The Evolution of the Human Resources Department and Human Management Methodology: An Integrated Approach

Over the years, the Human Resources (HR) departments have undergone significant transformation. Once seen as the steward of internal relations within a company, it is now mistakenly assumed that HR has been replaced by Human Management. However, this perception is an oversimplification that does not reflect the reality of the interdependence between these concepts. In reality, the HR Department and Human Management are complementary and must coexist to achieve organizational success.

The Traditional Role of the Human Resources Department:

The Human Resources department has traditionally been responsible for building bridges between employees and the company/organization. Its role encompasses a range of critical responsibilities, such as talent recruitment, designing and implementing policies, protocols, and procedures, and resolving workplace conflicts. This function is essential for ensuring that employees feel supported and that their rights and needs are addressed, thus creating a fair and productive work environment.

Human Management Methodology:

On the other hand, human management and the management of people and cultures focus on the tools and methodologies needed to optimize employee competencies and foster an inclusive organizational culture. Human Management addresses training, development, and the integration of employees into the company culture, ensuring that individual differences do not lead to cultural clashes but rather become opportunities for mutual enrichment.

Interdependence and Coexistence:

It is crucial to recognize that both the HR department and Human Management have unique but interdependent roles. The HR department handles the infrastructure and norms that guide the employment relationship, while Human Management focuses on the development and adaptation of people to that infrastructure, ensuring alignment with the company's vision and values.

The effective integration of both approaches not only promotes compliance with established policies and procedures but also ensures that workspaces are created where each employee's individuality is recognized and validated. The key to success lies in treating each person as a complete human being, with a life history and unique emotional makeup, contributing to the organizational culture.

Conclusion:

The success of an HR department is not solely measured by its ability to implement policies but also by its capacity to create an environment where each employee's humanity is acknowledged. By combining the structure and regulation of the HR department with the person-centered development and culture methodologies of Human Management, organizations can achieve a balance that fosters both employee well-being and business success. Ultimately, the synergy between these aspects is essential for building a harmonious and effective workplace.