Human Resources, The Key to Any Organization

Kerin Medina, Head of Human Resources / HRBP, Grupo TRT

A long time has passed since the 80's when organizations focused on the industrial revolution and the beginning of a new digital era, where the role of HR was limited to paying payroll and began to popularize the term ‘work environment’ in the hands of Western companies and in some parts of the old continent. An important issue that had scholars of administration and business adapting the ideal way to include the factors of humanistic theories to the business role. Now, what happens in the middle of 2022 after knowing that it is not the only term to which we should pay attention?

For some decades now, we have witnessed how the TEA (Total Environment into Administration) Philosophy once again becomes relevant in the way in which employees’ function in their work environment, and we cannot deny that when we feel best, it is when we can be more productive. Sure, this is a mix of many factors. As we already know, it is not only about a healthy environment, but now we are talking about important issues such as leadership, fair pay, a development plan, and emotional salary, among other well-being projects that have emerged over time.

This only makes us think that HR is not only the area that is closest to the needs of the employee, consequently with the understanding that these help in turn to achieve the strategic objectives of the organizations guaranteeing guidelines for good management, monitoring, and optimization of company resources. It also forces us to accept that the role of this area must respond quickly to any change so that companies successfully face the new work reality.

Today, after the pandemic

Some companies continue to rebuild the ravages left by the recent pandemic, just as different countries are watching with concern how the unemployment rate has increased considerably, a situation that deserves much of our interest. However, apart from everything, we must also understand the important milestone that left us in the performance of organizations. In addition, it is that I will not delve into the subject of how it brought us closer to technological solutions, but rather how our organizations had to adapt for this purpose and how they had to learn new ways to face the changes of a new era.

I want you to understand that I am not generalizing; some companies undoubtedly had the advantage of being up-to-date in technology and counteracting the low interest of employees in attending the office in person, replacing it with ‘home office’. My point here is that a pandemic must have come and hit the labor market of those companies that were still living in the 80's thinking ‘inside the box’, to understand that the human factor is the most important thing we have in our organizations. Think about it for a second, without the workforce, customers are left over.

“We must implement increasingly accessible solutions in agile and technological issues that do not neglect the human part of the members of the organization”

Now, finding ourselves in the ‘post-pandemic era’, ‘the fourth or fifth industrial revolution’ or ‘the era of change’ we must think outside the box and delve into those disruptive ideas for each line of business and think of technological solutions that support the success of the organization through the development of native collaborators in the digital age. In other words, we must implement increasingly accessible solutions in agile and technological issues that do not neglect the human part of the members of the organization. Some of the challenges we can find are:

● Create agile solutions and break hierarchical paradigms within the organization. Let the teamwork speak for itself.

● Let's understand once and for all that working more does not necessarily mean more productivity. Let's focus on hybrid work solutions, and work by objectives, the employees will appreciate it.

● Analysis of constant salaries. Most of the positions became more expensive with the passage of the pandemic; we do not intend to pay the same even implementing new solutions.

● Let's challenge the rules of recruitment. We have to understand that if we do not offer and comply with projects focused on collaborators; our company will be less and less attractive, even if the salary is adequate.

● Generation Z is taking over. We are finding more and more young people in our organizations and why not, in leadership positions? We have to be focused on new ideas, and leave behind our social constructs and paradigms. Let's face it, it's the future!

● Digital Human Resources. Artificial intelligence in the case of HR must be the main ally of the projects that are launched, it is about not only training personnel, or launching loyalty programs, but now we must add the fact that we must adapt it to the user experience.

● Diversity and inclusion. Let's think of this as something objective, we are no longer in the 80's, and the ways of thinking are diversifying and becoming more and more noticeable. Having a bit of diversity in organizations doesn't hurt anyone, once we take care of respect among our collaborators, it will help us think "outside the box."

● People Analytics. Let's not forget the data analysis of this valuable department. Business intelligence now encompasses the HR area, so it is important that our studies and projects are based on market trends and that they are aligned to meet the strategic objectives of the organization.

There are many challenges that we have within Human Resources, and it is true, I am not covering all those that as collaborators that are part of this area we must assume. However, we must understand that since the collaborators are a fundamental part of the success of the companies to prevail, we must not forget then that Human Resources is the key to the success of any organization.

Agile

Business Intelligence

Artificial Intelligence