It is often said that human capital is the most precious asset of organizations. Do you know why this statement is true? Because human resources – receptionists, managers, developers, cleaners, HR managers and all types of employees – are responsible for making organizations work and achieve the desired results.Guide to HR Management involves several factors that influence directly and indirectly on how efficient a company is and its future profitability.
HR management is not just about recruitment and selection, its functions go well beyond that. The professional HR manager should be able to stimulate human resources, deal with potential conflicts, retention of talents and also with issues regarding payments and layoffs.
It’s a big responsibility, right? However, it is also a great opportunity, as more and more companies are watching professionals in this area. In addition, it is necessary to consider the growing number of developments that arise each year.
To meet the demand for qualifications in this area, the Training Approach has prepared a course in the perfect measure to guarantee effective learning. In the portal HR course, you will learn concepts, fundamentals and all aspects related to topics such as performance and competency management, personal department management, conflict mediation and key challenges for human resources managers.
In order for you to have a preview of what the online human resources training course has to offer you, we have prepared this article with the main topics covered in the qualification and with several tips on other online courses with certificate that can reinforce the content learned.
Human Resources and Management by Competencies and Performance
Performance and competency management are two managerial aspects that complement each other in the context of organizations. Although they are interdependent and of the same nature, these types of people management have some differences. This factor is covered in this topic of the portal HR course.
It is necessary to have the understanding that these managements are used by the strategy of human resources as a means to achieve a competitive advantage. But how do you know the best strategy for the company? Well, you need to know the concepts and see which one is best for the business. Let’s go to concepts?
The concept of performance management is linked to employee performance – whether individually or collectively. Almost a management by objectives, this system exists to promote the appreciation of the work of the employees.
Among its benefits we can mention:
● Individual and team motivation;
● Shared vision of the organization’s objectives;
● Decreased employee turnover;
● Improvements in individual and collective performance;
● Achievement of the strategic objectives set by the company.
The employee should see performance management as a cycle that follows this order: understanding the organization’s goals and objectives -> showing that it met expectations -> correcting eventual failures -> to overcome challenges that may arise -> be rewarded for its performance.
But how to go through this cycle efficiently and effectively? Here enters the Human Resources, with activities developed for this purpose. Are they:
● Deliberate functions;
● Establish clear individual objectives;
● Provide support to employees as well as feedback;
● Analyze their performance;
● Empower them for diverse skills;
● Remunerate them for their performance;
● Promote ongoing training and staff development.
Among the tasks of human resources management is the need to provide training and qualifications to employees, which can be done through workshops, trainings and online courses.
This is because performance management has to be a way of targeting the development of knowledge, attitudes and skills – necessary for the proper performance of employee functions. In this way, it goes beyond the simple act of filling out evaluations and systematizing results.
Performance management vs. performance evaluation: not to confuse
There is some confusion between management and performance appraisal. It is not so easy to explain, but attempted to do so objectively is as follows:
Performance evaluation: an annual evaluation made on the performance of each employee, with pre-established criteria, such as desirable attitudes, results of the organization’s goals and competencies.
Performance management: it is like continuous monitoring and it encompasses performance evaluation. It addresses how the employee behaves in performing his / her activities, fulfills the goals combined with the leadership and the work team, for example.
Competency management helps organizations achieve the idealized results in their processes. It is a method that consists of detecting the important skills for the development of the tasks of a position or activity, that is, the skills that a collaborator must have to satisfactorily perform a certain function.
It defines “competences” the set of knowledge, skills and attitudes (including the anagram CHA) that has a person and that guarantee him behavioral and technical aptitudes.
Competencies are assessed by measurable standards and developed through learning and training processes. Example: anyone who wants to develop human resources skills and does well in the area can take an HR course, participate in training, workshops and other types of training and be allocated in this sector – the premise of this type of management is: the right person in the right place.