The management of human capital or implies the development, compensation and improvement of the performance of people within your organization. At the same time, it seeks to achieve the goals established according to the policies, vision and mission of the company. But the management of human resources only has to function successfully making use of effective communication between all levels of your company.

The 7 tools for the management of Human Resources 

1. Design of the structure
It is the process in which the key functions are defined and developed to successfully perform the necessary tasks. Its purpose is to place people in positions according to their knowledge and skills, in addition, if necessary, the relevant training actions are carried out. 

2. Evaluation of human resources
Through this evaluation , the labor development of the company's personnel is analyzed with the purpose of knowing both the adequacy to their functions and the compatibility with the work style and the organizational culture.
This process will help you to recognize if the workers in your company have the skills, attitudes and aptitudes appropriate for the position in which they are developing.

3. Analysis and description of posts
One of the most important tools of human resources management that allows to distinguish the differences between the positions and the needs that the candidate must cover. In the same way, it helps to recognize the specific functions of each of the people who work in your company.

4. Performance evaluation system
This system, also known as SED, unlike the evaluation of human resources, focuses on making decisions regarding promotions, compensation, incidents and salary adjustments and seeks to make operations within the company more effective, efficient and economical. .

5. Variable remuneration systems
It refers to the remuneration systems established based on the achievement of specific indicators defined in a strategic way; This type of remuneration helps to motivate the worker and to measure the results objectively.

6. Diagnosis of organizational climate
This is a process that allows the analysis of the weaknesses and dissatisfactions that workers perceive about the company in order to know the factors that reduce welfare and motivation and that prevent an adequate organizational development.

7. Survey of remunerations and additional benefits
This type of surveys provide the necessary salary information of different charges according to their origin and type of activity. This seeks to establish ranges of economic compensation according to the market.

These tools help to collect objective information that can be used to improve the different areas according to the needs of growth and human capital management.

Thus, a better internal development is possible and problems such as staff turnover, wages above or below the market, the perception of dissatisfaction and, therefore, help to keep the staff in a high range of motivation to achieve the joint goals.

Regards,
Talent Magnifier,