This is an area of HR which obviously requires a particular investment, especially in terms of developing and mastering the tools to be implemented, but above all the method and strategy of implementation, the priority objective should be to disseminate among managers a true culture of forward-looking management.
HR training programs must therefore imperatively integrate this dimension, especially since, in his circular of June 3, 1998 relating to the preparation of multi-year modernization programs for departments, the Prime Minister asks the departments that their multi-year modernization plans deal with the development of workforce planning, job and skills management tools. For the small business hr consulting this is important.
Organization of work and working life
- This area covers all of HR’s responsibilities and competences which concern work organization, the distribution of tasks and resources, time and space management.
- It meets the concerns of defining and explaining organizational charts, the practice of delegations and its tools.
- He is, of course, concerned with the implementation of work ergonomics concerns, or, which is not unrelated, with the spatial organization of business premises or offices.
- This part of the HR naturally aims to take care of the improvement of working conditions, health and safety issues, health (preventive hygiene medicine).
We generally include the monitoring of social action, whatever its organizational mode (direct management under the management of the use of social credits, associative management, joint management): housing, catering, holidays, andwe know the importance of this function for the physical, moral and psychological health of the staff.
The different actors involved in HR and their respective responsibilities
The HR function in its renewed conception concerns a set of actors – and not only specialists – actors whose relationships are closely articulated with respect to each other and whose respective roles and responsibilities are to be specified, within the framework of ” a policy of valuing the men and women in charge of public service.
First, of course, are HR professionals, that is, human resources directors and their collaborators, as well as HRDs from decentralized services. They are responsible for defining an HR policy and steering the HR function in all its components. But in addition to this strategic dimension, they are responsible for the administration and management of personnel in its statutory and regulatory dimensions. This is the foundation of HR which requires specific knowledge and skills as well as a good level of legal expertise and which also requires an organization of its management ensuring efficiency in the implementation of the various procedures.