The role of the people manager in companies

The people manager is responsible for directing the team to achieve goals and desired results, using each person’s potential as a “driving force” to this end.

This management professional is capable of acting assertively to keep employees motivated uruguay mobile database and engaged. To achieve this, it is essential to promote communication, provide constant feedback , understand employee profiles and maintain a good work environment.

In companies, people managers focus on human capital so that people can develop their potential and perform their tasks assertively. Investing in this peter hamilton ceo type of management is also essential to reduce turnover and lack of productivity , factors that are precious for the smooth running of companies.

Skills of a good manager

To do a good job, people management professionals must take courses and workshops and be constantly updated. This way, they can acquire skills and techniques that ensure the quality of life of workers and b2C phone list contribute to achieving company goals.

The main skills of a good people manager are:

• analytical capacity;
• efficient communication;
• proactivity ;
• confidence and determination;
• empathy;
• emotional intelligence ;
• flexibility;
• resilience.

What is the difference between people management and human resources?

While people management professionals focus on employee engagement within the company, human resources are positions held to plan macro strategies for the organization.

Therefore, the HR professional has responsibilities such as carrying out recruitment processes, developing strategies for retaining talent , reducing turnover rates in companies and planning employees’ career plans .

Furthermore, HR has a comprehensive view, encompassing the needs of the team and the business objectives of the institution. By developing the people who make up the team, HR tries to achieve individual and organizational goals, in addition to promoting training, providing feedback , setting salaries and maintaining direct contact with staff.

Common points between HR and people management

Although people management and HR are different functions, they also complement each other in several procedures that are often part of the day-to-day running of organizations.

For example, in the selection process , the manager must indicate to HR the characteristics that the employee should have. As a result, human resources plans the recruitment process to find the ideal professional profile.

In the talent development process, it is important for the people manager to conduct ongoing performance assessments and evaluate the results obtained. Meanwhile, human resources can organize training to meet the demands of each sector.

Furthermore, the people manager is able to identify the satisfaction of the teams, so that HR can propose strategies to motivate employees . Among the actions that can be put into practice in companies are benefit programs aimed at employees.