Post by rabia994 on Mar 9, 2024 2:00:12 GMT -8
Today entrepreneurship opens many possibilities for development. In Latin America, SMEs are the ones that provide the main support , since they generate employment. According to the Economic Commission for Latin America and the Caribbean, they represent around % of all companies and employ around % of all workers. For example, in Mexico, according to the INEGI, SME establishments provide % of employed personnel. keys to growing your business through efficient Human Resources management in SMEs . Any situation that affects personnel will have a direct impact on the development of the business, regardless of the size of the company. Generally, small and medium-sized companies choose to limit HR policies to administrative issues and training. However, effective people management is the means by which the company can improve the productivity of its employees and, therefore, the profitability of the business. ECLAC itself assures that SMEs on average achieve only % of the labor productivity achieved by large companies in the Latin American region. Perhaps one of the clearest areas of opportunity is the lag in the digitalization processes, since according to a study by the Development Bank of Latin America (CAF) less than % have developed.
Therefore, it is necessary to build a transformative strategy for these businesses to reach their objectives. keys to building a human resources strategy in SMEs In all companies, people are the real basis of the business, so it is essential to focus on attracting valuable talent that not only has technical skills, but also fits with the culture that is promoted within the organization and especially the work team. Once the hiring of this talent is consolidated, it will be of utmost importance to retain them. The key is to build a journey in which from the first mo America Cell Phone Number List ent people come into contact with the company they live an experience worth sharing. How are you going to achieve this? Strengthen the culture of your SME The starting point to build a healthy organizational culture, once it is defined, is to hire people aligned with the company and with the values that are promoted in it, so that, in this way, they can behave based on them in a way consistent. This is how the desired behaviors will be achieved to achieve the organization's objectives seamlessly. To create an organizational culture, you must take into account the following: Definition of business objectives Organization values Definition of product and service Establishing roles Identification of leaders Document internal and external processes.
Recruitment of ad hoc people for the company In the past, recruitment processes were based on the technical knowledge of the candidates. However, nowadays soft skills have gained relevance, equating to the importance of technical knowledge. The reason is that it has been shown that the added value that talent can offer is key to improving business results and generating a healthy and productive work environment. Flexibility, teamwork, communication, self-leadership and adaptability to change are very necessary elements for professionals to be able to face a new reality that requires immediacy to receive and assume it. The ideal candidate (the one who fits the position, the culture and the team) is like the search for the holy grail for recruiters. To improve effectiveness, today there are solutions such as Pandapé that allow measuring the degree of fit between the applying candidates and the company. This allows recruiters to pay more attention to the people selected for the process, since the technology is responsible for filtering the applicants who have the necessary technical skills, as well as evaluating the candidates' soft skills through different personality tests. . Employer Branding A point that is becoming more and more relevant in a human resources strategy in SMEs (or any organization) is employer branding.
Therefore, it is necessary to build a transformative strategy for these businesses to reach their objectives. keys to building a human resources strategy in SMEs In all companies, people are the real basis of the business, so it is essential to focus on attracting valuable talent that not only has technical skills, but also fits with the culture that is promoted within the organization and especially the work team. Once the hiring of this talent is consolidated, it will be of utmost importance to retain them. The key is to build a journey in which from the first mo America Cell Phone Number List ent people come into contact with the company they live an experience worth sharing. How are you going to achieve this? Strengthen the culture of your SME The starting point to build a healthy organizational culture, once it is defined, is to hire people aligned with the company and with the values that are promoted in it, so that, in this way, they can behave based on them in a way consistent. This is how the desired behaviors will be achieved to achieve the organization's objectives seamlessly. To create an organizational culture, you must take into account the following: Definition of business objectives Organization values Definition of product and service Establishing roles Identification of leaders Document internal and external processes.
Recruitment of ad hoc people for the company In the past, recruitment processes were based on the technical knowledge of the candidates. However, nowadays soft skills have gained relevance, equating to the importance of technical knowledge. The reason is that it has been shown that the added value that talent can offer is key to improving business results and generating a healthy and productive work environment. Flexibility, teamwork, communication, self-leadership and adaptability to change are very necessary elements for professionals to be able to face a new reality that requires immediacy to receive and assume it. The ideal candidate (the one who fits the position, the culture and the team) is like the search for the holy grail for recruiters. To improve effectiveness, today there are solutions such as Pandapé that allow measuring the degree of fit between the applying candidates and the company. This allows recruiters to pay more attention to the people selected for the process, since the technology is responsible for filtering the applicants who have the necessary technical skills, as well as evaluating the candidates' soft skills through different personality tests. . Employer Branding A point that is becoming more and more relevant in a human resources strategy in SMEs (or any organization) is employer branding.