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Ann Marie Puig discusses proper personnel management strategies for small businesses

Business leader Ann Marie Puig discusses how to implement proper personnel management strategies and why they’re important to business growth.

San José, Costa Rica – WEBWIRE

“Usage of the human capital management plan guarantees that HR experts are contracting the correct competitors, preparing them in the best way imaginable, overseeing them as representatives, overhauling their abilities when vital and keeping them as workers.”

Human capital management systems recognize that workers, their aptitudes, experience, information, ideas and creative thoughts are altogether valued inside a company. An organization must completely comprehend its workers in an effort to anticipate the best from them at all times. A proper human capital management alludes to the improvement of systems to enlist the best accessible ability, create vocation plans for workers, guide and mentor the representatives, persuade workers to convey their best consistently and to create a proper performance strategy. Ann Marie Puig, a successful business owner and philanthropist from Costa Rica, discusses the five main components that comprise this strategy.
It’s important to have an understanding of the gap between an association’s present state and its ideal state. This can create human capital objectives that can expand workers’ general proficiency, yet additionally make them feel increasingly appended on a closer level to the association. Says Puig, “A few instances of human capital objectives include holding devoted and dedicated representatives, persistently creating aptitudes of the workforce, creating practical enlistment programs for new contracts and procuring the absolute best ability in the pool.”
There’s also the need to create clarity in the direction the organization needs to take. This significant part includes understanding an association from the back to front. One must comprehend the senior administration, clients, desires and necessities of partners, vision of an association, budgetary imperatives and the requirements of the present representatives in order to accomplish a brief, clear key heading.  To do this, organizations should gather information from workers, clients and partners to comprehend their desires and needs. Talking about these issues will help characterize the whole vision of an organization and its group. A successful examination may include dissecting current representatives’ just as where they see themselves and the organization two years not far off. This kind of investigation can enable associations to pinpoint any blemishes or holes in the framework.
No arrangement or procedure is effective until, and except if, it is overseen well. It is fundamental to monitor progress and a responsibility framework includes estimating the disappointment and achievement of an actualized arrangement.  It additionally encourages associations to examine the escape clauses in the arrangement, if material, just as approaches to amend the equivalent.  Adds Puig, “Without a responsibility framework, associations will have no information of whether a key administration plan is working or not.”
Creating a foolproof plan for implementation is also a requirement. This plan incorporates the means and activities required to execute human capital systems. Effective execution plans incorporate apportioning a mindful asset, assigning spending plans and setting a cutoff time or time allotment for actualizing the human capital plans. Just like the case all through every segment of a human capital administration plan, clearness is critical. Make a usage plan that plainly exhibits the system and objective.
When an association has defined its goals and bearing, it can plan arrangements and procedures to accomplish them. Human asset experts must structure long-term procedures to guarantee their workers are content with their occupations. Fulfilled workers are bound to convey their best, hence improving the probability of a triumph. Associations may assign obligations to workers dependent on their advantage territories, ability, instructive capabilities, and aptitudes. Notwithstanding, administrators should consistently collaborate with their workers to comprehend their representatives’ desires just as to screen their development inside the organization.
Human capital arranging encourages an organization to structure human capital approaches, projects, and techniques to build worker productivity and help them to achieve the effectively characterized destinations and objectives of the association.  Asserts Puig, “Usage of the human capital management plan guarantees that HR experts are contracting the correct competitors, preparing them in the best way imaginable, overseeing them as representatives, overhauling their abilities when vital and keeping them as workers.”
About Ann Marie Puig

Ann Marie Puig has been a distinguished Consultant, Assistant Controller, Accounting Manager, Director of Accounting and Finance and Chief Financial Officer for almost 20 years. She is bilingual in Spanish and English and has a reputation for accurate, clear and concise record management in month-end closings, accruals, reconciliations, AP, AR and JE, as well as superior human resource skills.  She is extremely knowledgeable in current technology, eCommerce and a variety of Industries.


 Ann Marie Puig

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