HUMAN RESOURCES STRATEGIC MANAGEMENT
The term strategic alignment corresponds to the adequacy and functional integration between external and internal environment, to develop competencies and maximize organizational performance. Obtaining the competitive advantage can be guaranteed if there is an adequate strategic alignment in the organization, capable of transmitting and transforming business strategy into functional strategy in order to achieve organizational goals and success in turn. (Henderson & Venkatraman, 1993)
ORIENTED FOR STRATEGIC READINESS OF HR
In the development of the Balanced Scorecard, three categories of intangible assets essential for the implementation of any strategy have been identified for more than a decade in the perspective of learning and growth:
Human capital: the skills, talents and knowledge that the company's employees have. Information, networks and technological infrastructure.
Organizational capital: the company's culture, its leadership, level of alignment of people with its objectives
Information Capital: company databases, strategic systems and the ability of people to share knowledge.
THE POTENTIAL OF PEOPLE MANAGEMENT
People Management is responsible for Human Capital as well as for the process of building values and dissemination of organizational culture. Organizations are made of people and these are first and foremost the guarantor of success. Nowadays, managing human resources and boosting performance is a strong competitive factor.
By departments with automatic hierarchy and graphical presentation
Job Description and Functions
Integrated in the latest international framework (CITP / ISCO / 2008).
With competency profile and management of functions and tasks
Daily reports, Agenda management, holidays and absences. Time management.
360º Performance Evaluation
Evaluation criteria aligned to the functions of the positions. Reports of the degree of HR readiness.
Management of competences
Management of training and skills under development.