Where are the right people for your business?
Autor: Luis Marcelo Lord | Publicado: 2012-09-25T08:34:00-04:00


by&nbsp;Jerônimo Mendes


This article makes a reference to determinants of good human resource management that can be applied to any business
The answer to this question is worth millions of dollars in profit. However, it is not required to spend the same amount to find it. Just assess the environment and the way of running your business. The rest flows naturally.
There are few companies that recognize the importance of human capital as a major factor for the achievement of results. For some reason, companies are always looking for new talent, or a high potential savior able to "oxygenate" the doldrums that find themselves immersed.
In practice, human resource management or people management or human capital management are unsuccessful attempts to value the importance of creativity and professional. But whatever the name adopted, it does not change the reality for many companies.
Although HR managers encamparem the difficult task of recruiting the best talent, much more outside than inside organizations, the attributes are still more valued than the ability to deal with adverse circumstances.
Attributes like good looks, experience, area of ​​two or three languages, dark tall, handsome and sexy, long ago ceased to be sufficient to recruit the best talent for companies.
In fact, there is no ideal model of engagement, but it is possible to reduce considerably the rate of erroneous selections. From experience, I think the more sophisticated dynamic unable to counteract this deficiency.
Hiring professionals who excel during the selection process and then admitted, does not correspond to the expected, is very common, for various reasons, not explored here. Some companies take to correct this failure. Executives are too proud to admit the problem.
In fact, you do not need more than three to six months to determine whether or not the professional will embrace the cause of the company, so what's the point prolong the problem? What is the difficulty to redo the process and try again?
Where is the problem then? It is the culture of people management. There are two things not taught since early childhood: handling money and dealing with people, which is why the financial situation of the majority is chaotic relationship and forget it.
The lack of a policy for the management of people, in a practical sense, is one of the main factors contributing to the selections and not misleading use of existing talent within the organization.
Thus, a serious human resource policy must take into account all the factors listed below. Sorry for the harshness of the words, but anything beyond that does not bring effective results:
Clear organizational structure.
Array of well-defined responsibilities.
Selection process and gaining admission insightful.
Integration program.
Training and ongoing development.
Plan and Salary + Benefits compatible.
Well-defined evaluation criteria.
Autonomy of leaders at all levels.
Before answering the question that serves as the title for this article, it is languishing ponder another question: why some companies are not professionals who seek both? Some insights to help you in response:
The human resources policy does not exist, when it exists, there is always a director or manager who finds himself the right to make an exception and they defile the process.
Some companies do not even know what it means to HR Policy; others find it a big nonsense.
Managers find time for anything but to make people management.
There are companies that simply ignore people management.
The leaders are not trained to assess people.
The admission process has no consistency whatsoever.
The objectives are not clear and people are "dropped" literally at your workplace.
There is no program to develop internal talent.
The business is giving a lot of money and alienated some think this may obviate the need for training, in addition to many others.
Now yes, answering the title question, how to find the right people for your business? First hint: they are not in competition. Second hint: they are within your own company.
What about adopting the following criteria?
Start engaging and empowering managers during the selection process, internal or external, and evaluation until the professional stabilizes.
Indication valley, but regardless, make the process more transparent and professional as possible. If indication enough, the public service would be a beauty.
Adopt evaluation processes that take into account both the behavioral factors as outcomes, people need to know what they will do, how they should do and what will happen if they do not, no need to swear or complain or speak ill of the professional in the hallway, just be clear about the performance.
No company hits all admission processes. If, despite taking all precautions and having made assessments etc., The professional does not meet expectations, correct the process quickly and go in search of new option.
Give opportunities for people of his own company; many talents are displaced from their natural vocation and to promote internal selection, you grant yourself the right to correct some deficiencies of the original process of admission.
Stop deluding himself and carry people on their backs. In every business, there are few people involved. Most do not care for the business and a good part not wait to get to retirement. As a leader, manager, entrepreneur or business owner, you have the right to try again.
Hiring and retaining talent (pure fad) oriented culture requires people management and effective commitment of leadership as the monitoring of the results of all professionals in the service of the company, periodically, not just once every five years, when it does .
Finally, remember, no professional from outside will be able to supply the deficiency caused by the lack of processes, policies, standards and procedures to all areas and all levels of the company.

Think about it, undertake and be happy!