{"id":1126,"date":"2021-01-18T12:57:14","date_gmt":"2021-01-18T09:57:14","guid":{"rendered":"https:\/\/dad.md\/dad-human-capital\/?p=1126"},"modified":"2024-07-26T15:06:40","modified_gmt":"2024-07-26T12:06:40","slug":"departamentul-hr","status":"publish","type":"post","link":"https:\/\/dad.md\/dad-human-capital\/departamentul-hr\/","title":{"rendered":"Departamentul HR \u2013 ce responsabilit\u0103\u021bi \u00eendepline\u0219te"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Departamentul HR <\/strong>reprezint\u0103 o parte esen\u021bial\u0103 a companiei, iar domeniul de activitate a speciali\u0219tilor HR nu se reduce doar la recrutare sau asigurarea proceselor administrative. Steve Wynn, CEO la Wynn Resorts Limited descrie rolul departamentului HR \u00een urm\u0103torul mod: \u201eHR nu este doar un departement sau un proces, derularea c\u0103ruia \u00eel asigur\u0103 compania \u0219i speciali\u0219tii t\u0103i, HR este factorul care asigur\u0103 activitatea companiei tale\u201d. \u00cen acest articol descriem principalele func\u021bii ale departamentului HR \u0219i principalele procese pe care ar trebui s\u0103 le asigure speciali\u0219tii din acest departament.<\/p>\n\n\n\n<h1 class=\"wp-block-heading\">2 directii de activit\u0103\u021bi din departamentul HR<\/h1>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Vom analiza activit\u0103\u021bile departamentul HR pe 2 direc\u021bii mari, prezentate \u00een schema de mai jos.<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"213\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr--1024x213.jpg\" alt=\"\" class=\"wp-image-1142\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr--1024x213.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr--300x63.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr--768x160.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr--1536x320.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Care sunt activit\u0103\u021bile cu care se ocup\u0103 departamentul HR<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Activit\u0103\u021bile din departamentul HR \u00een procesul de organizare HR<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Recrutarea \u0219i selec\u021bia<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen aceast\u0103 faz\u0103 activit\u0103\u021bile speciali\u0219tilor HR implic\u0103 postarea anun\u021burilor pe site-urile specializate, c\u0103utarea candida\u021bilor pe re\u021belele sociale precum LinkedIn, \u00eencurajarea angaja\u021bilor actuali s\u0103 recomande poten\u021biali candida\u021bi. Dup\u0103 finalizarea procesului de c\u0103utare a candida\u021bilor, \u00eencepe selec\u021bia. Speciali\u0219tii HR organizeaz\u0103 interviuri de angajare \u0219i analizeaz\u0103 fiecare candidat. Ulterior, se vor selecta candida\u021bii potrivi\u021bi \u0219i anume ei vor fi angaja\u021bi \u00een companie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">De\u0219i recrutarea \u0219i selec\u021bia sunt procese complexe \u0219i importante pentru compania ta, este important ca departamentul t\u0103u de HR s\u0103 nu neglijeze \u0219i celelalte activit\u0103\u021bi. Conform unui studiu realizat de c\u0103tre <a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"https:\/\/www.totaljobs.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Totaljobs<\/a>, majoritatea departamentelor HR eficiente aloc\u0103 circa 20% din timpul de lucru pentru activit\u0103\u021bile de recrutare \u0219i selec\u021bie. Aceast\u0103 pondere este constituit\u0103 din 6,4% din timp alocat pentru c\u0103utarea candida\u021bilor \u0219i 15,3% din timp pentru selec\u021bia candida\u021bilor. Restul timpului (80%) este distribuit pentru celelalte activit\u0103\u021bi, prezentate \u00een continuare.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Dezvoltarea angaja\u021bilor<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Dezvoltarea angaja\u021bilor cuprinde toate activit\u0103\u021bile de instruire \u0219i \u00eenv\u0103\u021bare a angaja\u021bilor. Conform Gallup, companiile care investesc \u00een \u00eenv\u0103\u021barea \u0219i dezvoltarea angaja\u021bilor ob\u021bin profituri cu 11% mai mari dec\u00e2t companiile care nu fac acest lucru. \u00cen acest sens, <strong>departamentul HR<\/strong> ar trebui s\u0103 promoveze o politic\u0103 intern\u0103 bazat\u0103 pe \u00eenv\u0103\u021bare continu\u0103. O practic\u0103 eficient\u0103 utilizat\u0103 de mul\u021bi speciali\u0219ti HR este crearea planurilor individuale de studii, cu time-line-uri \u0219i obiective clare \u0219i m\u0103surabile. Mai jos vezi ata\u0219at un exemplu a unui plan de studii pentru dezvoltarea angaja\u021bilor.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/Departament-Hr-DAD-Human-Capital-2-1024x310.jpg\" alt=\"\" class=\"wp-image-1129\"\/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Acesta este un exemplu de planificare simpl\u0103 a procesului de \u00eenv\u0103\u021bare. Aceast\u0103 abordare permite stabilirea scopurilor \u0219i a ac\u021biunilor care trebuiesc realizate pentru a ob\u021bine anumite rezultate.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Motivarea<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Conform studiului <a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"https:\/\/www.paycor.com\/resource-center\/hr-statistics-you-need-to-know\" target=\"_blank\" rel=\"noreferrer noopener\">Paycor<\/a>, angaja\u021bii motiva\u021bi sunt cu 60% mai predispu\u0219i s\u0103 r\u0103m\u00e2n\u0103 \u00een companie dec\u00e2t angaja\u021bii care nu sunt motiva\u021bi, sau sunt motiva\u021bi insuficient. Reie\u0219ind din aceasta, departamentului HR \u00eei revine un rol foarte important &#8211; cel de motivare a angaja\u021bilor. Este important ca profesioni\u0219tii HR din compania ta s\u0103 \u021bin\u0103 m\u00e2na pe puls \u00een rela\u021bia cu fiecare angajat. Acest lucru poate fi f\u0103cut prin chestionarea regulat\u0103 a angaja\u021bilor \u00een privin\u021ba aspectelor de lucru. Astfel, speciali\u0219tii HR vor ob\u021bine \u00een continuu informa\u021bii actualizate despre nivelul de satisfac\u021bie a angaja\u021bilor referitor la fiecare aspect \u00een parte.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Totodat\u0103, este important s\u0103 nu neglijezi \u0219i abordarea individual\u0103 a angaja\u021bilor. Este recomandat ca pe l\u00e2ng\u0103 instrumentele de motivare colectiv\u0103, speciali\u0219tii HR din compania ta s\u0103 g\u0103seasc\u0103 abordare individual\u0103 pentru fiecare angajat. Sunt binevenite \u0219edin\u021bele individuale cu angaja\u021bii. \u00cen cadrul acestor \u0219edin\u021be, \u00eentr-un mod deschis \u0219i nonformal, se va discuta starea emo\u021bional\u0103 a fiec\u0103rui angajat \u0219i problemele cu care acesta se confrunt\u0103.&nbsp; Astfel, vei putea preveni anumite probleme precum lipsa de motiva\u021bie, burnout. Totodat\u0103, prin intermediul \u0219edin\u021belor individuale vei putea identifica instrumente de motiva\u021bie individual\u0103, potrivite pentru fiecare angajat \u00een parte.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Evaluarea<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Aceast\u0103 func\u021bie a departamentului HR este str\u00e2ns legat\u0103 de func\u021bia de dezvoltare. Evaluarea periodic\u0103 \u0219i regulat\u0103 a angaja\u021bilor \u00ee\u021bi permite s\u0103 urm\u0103re\u0219ti cum evolueaz\u0103 abilit\u0103\u021bile acestora \u0219i care ar fi direc\u021biile de dezvoltare pe viitor. O abordare eficient\u0103 care \u00ee\u021bi permite s\u0103 asiguri o eviden\u021b\u0103 calitativ\u0103 a procesului de evaluare este documentarea fiec\u0103rei evalu\u0103ri \u00een parte. Pentru a face acest lucru speciali\u0219tii HR vor folosi un model tipizat de evaluare a angaja\u021bilor.<strong> Am preg\u0103tit un exemplu de fi\u0219\u0103 de evaluare, \u00eel po\u021bi desc\u0103rca <a aria-label=\"undefined (se deschide \u00eentr-o fil\u0103 nou\u0103)\" href=\"https:\/\/docs.google.com\/spreadsheets\/d\/17yV_7t7kXoP5RIkGtcJxZZqSrglaSoO0T_2yYgW9clQ\/edit?usp=sharing\" target=\"_blank\" rel=\"noreferrer noopener\">aici<\/a>.<\/strong> Aceast\u0103 fi\u0219\u0103 va fi completat\u0103 la fiecare evaluare a fiec\u0103rui angajat, astfel vei putea urm\u0103ri calitatea procesului de dezvoltare a angaja\u021bilor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Cite\u0219te \u0219i:\u00a0<a href=\"https:\/\/dad.md\/dad-human-capital\/ce-beneficii-extrasalariale-ieftine-le-poti-oferi-angajatilor\/\" target=\"_blank\" rel=\"noreferrer noopener\">Ce beneficii extrasalariale ieftine le po\u021bi oferi angaja\u021bilor<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2-1024x576.jpg\" alt=\"Departamentul HR fotografie 1\" class=\"wp-image-1132\" srcset=\"https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2-1024x576.jpg 1024w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2-300x169.jpg 300w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2-768x432.jpg 768w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2-1536x864.jpg 1536w, https:\/\/dad.md\/dad-human-capital\/wp-content\/uploads\/sites\/4\/2021\/01\/DAD-Human-Capital-Departament-Hr-2.jpg 1920w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Ce fac speciali\u0219tii HR \u00een procesul de dezvoltare a brandului<\/strong><\/h3>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Cultura organiza\u021bional\u0103<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Cultura organiza\u021bional\u0103 joac\u0103 un rol vital \u00een succesul unei companii. Prin urmare, <strong>departamentul HR<\/strong> din compania ta ar trebui s\u0103 \u00eencurajeze o cultur\u0103 organiza\u021bional\u0103 de \u00eenalt\u0103 performan\u021b\u0103. Speciali\u0219tii Resurse Umane ar trebuie s\u0103 asigure plasarea culturii organiza\u021bionale \u00een centrul priorit\u0103\u021bilor pe care le are compania. Iat\u0103 care sunt aspectele pe care trebuie s\u0103 le asigure departamentul t\u0103u de HR pentru a promova o cultur\u0103 organiza\u021bional\u0103 corespunz\u0103toare:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Consolidarea valorilor organiza\u021bionale;<\/li>\n\n\n\n<li>Asigurarea faptului c\u0103 etica organiza\u021bional\u0103 este definit\u0103, \u00een\u021beleas\u0103 \u0219i respectat\u0103 de c\u0103tre angaja\u021bii companiei;<\/li>\n\n\n\n<li>Crearea \u0219i men\u021binerea canalelor de comunicare bidirec\u021bionale \u0219i a canalelor de feedback;<\/li>\n\n\n\n<li>Definirea rolurilor \u0219i a responsabilit\u0103\u021bilor din cadrul companiei;<\/li>\n\n\n\n<li>Asigurarea procesului de \u00eenv\u0103\u021bare \u0219i formare continu\u0103;<\/li>\n\n\n\n<li>Implementarea \u0219i aplicarea sistemelor de recompense \u0219i recunoa\u0219tere;<\/li>\n\n\n\n<li>Promovarea unui model de lucru intern bazat pe principiu de lucru client intern &#8211; furnizor intern.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Comunicare, rela\u021bionarea \u0219i consilierea<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">\u00cen mediul actual de afaceri, comunicarea, rela\u021bionarea \u0219i consilierea a devenit o responsabilitate foarte important\u0103 a departamentului HR. Consilierea joac\u0103 un rol vital \u00een diferite aspecte ale gestion\u0103rii resurselor umane, cum ar fi planificarea \u0219i dezvoltarea carierei, managementul performan\u021bei, gestionarea stresului \u0219i a altor aspecte care pot afecta angaja\u021bii emo\u021bional. Consilierea, comunicarea \u0219i rela\u021bionarea are o aplica\u021bie foarte larg\u0103 at\u00e2t \u00een contextul organiza\u021bional, c\u00e2t \u0219i \u00een afara acestuia.<br>Pentru a organiza un proces eficient de comunicare, rela\u021bionare \u0219i consiliere, <strong>departamentul HR<\/strong> din compania ta trebuie s\u0103 parcurg\u0103 3 etape:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Crearea rapoartelor rela\u021bionale<\/strong><br>Construirea raporturilor rela\u021bional este esen\u021bial\u0103 pentru orice rezultat eficient al consilierii. \u00cen aceast\u0103 faz\u0103, <strong>departamentul HR <\/strong>\u00eencearc\u0103 s\u0103 stabileasc\u0103 \u00eentre angaja\u021bi rela\u021bii de acceptare, sprijin, ajutor reciproc, \u00een\u021belegere \u0219i mutualitate.<br><\/li>\n\n\n\n<li><strong>Explorare<\/strong><br>\u00cen faza de explorare, pe l\u00e2ng\u0103 acceptarea angaja\u021bilor, ascultarea lor \u0219i stabilirea unei rela\u021bii deschise, <strong>departamentul HR<\/strong> \u00eencearc\u0103 s\u0103 ajute angaja\u021bii s\u0103-\u0219i \u00een\u021beleag\u0103 propriile puncte forte, puncte slabe, probleme \u0219i nevoi situa\u021bionale.<br><\/li>\n\n\n\n<li><strong>Planificarea ac\u021biunilor<\/strong><br>\u00cen etapa de planificare a ac\u021biunilor, consilierul \u0219i angajatul se antreneaz\u0103 \u00een comun sau planific\u0103 pa\u0219i specifici de ac\u021biune pentru dezvoltarea angajatului.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#0c770f\" class=\"has-inline-color\">Cite\u0219te \u0219i: <\/mark><a href=\"https:\/\/dad.md\/dad-human-capital\/costuri-reduse-de-recrutare\/\" target=\"_blank\" rel=\"noreferrer noopener\">Top 5 recomand\u0103ri pentru o recrutare cu costuri reduse<\/a><div class=\"single-post--panel\" style=\"box-sizing: border-box; display: -webkit-flex; justify-content: space-between; padding: 15px 0px; border-bottom: 2px solid rgb(232, 237, 243); align-items: center; margin-bottom: 30px; color: rgb(33, 37, 41); font-family: &quot;Roboto Slab&quot;, sans-serif; font-size: 16px; letter-spacing: 0.1px; white-space-collapse: collapse;\"><div class=\"single-post--panel--date\" style=\"box-sizing: border-box; font-weight: 600; font-size: 18px;\"><\/div><\/div><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Crearea sistemului de HR<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Referitor la aceast\u0103 func\u021bie, scopul departamentului t\u0103u HR este de a crea \u0219i consolida procedurile \u0219i procesele din compania ta. Pentru a crea un sistem HR eficient, este important ca speciali\u0219tii din <strong>departamentul HR<\/strong> s\u0103 proiecteze nevoile specifice \u0219i critice pentru compania ta. Crearea unui sistem HR presupune parcurgerea mai multor etape. Mai jos descriem cele mai importante etape \u00een crearea unui sistem HR:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Identific\u0103 nevoile sistemului HR<\/strong><br>Un departament de resurse umane poate gestiona o mare varietate de sarcini. Este considerat c\u0103 principala sarcin\u0103 a departamentului HR este de a gestiona toate politicile \u0219i procesele legate de angaja\u021bi. Aceast\u0103 sarcin\u0103 include angajarea \u0219i eliberarea angaja\u021bilor, provoc\u0103ri disciplinare \u0219i gestiunea politicilor companiei. Astfel, \u00eenainte de a crea sistemul HR din compania ta, stabile\u0219te necesit\u0103\u021bile exacte \u0219i sarcinile concrete pe care le va avea acest departament.<br><\/li>\n\n\n\n<li><strong>Atribuie sarcini<\/strong><br>Dup\u0103 ce ai stabilit ce responsabilit\u0103\u021bi va avea <strong>departamentul HR<\/strong>, ar fi bine s\u0103 deleghezi aceste responsabilit\u0103\u021bi pentru fiecare post \/ specialist din <strong>departamentul HR<\/strong>. Este recomandat s\u0103 faci acest lucru cu Directorul Departamentului HR. Examina\u021bi fiecare sarcin\u0103, stabili\u021bi c\u0103rui angajat din department va apar\u021bine fiecare sarcin\u0103 \u0219i c\u00e2t de mult timp va consuma. Aceasta abordare va ar\u0103ta dac\u0103 sarcinile pe care \u0219i le propune departamentul HR pot fi realizate \u00een mod fezabil.<br><\/li>\n\n\n\n<li><strong>Stabile\u0219te proceduri \u0219i politici<\/strong><br>Pentru fiecare sarcin\u0103 alocat\u0103 departamentului HR va exista o procedur\u0103 corespunz\u0103toare.\u00a0 \u00cen a\u0219a mod <strong>departamentul HR<\/strong> va putea func\u021biona eficient. Acela\u0219i lucru ar trebui transpus \u0219i \u00een cazul celorlalte departamente din companie. Stabilirea procedurilor poate ajuta \u00eentreaga companie s\u0103 lucreze \u00een armonie, cu pa\u0219i clari de urmat pentru a rezolva orice problem\u0103.<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Rela\u021bii de munc\u0103\/aspecte legale<\/strong><\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">M\u0103sura \u00een care respec\u021bi toate prevederile legale \u00een rela\u021bia cu angaja\u021bii define\u0219te \u00een mare parte imaginea ta ca angajator. \u00cen acest sens, <strong>departamentul HR<\/strong> este responsabil de partea legal\u0103. Principalele responsabilit\u0103\u021bi ale HR includ protejarea angaja\u021bilor \u0219i a angajatorului. Acest lucru se realizeaz\u0103 prin stabilirea \u0219i men\u021binerea raporturilor juridice dintre angajator \u0219i angajat. <strong>Departamentul HR<\/strong> din compania ta ar trebuie s\u0103 joace rolul unui intermediar obiectiv, a c\u0103rui scop este men\u021binerea \u0219i monitorizarea raporturilor juridice. Rela\u021biile de munc\u0103 se exercit\u0103 sub ac\u021biunea mai multor aspecte legale care, la r\u00e2ndul s\u0103u, sunt \u00eenso\u021bite de acte specifice, ordine, etc. De aici provine o func\u021bie foarte important\u0103 a departamentului HR: cea de eviden\u021b\u0103 a documenta\u021biei.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Acestea sunt principalele activit\u0103\u021bi pe care ar trebui s\u0103 le realizeze <strong>departamentul HR<\/strong> din compania ta. Doar prin \u00eendeplinirea acestor responsabilit\u0103\u021bi <strong>departamentul HR<\/strong> poate optimiza procesele din compania ta. Prin implementarea procedurilor corespunz\u0103toare, poate gestiona angaja\u021bii \u00eentr-un mod eficient \u0219i ra\u021bional. Astfel, misiunea departamentului HR este una complex\u0103 \u0219i necesit\u0103 o abordare strategic\u0103 specific\u0103.<strong> <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Astfel, \u00een cazul \u00een care departamentul t\u0103u de HR nu acoper\u0103 toate aceste activit\u0103\u021bi, nu ezita s\u0103 ne <a href=\"https:\/\/dad.md\/contacte\/\" target=\"_blank\" rel=\"noreferrer noopener\">contactezi<\/a>! 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