Human Talent Area: What's the Right Profile to Hire? (Part 2)

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Human talent area, what will be the right profile to hire?

(Part 2)

[/vc_column_text][us_separator][vc_column_text]Following up on the first part of the aforementioned topic, let's continue with the description of the appropriate profile for a leader in Human Resources. As we mentioned in the last study, part of the success of a leader in Human Resources lies in the combination of the human aspects with the knowledge of both labor laws and the regulations that govern the company that leads the position. In the first stage of the article, we focused more on the human aspect; in this second stage, we'll see how the legal aspect is developed in Human Resources. It's important to highlight the legal priorities of a leader in this position. We'll simplify this part through an outline:[/vc_column_text][us_separator][us_image image="9243" size="full" align="center"][us_separator][vc_column_text]Know the Labor Code: This allows the job holder to recommend the type of contract to be signed based on the vacancy profile. That is, based on the position the new hire will occupy. The head of Human Resources, being responsible for signing the contract, must determine whether the contract they will sign is the correct one. I will mention some of the contracts that can be signed depending on the job profile:

1. a) For an indefinite period, when no date for its termination is specified;
2. b)For a limited time, when a termination date is specified or when an event or circumstance is anticipated, such as the construction of a project, which must necessarily terminate the employment relationship. In this second case, the worker's activity itself must be taken into account as the object of the contract, and not the result of the work; and,
3. c)For specific works or services, when the price of the worker's services is adjusted globally or in a lump sum, from the start of the work until it is completed, taking into account the result of the work, that is, the work performed, for example (Service provision contract).

Know the Internal Regulations:It is essential for the disciplinary process and the application of any type of warning to know the holidays that employees are legally entitled to, as well as the obligations, prohibitions, rights, and duties of employees.Know the Social Security Law: This is to be able to manage everything from employee registration, payroll payment, to employee withdrawal by the company, as well as the entire process necessary to ensure the proper functioning of the process at the Honduran Social Security Institute.Know the Law on the private contributions regime: This regulates the process of employee registration, payroll payment, deductions in employee salaries, and employee retirement. Finally, I would like to highlight one characteristic that a Human Resources leader with knowledge of the law provides: correct and reliable knowledge of the process. Therefore, my dear reader, it is essential to value this advantage that a Human Resources leader with knowledge of the law can provide you as a business owner. If you were interested in this second part of the article, we publish one each month, based on different areas, which may be of interest to you. Our main interest is in being able to legally provide knowledge that benefits you personally. If you have any questions, you can contact us athsalgado@lexincorp.com, theinfohn@lexincorp.comAnd I will gladly answer your call. We are a firm that provides comprehensive legal advice to our clients with a commitment to continuous improvement in the quality of our services.

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