Post by account_disabled on Feb 28, 2024 4:54:38 GMT -6
See which HR myths you should debunk before entering the job market. They can hinder your understanding of what Human Resources Management is and harm your career. HR is solely responsible for managing people Many businesspeople and workers who do not know what Human Resources Management is believe that the sector should alone assume responsibility for: communicate layoffs; resolve conflicts across all departments; identify training and development needs; recruit and select new employees; identify and retain talent. Of course, HR does all of this, but these activities must be shared with the company's directors and other department heads . After all, people management is not just done in one area. Leadership figures are also responsible for managing the business's human capital, after all, they are the ones in charge of different sectors of the company, they know the employees and they know what the department needs.
Therefore, they must be able to identify, train and develop talent, as well as manage uncomfortable situations, such as conflicts between workers, and communicate a dismissal. HR is the advocate for employees This myth exists Find Your Mobile Number List on both “sides” of the organization: some businesspeople and workers believe that HR is the protector of employees. Some directors think that HR is only about their interests. That is, actions that promote the well-being of workers are not seen as something strategic , which reduces turnover and increases productivity, for example. From the employees' point of view, some believe that HR should fight for their interests and rights within the company. Human Resources Management professionals must listen to employees to understand what affects the work environment, but this does not mean that they must respond to all requests and take a stance against the company.
Financial bonus is the best solution to increase productivity Paying an employee well does not guarantee high productivity over a long period of time. After all, this is a form of extrinsic motivation — an external factor that motivates the worker to produce more. The point is that the motivation that comes from outside doesn't last long . The ideal is to also ensure factors that generate intrinsic motivation in employees, such as: a healthy and pleasant corporate environment; a good professional relationship with the boss and other co-workers; opportunities to grow in the company; recognition and appreciation for their work; reduced or flexible working hours so that employees can balance their personal and professional lives. A New Zealand company , for example, reduced the weekly working hours to 4 days, without reducing employees' salaries. Do you know what the result was? Increased engagement and satisfaction, reduced office stress and increased productivity.
Therefore, they must be able to identify, train and develop talent, as well as manage uncomfortable situations, such as conflicts between workers, and communicate a dismissal. HR is the advocate for employees This myth exists Find Your Mobile Number List on both “sides” of the organization: some businesspeople and workers believe that HR is the protector of employees. Some directors think that HR is only about their interests. That is, actions that promote the well-being of workers are not seen as something strategic , which reduces turnover and increases productivity, for example. From the employees' point of view, some believe that HR should fight for their interests and rights within the company. Human Resources Management professionals must listen to employees to understand what affects the work environment, but this does not mean that they must respond to all requests and take a stance against the company.
Financial bonus is the best solution to increase productivity Paying an employee well does not guarantee high productivity over a long period of time. After all, this is a form of extrinsic motivation — an external factor that motivates the worker to produce more. The point is that the motivation that comes from outside doesn't last long . The ideal is to also ensure factors that generate intrinsic motivation in employees, such as: a healthy and pleasant corporate environment; a good professional relationship with the boss and other co-workers; opportunities to grow in the company; recognition and appreciation for their work; reduced or flexible working hours so that employees can balance their personal and professional lives. A New Zealand company , for example, reduced the weekly working hours to 4 days, without reducing employees' salaries. Do you know what the result was? Increased engagement and satisfaction, reduced office stress and increased productivity.