Hiring and payroll management: its importance in talent management.

Reflection on the importance of administrative aspects in talent management.

As is the case with many other professionals, the activity of the Human Resources expert is prone to generate many myths or, in general, a distorted and exaggerated image.

For example, the belief that Human Resources is used to carry out personnel selection processes through interviews and personality tests is very widespread because these tasks are eye-catching. And certainly, these elements are an important part of HR work, but they are far from being everything.

In reality, in order to achieve a good fit between the needs of the members of the organization and the smooth running of the company, it is necessary to intervene not only in isolated activities with a clear beginning and end, but also in the small details that are a constant in the day-to-day.

The most seemingly banal procedures such as payroll management or hiring are part of this, and in fact, influence a company's ability to retain talent and tap its potential..

What exactly is talent management?

One of the key ideas of Human Resources is that the members of a company are virtually never interchangeable. Professionals are not pieces that can be mass-produced, and each individual has different things to contribute to organizations, without this having to do with their formal training, for example, elements such as soft skills are very important and must be taken into account even if they are not reflected in diplomas..

Thus, all members of a company have various types of potential as well as different negative or risky aspects in a given context: in a job, it may be advantageous to have an introvert with a greater capacity to immerse him or herself with full attention in a task that requires introspection, and an extravert is usually more suitable for jobs that have to do with dealing with the public.

But beyond personality traits, there are a wide variety of characteristics that predispose people to have a special talent for certain tasks. Knowing how to manage this potential and understanding that it is always relative and dependent on the context and the type of work to be done is what shapes talent management in companies.. This consists of a set of activities that seek to create attractive work contexts for the type of workers needed, on the one hand, and to create the conditions for them to be able to move up or change jobs horizontally to work in what they are best at and where they feel most comfortable.

How do processes such as payroll management and hiring influence this?

In talent management, pacing and acting at key moments is very important. At the end of the day, if administrative problems occur, this can lead to a missed opportunity to hire a highly valued candidate, or to overnight conflicts that deteriorate relationships in the work context, or even periods of excessive stress or even Burnout syndrome.

Therefore, in order to know how to perform well in the professional field of Human Resources, it is not enough to know the specific processes carried out in the areas of selection and training.. You must also have a global vision of the relationships between the organization and the workers, and this includes having knowledge of the administrative aspects and of the possible relational and psychological problems that can be generated when these fail, in order to prevent them.

Do you want to train in the field of Human Resources?

If you are thinking about specializing and becoming a professional in the field of Human Resources, you may be interested in the University of Malaga's Master's Degree in Selection and Talent Management.. This is a training program driven by professionals with consolidated careers in several companies and organizations, and that allows you to learn the theory and practice of HR and Organizational Psychology.

Not only focusing on the most well-known and striking aspects of Human Resources, but also including the more banal aspects of day-to-day life such as hiring, the bureaucratic processes associated with tax withholding, the allocation of vacation days, and other details associated with the world of Labor Relations. You can find more information about the Master's Degree through this page.

Bibliographic references:

• Cooper, C.; Robertson, I. (2004). International Review of Industrial and Organizational Psychology. Chichester, UK: Wiley.
• Radhakrishna, A. & R. Satya Raju. (2015). A Study On The Effect Of Human Resource Development On Employment Relations. IUP Journal of Management Research 14.3 (2015): pp. 28 - 42.
• Palací Descals, F.J. (2004). Psicología de la Organización. Ed. Pearson Prentice Hall: Madrid.