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Human talent area, what will be the right profile to hire?
(Part 1)
[/vc_column_text][us_separator][vc_column_text]Talent management is generally associated with aspects of competency management. In this context, we will define “human talent” as: “all training programs that seek to improve performance, boost morale and increase the potential of employees who are part of an organization. In this sense, it is essential to know that human talent management or human capital is an integrated set of organizational elements and procedures, which are designed to attract, manage, develop, motivate and retain employees. When we talk about this job profile, it is necessary to stop and divide this concept into two sides, the first is the word talent, talent according to general concepts is defined as “The intellectual capacity or aptitude that a person has to learn things easily or to develop an activity with great skill."That is to say, when you have talent, factors such as love, passion, and the effort to excel in something come into play. On the other hand, the word human comes into play. Speaking of work, highlighting it in this area, we will define the word human according to general concepts, such as who"has the ability to feel affection, understanding and solidarity towards other people”. When joining both sides the correct concept would be “The intellectual capacity or aptitude of a person who has the ability to feel affection, understanding and solidarity towards other people, having the ability to learn things or to perform an activity with great skill.”Often, a company or industry's team of employees develops a negative profile of the Human Resources department, with the department being considered for dismissal, reprimand, job transfer, or salary adjustments. If you, my dear reader, identify with this article, let me inform you that the Human Resources department is an area of the company that must have the human capacity to both correct and reward and recognize the skills of its employees, highlighting skills that motivate its staff to continuously improve the quality or performance of their work. This department should be primarily responsible for the following:
- Staff selection and recruitment
- Interview
- Disciplinary process
- Employee rights
- Licenses
- Disabilities
- Training
- Month-to-month incentive process.
You might say that the above elements are essential for human talent; however, every HR manager excels in many other areas that distinguish them as a "good or bad HR manager." However, I would tell you, my dear reader, that before becoming a manager, a HR manager must be a leader in their company, someone with characteristics such as empathy, charisma, humanity, and integrity in their actions. Now, while we've already highlighted the essential characteristics of the position, we'll change the name from Head of Human Resources to Human Resources Leader. What makes a person a leader? Simple things like doing their best and teaching others how to do it by setting an example. You might say, "I'm familiar with this topic; I have a manager with all these characteristics in that position in my company." However, there is a prevailing factor within this job profile, whose influence can lead you as an entrepreneur down a good or bad path. To this statement, we'll add another indispensable element. We'll call it "Knowledge of the Law." Do you know the laws that a Human Resources Leader should know? I will mention a few:
- Social Security Law
- Labor Code
- Private Contribution Regime Law.
- Hourly Employment Act
- Labor procedural code, among others.
To answer the title of this article, I will tell you that once you have all the characteristics, you are on the right track and you have the right person for this position. So there is a difference between hiring a person with knowledge based on the law, since this position profile can generate job security for you, in delicate issues such as your labor liabilities, as well as the observance or recommendations of the type of contract for which a new collaborator applies, among others. I will leave you here an outline that may contribute something to you: [/ vc_column_text] [us_separator] [us_image image = "9164" align = "center"] [us_separator] [vc_column_text] If you were interested in this article, I tell you that you will be much more interested in the second part since I will be providing the Human Talent profile from a legal point of view. If you have any questions, you can write to me at hsalgado@lexincorp.com , and I will gladly be attentive to your call. Since we are a firm that provides comprehensive legal advice to its clients with the commitment to provide continuous improvement in the quality of our services.
Written by:
[/vc_column_text][us_person image=”8922″ name=”Haixa Salgado” role=”Asociada” link=”url:http%3A%2F%2Flexincorp.com%2Fequipo_honduras%2Fhaixa-salgado%2F|title:Haixa%20Salgado||” layout=”cards” img_size=”full”][/us_person][/vc_column][/vc_row]
