People are the main asset of organizations. Without them, companies would not exist, and if they are not well or satisfied with it, it is a matter of a short time before the organization begins to crumble like a house of cards.
Companies know this very well and that is why, especially the largest ones, they have a Human Resources department that is in charge of ensuring that everything goes as it should in human terms.
These departments are not homogeneous, because people are not all the same. It is necessary that there be different types of professionals specialized in different types of Human Resources which we will see below.
What are the types of Human Resources that exist in organizations?
Human capital is the core of any organization. The Human Resources department is fundamental in every company, being the place where we can find all types of workers whose function is Ensure that the organization has the right employees to function properly
In this department, job seekers are found, selected, recruited and trained, and this requires different types of Human Resources professionals.
The department of human resources works to increase employee productivity, preventing any situation that could damage the organizational climate Naturally, it is also responsible for managing contracts and payroll, hiring new staff and firing them if necessary. In addition, it is responsible for anticipating future needs, promoting the development of individual and collective skills and mediating in the event of conflicts in the work environment.
In order to perform these multiple tasks, different specialized professionals are required who work within this type of department, and who shape the different types of Human Resources. Its main tasks are the following.
1. Compensation and performance management
With this type of Human Resources, Ensures that employees receive pay that corresponds to the value they contribute to the organization To do this, Human Resources professionals specialized in this function have tools and techniques such as data analysis about what they offer to employees, competing companies, designing and disseminating compensation reports, negotiating bonus packages and benefits with other companies, create and apply salary surveys, etc.
2. Training and professional development
In Human Resources we also find specialists in training and development. Its main task is direct and supervise worker training and development programs These specialists work with training managers and employee supervisors to develop performance improvement measures, conducting orientation and work organization sessions.
Its purpose is to help employees maintain and improve their work skills, as well as ensuring that workers attend all training sessions assigned to them, especially those related to topics such as safety and occupational risk.
On the one hand, this branch of Human Resources allows you to take advantage of the talent of employees, ensuring that their professional development does not remain stagnant if it can continue to advance; and on the other hand, the possibility of learning opens the doors to the option of moving up within the company, something that represents an important incentive not to leave the organization. So that, It has a positive impact on both the productivity and flexibility of companies, as well as their ability to retain the talent that is already there
3. Employment, recruitment and hiring
More briefly known as recruiters, employment, recruiting and hiring specialists are responsible for precisely that, recruiting and selecting. These Human Resources professionals go on an adventure, going to job fairs or university campuses looking for promising candidates for the organization, and they also post job offers and filter candidates.
These workers They have the power to examine, interview and test candidates, in addition to checking references and expand job offers as the situation requires. Its mission is to fill vacancies in an organization, executing internal hiring policies but always complying with the standards established by the authorities.
4. Analysis of information systems and labor relations
Information systems analysts are tasked with coordinate, communicate and implement changes in internal communication channels in order to avoid misunderstandings and possible conflicts Companies are still social environments in which, if information is not correctly transmitted, it can have a very negative impact on its functioning, in addition to conflicts and quarrels between workers.
Labor relations between employees must be taken care of, preventing and resolving social problems that may arise. Therefore, this type of human resources specialists work to maintain positive relationships between employers and employees, increasing their morale, generating a good work environment and increasing productivity as a consequence of all this.
5. Management of the employee support plan
Professionals in this type of human resources are called many names: employee well-being managers, work and family programs, work life managers… In the management of the employee support plan Programs are supervised to improve the safety and well-being of workers, promoting the correct balance between work and private life We also work to prevent workplace accidents and illnesses.
This type of human resource involves applying the relevant health and safety standards and practices, ensuring that workers are in perfect condition. This includes health and fitness plans, medical examinations are organized, leisure, catering and recreation activities are incorporated and, if necessary, care programs for children and elderly relatives of workers are incorporated.
Types of Human Resources according to hierarchical position
Human Resources seen up to this point mainly refers to the functions performed by professionals within the Human Resources department. Nevertheless, If we understand Human Resources as the people who work in the organization we can talk about other types depending on the organizational hierarchy, making direct reference to the different types of workers who can be classified in one position or another in the organization chart.
1. Workers
The workers are workers who provide a service to the organization, usually based on the creation, manipulation or construction of objects , which generally does not require a very high qualification and university level, and they do so while being subject to a certain bond of subordination. These workers can be self-employed or independent, providing their services to more than one organization; or dependents, providing their services as employed workers, exclusively to an organization and following clear schedules.
2. Office workers
As its name suggests, Office workers are professionals who work in an office , carrying out the tasks assigned to them and which usually have to do with establishing agreements and creating documents with business implications. They are workers, only they are in a more cubic environment and their work is not usually based on the manipulation of objects and/or modification of raw materials.
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3. Technicians
In terms of Human Resources, a technician is defined as an employee who, Although he does not have a specific degree, he has extensive knowledge in a particular trade or task and puts them into practice skillfully.
4. Supervisors
The supervisors They are responsible for monitoring and monitoring the performance of other workers They watch and direct the staff, assigning them resources and means so that they can fulfill their tasks. These supervisors also have the purpose of coordinating work teams and creating action plans to increase organizational productivity.
5. Executives and directors
Executives and directors They are the human resource with the greatest capacity for execution and decision-making at a strategic level , being able to make any decision about the organization. They are the ones who distribute resources, take measurements and assign the means of production. Basically, they are the authorities within the company.