POLYTECHNIC UNIVERSITY OF ALTAMIRA ALAN TERAN PEÑA 3411 Functions of Human Resources Management Organization and planning Plan based on the future needs of the company, taking into account what type of people and how many. The planning of personnel needs, specialization, the distribution and control of working time or the organization of schedules and vacations, are classic functions of the HR department, which must ensure that the company's activity is not is affected as a result of incidents, medical leave, vacations or any other circumstance, and must provide the necessary personnel at all times. Personnel selection Recruitment is very important, since one of the success factors of business activity is the correct choice of personnel who will work in the company. Therefore, it is the department that determines and implements the procedures and techniques to attract candidates, with the aim of attracting talent for incorporation. Occupational risk prevention (PRL) Although it is a function of the Prevention Services, they must work together for the HR department. to guarantee working conditions and avoid occupational hazards. POLYTECHNIC UNIVERSITY OF ALTAMIRA ALAN TERAN PEÑA 3411 It precedes the implementation of prevention and protection measures, always with the aim of preserving the health of the workforce. One of the most important functions shared by the HR department and the OHS department is absenteeism studies. Analysis of the accident rate, work accidents, professional illnesses, average duration of sick leave, permanent disability records, childbirth leave, etc. These are elements to which close attention must be paid in order to detect possible elements that need to be corrected in management. In these cases, the OHS department will have to provide the means to eliminate or reduce the risks, while the HR department must cover the positions that are temporarily vacant, with new candidates or by reorganizing the team. worked. Labor Relations Promote the relationship between workers and the company, using for this purpose the union representatives, who must deal with the negotiation of collective agreements, or the conflicts that may be generated within and the search for solutions. The participation of the workers' representatives in the company's activity, through the Company Committees or the staff delegates, is of great importance, since many extremes of the working conditions of the staff must be negotiated and they have right to request information on the status of the company. Personnel administration Here are included all those precise procedures in every company such as contracts, dismissals, payroll and social security, discipline, relocations, regulations, vacations, permits, etc. POLYTECHNIC UNIVERSITY OF ALTAMIRA ALAN TERAN PEÑA 3411 Within a workforce there are numerous circumstances that make it necessary to adapt remuneration to certain events, such as the request for leave of absence, licenses, reductions in working hours, substantial modification of working conditions, transfers, etc. Career plan The objective is to take advantage of the internal potential of the employees by offering ongoing training that trains them in other functions, while motivating them and involving them more with the company. You must start from a good plan with an adequate strategy where classes, conferences, simulations and practices are included. Performance management Managing employee performance is essential for workers to stay engaged and productive. In addition to an annual review, you should also include feedback tools where peers, managers and subordinates (sometimes even customers too) can participate with their opinions. One of the best ways to develop the strength of the company will be through learning (career plan). Feature Evaluations POLYTECHNIC UNIVERSITY OF ALTAMIRA ALAN TERAN PEÑA 3411 It is a technical aspect that ensures that the company is successful, both at a strategic level and in support and provision of services. Here we will evaluate the quality and availability of the worker, their location and their hours, the economic situation and their job responsibilities and, finally, how much value they add to your company. With the results of this evaluation, mismatches between the worker and his job must be corrected, since the idea of evaluating is that similar employees must be rewarded in a similar way, without differences. Rewards The compensation and benefits that the worker receives for his work are paramount and it is an essential function of human resources. The employee value proposition is the image that the brand reflects on its employees. We must not forget that these rewards mean much more than money, they can also be opportunities for growth, formal and informal development, bonuses, promotion, recognition, social environment, and good business culture and organization. Internal communication It is one of the new and crucial competences in the future. Let's not forget that communication is directly related to the dissemination of important information to employees, in this way we also build something important: company culture. In recent years, there has been a cultural change in organizations aimed at converting hierarchies into a more collaborative environment, with more horizontal communication, making it easier to listen to employees, which has changed the work system of HR departments. , promoting communication so that workers can transmit their ideas, opinions, improvements, etc. POLYTECHNIC UNIVERSITY OF ALTAMIRA ALAN TERAN PEÑA 3411