STRATEGIC HUMAN RESOURCES MANAGEMENT
The Human Resources department has two broad areas: one that focuses on development, transformation and strategy issues; and the other that focuses on the area's transactions and operations. The latter ensures efficiency, cost control and minimization of work contingencies.
> ORGANIZATIONAL DIAGNOSISThe structure of a company determines its ability to carry out strategies and quickly adapt to changes.
The purpose of this diagnosis is to define, design and implement the necessary structure in the organization so as to reach the business strategic goals, identifying its key functions, potential conflicts of interests and countermeasures to mitigate risks. It also covers the redesigning of organizational structures with the aim of optimizing labor costs.
This comprises:
• Development of human resources management policies and the writing
of manuals and guidelines: internal rules of procedure, staff recruitment,
training, crisis management, benefits, standards of conduct.
• Design, implementation and management of policies for fixed and
variable compensation, benefits and training practices aligned to the
business strategy
Development and implementation of climate surveys that will help to identify areas for improvement. It also includes the conduction of group activities in which we act as facilitators, stimulating the integration, participation and commitment needed to overcome obstacles and to achieve high performance levels, in all layers of the organizational structure.
> HUMAN RESOURCES OUTSOURCINGIt comprises integral advising and supervision of Human Resources issues for those companies which, due to the number of staff and/or costs restrictions, cannot justify a managerial position in the area so as to guarantee the correct functioning of the organizational structure in accordance with Argentine labor law to mitigate tax and labor risks.