training to follow to work in human resources.
Learning is generally aimed at the professional development of staff members. In other words, it often results in the enrichment of knowledge acquired during their studies or professional experience. The company can also plan programs intended to expand or update professional skills. Employees will then gain in performance and productivity on a daily basis.
On the other hand, training is commonly dictated by operational needs influencing business results. It nevertheless promotes employee motivation. Indeed, learning enhances the value of the employees concerned. Acquiring new skills also broadens everyone’s career prospects. Concretely, this part of HR activity includes the development and implementation of training plans as well as monitoring the impact of the initiative.
Performance management and employee evaluation
Depending on the structure and the managerial model, the human resources function can cover employee evaluation and performance management. This analysis is most often carried out on an individual basis. That said, it can also be carried out on a collective scale or at the level of a group (for example, those involved in a project). The evaluation will then lead to reassignments, or even layoffs, to optimize team efficiency and business growth.
To be able to evaluate performance, the HR department must first have KPIs and reference objectives. He will thus be able to identify employees who do not meet the criteria necessary for the success of the company. Individual interviews also represent excellent solutions for analyzing and reestablishing employee motivation. Through this technique, the employer carries out a participatory evaluation and strengthens the commitment of each employee.
On the other hand, performance management necessarily involves improving interpersonal relationships. This parameter is indeed decisive for group cohesion and interactions at the individual or collective level. In practice, the HR department must notably resolve conflicts and organize team-building events or other corporate events. In short, it is supposed to create favorable conditions for communication and collaboration between employees.
