What People Development Processes Do HR Professionals Carry Out?
The human capital of a company is one of its greatest assets, since the final success of each of the jobs or projects carried out in it depends on its correct functioning.
In this sense, the Human Resources (HR) department is responsible for managing, attending to and responding to each of the needs, obstacles or problems that the employees of a given company may have; not only in terms of productivity, but also in terms of their satisfaction with the job and their competency in the company. That is Human Resources professionals have to generate organizational environments in which staff members can carry out personal development projects and that connect with their values.
People development processes driven by Human Resources
The objectives and functions of HR professionals are varied and include a wide variety of diverse areas, among which personal development, talent management, management of emotional problems and intervention in psychological imbalances of all kinds stand out.
In today’s article we will focus on explaining what personal development processes are carried out by Human Resources professionals within a specific company or organization.
1. Training and empowerment of talent
The training of applicants and the empowerment of talent for the company is one of the first tasks that professionals in the Human Resources department of any organization take care of.
This section includes all the actions carried out by HR professionals to train staff members in a way that takes advantage of their latent talent and soft skills as well as the processes aimed at enhancing specific knowledge and skills.
The onboarding phase is the initial training process in which the company offers personalized support to the new worker who joins the company, teaching him how everything works, what his tasks are and without letting him feel lost or not knowing what to do. do.
The primary objective of onboarding is to provide specific training as quickly as possible so that the employee can return to his or her job as soon as possible and does not feel disoriented or neglected in that first contact.
This phase is of great importance for the employee to acquire the skills and knowledge of their department, as well as the culture and corporate values ​​of the new company in which they are preparing to work.
1.2. Training workshops
Initial training workshops are also essential for the employee to learn the new technologies and automations associated with their job, with which they will be able to update your work profile
These workshops help the new worker to train in a short time and through an eminently practical methodology, always supported by superiors and specialists who will assist them and resolve all their doubts.
1.3. Offer internal promotion processes
Offering clear promotion processes for advancement is also a good talent retention strategy. These promotions must be clear from the first moment, making it clear what requirements must be met to achieve promotion and how it can be applied to them
This not only serves to offer clear training trajectories adapted to specific jobs and tailored to the organization; It also significantly contributes to increasing employee motivation, which will make them work with better performance and greater productivity in their specific position or department.
The talent retention processes aim to ensure that these new workers feel fulfilled in the company and, as a consequence, are motivated and interested in staying there despite having other offers from other places.
2. 1. Time flexibility
Companies can implement a series of measures aimed at retaining the talent of their workforce. making family reconciliation very easy
Workers who find greater possibilities to reconcile their work and professional lives will have a higher level of well-being and will make long-term plans within this organization, thus positively affecting their productivity.
2.2. Team Building
We understand by Team Building all those activities organized in groups whose main objective is to enhance a series of skills related to teamwork, involvement in work, the feeling of belonging to the company and the relationship between co-workers.
These Team Building activities can be of many types (sporting events, cultural activities, Escape Rooms, etc.), the important thing is that they promote positive dynamics among the group and help generate a feeling of camaraderie and fellowship among members of the same department. or the entire company in general.
23. Joint leisure activities
Voluntary leisure activities are also planned by the Human Resources department and are usually company traditions that are carried out periodically to raise the morale of employees and help them disconnect from the daily stress of work. linking a pleasant experience to the fact of belonging to that team of professionals
These activities are very varied and are usually done as a team. Some of these may be hiking, excursions, sports activities, competitions of all kinds or simply going out to party with co-workers.
The company can also offer a vocational guidance service specifically adapted to the needs of each of the employees who may request it. This vocational guidance must be offered with the prospect of being able to promote or migrate to other departments within the company in which one is which contributes to broadening the employee’s professional horizon and motivates him to move forward without feeling the need to consider leaving for other organizations.
2.5. Psychological Support
Another objective of the Human Resources Department is to ensure the emotional and psychological well-being of its employees; That is why many companies provide a psychological care or coaching service, providing personalized attention to workers and their particular problems. This, in addition to increasing satisfaction with the company you work for, serves to reduce work presenteeism and reduce the number of sick leave resulting from mental health problems
