Guidelines in human resources management
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abstract
The purpose of this communication is to address the management of human
resources in the organizations. The aim is to discuss a range of issues that are likely to
be applied in the management of human resources, such as management skills,
organizational development, and administrational management (also known as payroll
issues). Reference is also made to some support tools for decision making as well as
the coaching process in the management of human resources. The methodology used
is based on a personal reflection of two decades of professional experience in the
management of organizations and human resources and on the bibliographic review
on this subject. We highlight the following main conclusions: (1) the integration of
management of human resources in the organizational strategy optimizes the entire
process of organizational development, contributing to excellence. In this sense we
emphasize the importance of the management of human resources being closely in
collaboration and attuned to the administration, fact which will optimize the entire
process, (2) the management of human resources implies the managing of people as
a resource (in its more technical and economistic way) without running out of it and
it is also essential to see people as individuals (humans) with their values, beliefs,
identities, attitudes and behaviours, (3) despite these evidences most organizations
continue to focus their practice on the operationalization of people as a mere
resource, being
The purpose of this communication is to address the management of human resources in the organizations. The aim is to discuss a range of issues that are likely to be applied in the management of human resources, such as competence management, organizational development, and administrative management. Reference is also made to some support tools for decision making as well as the coaching process in the management of human resources.
The methodology used is based on a personal reflection upon two decades of professional experience in the management of organizations and human resources and on the bibliographic review on this subject.
We highlight the following main conclusions: (1) the integration of human resources management in the organizational strategy optimizes the entire process of organizational development, contributing to excellence; in this sense we emphasize the importance of the human resources management be in line with the top administration; (2) the human resource management implies recognizing people as a resource (in its more technical and economicist way) but also recognize people as individuals (a human being) with their values, beliefs, identities, attitudes and behaviours; (3) despite these evidences, a larger number of organizations continue to focus their practice in the management of people as a mere resource, being important to investigate and discuss the reasons that underlie this misconception.
