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Mauro Libi: Know these three innovations about human resources management


     


Organizations must always be in the search for new ways, strategies, processes, models, in short, they have to constantly renew themselves and the area of ​​human resources does not escape from it, reason why in this delivery we want to make reference to three novelties of talent management. First, let us refer to the main of these tendencies, which aims at the decision making in the hiring of talent, based on data analysis. Yes, in more and more organizations (from 20 percent to 40 percent) the use of data in the human resources departments has increased, so it is possible to speak clearly of a consolidation of this modality of personnel management.

     It seems that this evolution is a product of necessity, since the companies and enterprises have realized that not only is a matter of vision and renew methodologies, but to demonstrate with numbers the results and to be able to present statistics as they do to other business areas. We want the decisions that are made to be truly informed about the workforce. The digital era set a pattern in all orders inside organizations and more than a goal, is a route to survival: Companies are digitized or are disappear.

     Like all areas, human resources are digitized and we have everything about it:

1. The recruitment of new candidates has become the priority of those responsible for the areas of human resources. To do this, they use new methods to recruit staff away from the old and traditional selection models, while the human resources managers become more proactive in social networks to hunt for new talent.

2. Focus on investment where by the analysis of turnover makes it easier for HR departments to predict risk and make better decisions. It is estimated that having knowledge of what functions, locations and positions are most needed the new talents, and then the process is more used to optimize it to a supreme degree.

3. The performance is fundamental, so the work of the recruiters aims to determine who will be among the applicants who can give higher levels of performance. Likewise, with those who are already hired, performance is evaluated to decide if they should be moved to accelerated programs. It is also needed who needs motivation to allocate the necessary resources aimed at retention and professional development. Information and data management is now very important for human resources departments because it provides more precise process.



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