Human capital is at the heart of any organization, so it is one of the main factors on which the growth but also the sustainability of the company is based. The purpose of human resources is first and foremost operational and consists in administering the personnel divided into different hierarchical or qualifying levels. It will therefore be a matter of managing payroll, enforcing labor law, developing training plans, etc. Functionally, HRM will work to make transversal communication fluid and smooth. It will also be a question of promoting the development of employees through career management, forward planning of jobs and skills (GPC) and continuing training.
HR has repercussions at all levels of the company because it:
- Guarantee the company better productivity by selecting the right employees;
- Promote the commercial influence of the company by keeping the sales forces motivated;
- Help to limit the costs of the company through the optimization of personnel management;
Constitute real added value in the face of competition.
The four main functions of human resources
Human resources management is omnipresent in the company and revolves around four main points:
Recruitment: target the present needs of the company and seek individual talents capable of meeting them and adapting to the future needs of the company;
Remuneration: concerns both the payroll service and motivation by salary;
Forward-looking management of jobs and skills: planning and adapting personnel to the needs of the business in a fluctuating and unstable environment;
Improving working conditions: improving the productivity of human capital and the performance of the company by properly managing the motivation and stress factor of the staff.
These four main missions are seeing their contours redefined by the development of digital tools and new practices are emerging.
HR management, a constantly evolving sector
The digital revolution is also affecting human resource management, which is being redefined and transformed. New tools shed new light on the sector and open up new horizons. From the automation of administrative tasks to the implementation of sophisticated and integrated information systems, innovations are not lacking and future professionals in the sector will have to adopt them to stay at the forefront of HR! Click on the top human resource degree in malaysia official link for the HR related course.
Thus, from recruitment to talent retention through workforce planning, big data is changing the HRM approach. It allows better anticipation of needs, better quality of recruitment and provides in-depth knowledge of employees, their training needs and their expectations. Combined with artificial intelligence, it will also allow the development of automated recruitment software, where candidates can be selected from a database based on the skills sought, but also on the personality of job seekers and the culture of the job. ‘Business. Data analysis makes it possible to predict payroll and several companies in search of payroll optimization have already automated their remuneration system. For more articles similar to this one, click here.