In a lecture at the Asharqia Chamber branch in Qatif:
A consultant confirms the vitality of the human element in achieving the general objectives of small enterprises
The consultant and trainer of human resources / Salman Saleh Al-Suhail said that the availability of "the human element, with a computer system, and distinct strategy, systems, and procedures" all constitute a "road map" to achieving efficiency in performance among individuals, and then for the work party, to reach the goals, and this is considered Within the foundations of the success of the strategic planning of any facility.
This came in a lecture entitled (Human Resources in Small and Medium Enterprises) organized by the Asharqia Chamber on Monday 28 / February / 2023 at the headquarters of its branch in Qatif Governorate, as he explained that human resources have major tasks, represented in (human resource planning, job analysis and design, and career path development). , job evaluation / setting wages and incentives, training and development, performance evaluation, employee relations, and social care”, in addition to new tasks such as qualifying leaders, managing change, and so on,
He touched on the fact that human resources management falls within (strategic planning), which is the process through which the human, financial, technical, equipment, etc. resources of the employer are coordinated with the opportunities available to them, in the long term, and it is considered one of the most essential elements for the success of management in Any organization or institution, indicating that the strategic plan is a long-term development plan in which the idea of building the institution is defined, the goals it seeks to achieve, and the time programs for achieving these strategic goals, which are the goals and results to be achieved within a period, and are compatible with the mission of the business entity, and are measurable and achievable.
He believes that the success factors of the strategy are the clear and applied values and culture of the employer, such as credibility, openness, fairness, comprehensive and clear systems, policies, and procedures, as well as the availability of effective management that achieves the participation of employees in decision-making, enabling employees to work freely, improving the work environment, and improving the work environment of communication.
The lecturer reviewed several competencies that are required to be available ineffective management, the first of which is: (initiative and leadership), which means the ability to understand the nature and style of leadership to facilitate directing and leading initiatives and contributing to their submission as well as managing procedures and practices within the institution related to human resources. The second (is knowledge of the nature of work), which means understanding the nature of business within the workplace and the ability to apply that understanding to contribute to the requirements of the organization's operational plan based on general strategic planning.
The third competence, is having (professional ethics) and adhering to the principles and values of the main employer, applying them and adhering to them in all work practices and various relationships. humanity on the other hand. The fifth competence (communications) and what it means is the exchange of information with all those who have a direct or indirect relationship, with the shareholders of the employer and others, and employees or non-employees from inside and outside the employer.
One of the competencies emphasized by the lecturer is the sixth (consultation) to help all employees of the employer, including other employees who have contact with the employer, and support them to improve their performance, through analyzing problems and developing plans to deal with them, solve them and follow up on their results. The seventh is (analysis and evaluation), which It means the ability to prepare data and information, prepare reports, read them accurately, analyze them, reach results, make proposals, and make decisions based on them. Finally comes the eighth competence, which is (management of global cultures), and what this requires is knowledge of the different cultures between all parties, especially the employees of the employer related to the nature of business and its appreciation, and ensuring that this is taken into account in all aspects of work.