Hack:
An alternative view of HR

One of the techniques is based in acquiring and capturing the whole tacit knowledge of the personnel in the information systems that the company must adopt, by means of theories, rain of ideas and different drafts in which the employee meets obliged to take part, because from these contributions the major needs can be traced internally in an organizational environment.

With this type of techniques, which could be designed by the respective companies that act to its favor or outsourced as well, the executives will be able to take decisions based on the contributions of all the employees, taking or giving away certain control by means of employees who represent his section of control in hierarchic low lines. This one is the point where the intelligence of the employee will be captured in dynamic ways and his contribution to the labor might be concluded if this way he wishes it. The following points will analyze the action of the turnover and its principal benefits and opportunities in the industries.

In addition, employees must seek to reinforce these attitudes by means of tasks assigned by the managers, as it was said before; it is thought to have an approach of educational institution, but with quantitative results.

Human marketing

Now we could pass to a field of a more interesting orientation to which we will call human marketing, where, as any product, the employees of different companies will seek to promise to be and will be able to achieve it by means of social networks and all the facilities that the web offers. As it was said before, the intention of the companies must be support them when real makes his need.

Therefore, another information system similar to the CRM’s technology must be provided to the human resources department to register not only every employee numbers and basic information, and also his attitudes, interests and other factors that determine his performance in the organization of a changeable way, on what a better experience of labor is sought to meet to the employee. It is necessary to say up to which it would be the favorite movie of the employee in question, all that to be opposed to the effect I pull in that there give each other seated the attitudes and emotions of the employee. So every employees ‘performance numbers will be on information systems.

Personnel Social Responsibility

The social responsibility will take a different role inside the organizations, since according to the trends of managerial altruism and responsibility, the companies will meet obliged to be more tied to the society and the environmental care, therefore the employees will have tasks offer his services as citizens of the world with activities for the preservation of the environment and the social development. Without a doubt, these kinds of movements are going increase in the upcoming years

Though these kinds of techniques nowadays are used by some important companies, it is necessary to stress the value of the human marketing and beyond of the established and to promote the sustainable development for every employee.

The question would now be how to do of every employee a resource with a sustainable development?

The three elements of the current sustainable development in companies are the economic growth, the social development and the environmental care. An employee must have the aptitude to penetrate at least into three current props of the sustainable development, for what it must expire with social service, programs of environmental care and offer good numbers to the organization, which would shape the traditional format of the sustainability.

There are some theories on the value innovation, which mentions that a company must seek to reduce, eliminate, to create and to increase the rate of variables to offer something different to the existing products to the clients, something that will be in use for creating benefits for the employees. The key of it will be to offer creative benefits and that represent low costs for the organization, with what it wants to be said that every organization must look for benefits different from its competition.

Another key element at the moment of commercializing is the differentiation in the products; by which the human marketing will trace the differentiation of employees, and this will be looked in every company, which will go from the form in which the employees have the opportunity to promise to be for better opportunities, up to the enjoyment of the benefits mentioned before.

By means of the culture of participation, the employees will meet capable of enjoying training for development of brand, creative phrases and different values that separate the workers from the others by consensus.

Then, the way of obtaining all this intangible resource of the employee, which will be tied by his theoretical contributions and ideas in different filters of information, it will be by means of software, where the contributions will differ depending on administrative levels (individual contribution) and in operative levels (group contributions). All these contributions will have to be subject to modifications. This is not too much different from the enterprise social networking software.

The executives will have to work with this information to take different decisions inside the company, where periodic meetings can be made to choose the best contributions, ideas or theories and try applying them and offering a prize to the employees involved in their development.

Since already it had been mentioned, the use of the social networks will take a different course. This is because probably one of the most unfortunate and less satisfactory points for the companies is the easiness that the employees have to change his mind on where they want to work.

Networks such as LinkedIn and campaigns like “the best job in the world” have captured the imagination of the labor market in order in uploading their abilities, values and experience in order for a better job opportunity. The thing is that the effectiveness of this kind of advertising is increasing.

As socially responsible companies, the employees need to be prepared and announce to the world as another product, that is to say, transparency in labor assets of the companies.

The point is that every employee of the world will in constant competition with the rest, which can get us to another point: globalization of the human capital.

The crowdsourcing and the outsourcing techniques are crucial tools for the organizations nowadays. The crowdsourcing is not an omnipotent technique; therefore it can never take for granted the power and effectiveness of outsourcing. But speaking about crowdsourcing, it is possible to integrate to different sectors of the population where it occurs to look for alternatives that help the managerial environment and the social one. The crowdsourcing fairs are an alternative for a constant social participation and probably the generation of better ideas to helping to introduce the market.

Last but not least, is it too much to ask to implement a hall of fame in all organizations in order to inspire employees to leave their mark forever in the company? Or what about some kind of company records that encourages the employees to work harder to achieve excellence and believe they are working to enrich their lives with something bigger than themselves? We better think about this when we are trying to humanize our companies.

We must remember that human resources are not only the employees, but also the people that are behind all of our activities as a company.