We are living in a bad time in terms of the economic situation is concerned. This is bound to issues such as rampant unemployment, lack of appropriate business initiatives, collapses of financial institutions, … .. and what is to come.
Some people compared with the crisis of 29 93 or , which we are more recent. They have similar traits, but each has some special features or casuistic.
In this article we will come to discuss the current crisis alone. Can that much of what you will read and what you may know or what you hear but I want to give an interesting new view on the issue and so far very little treated, and that is the fact to what extent have influenced the HR departments the emergence and development of this crisis .
Economically speaking, both in macroeconomic terms (indicators at the national level, CPI, GDP ….) And microeconomic terms (indicators at the family or individual), the feeling is that something is very wrong.
Get on the CPI, low GDP, income per capita by Spanish does not rise the same amount that prices inflation), increase the rates that measure unemployment, low index of consumer confidence and we are on top of the European countries with the worst rate of productivity. (Eurostat)
Economically things are bad.
Financially speaking, families are more indebted towards their monthly income, they have no capacity to save, financial institutions have closed the tap of loans to individuals and businesses, increase of non-payment of debts, late payment reach unsuspected limits … .., Including financial institutions threaten to break.
Financially, the thing is just as bad or worse than the economic situation.
¿ Have influenced us to reach this situation different from the HR departments of companies ?
I believe that it and try to reflect that in this article.
When the end of the nineties until 2006 experienced a time of economic boom, with growth in the welfare state as never seen so far, everything seemed wonderful and that nothing could go wrong.
At this time appeared large fortunes, many of them linked to construction-related sectors (particularly in Spain). Financial institutions have increased year by year their benefits percentages “ insulting “. Everything that was being undertaken was a more or less successful.
It began to appear that it was known as “ Headhunting ” (talent-hunters). That is, it was felt that a manager or an intermediate command had been a success in a company and this was reason enough to make a “super” in their pay and bring it to my company, without anything to assess things like The business environment surrounding it, the formation of his team, nor take into account the competencies that could have gained in the course of their work.
The success began to “customize” ‘to’ and this has been one of the pillars that will produce the current crisis. And I explain.
Managers of high standing and executive positions , have changed their business, taking into account only the success of the company comes without regard for anything else. And what happened is that many times this “Barcelona” was merely the tip of the iceberg of the team, which is really who has achieved success, but that is represented in the figure higher. When it changes its business at the expense of a very attractive offer to pay, the successes do not accompany him. What happened then?
Many times success comes from teamwork, so it is worth little punch to the head of the team if this does not maintain its structure.
Other often happens that the figure of
head is the one that is, not the leader of , so they probably would succeed without even knowing how his team had been working. But the success of equipment to function he assumes the head, so if the company from which succeeded was because of him. This has led to the existence of “signings” of professional of some other companies, without having competence, skills and knowledge needed to successfully develop the new role in the new company . This is the fault the HR department of companies that hire these “sharks” of business. This has occurred in a widespread way in the financial sector, where people without experience, but there were distinguished for their business talents is the other entity and then stood as cards with a huge salary (much happened with that savings to expand booked people from other banks ).
There are even times that the post of chief who is the one who takes the awards, is due to circumstances such as family (because they inherited the family was previously head), policies (as in savings banks, where the parties to put political representatives on the boards of directors), or any other form or nature.
What problem stems from all this ?
Well, a very serious and now is proving to be important.
Professionals have been recruited on the basis of a successful career working without any basis for it, what has reasoned that the new companies, led by them, many problems are happening and even disappearing. Have been “profiling” to professionals (with incredible pay increases) that do not know, for lack of experience, …, ultimately, not to be suitable for the post for which they were hired, they are motivating the bankruptcy and demise of many of its businesses.
This is a detailed psychological unites all human beings:
“if I tab another company is worth it because, as far as where I’m going to have to go very well regarded, so do what you do not I am going to say anything “. It appeared the figure of “contracts armored” (I’m going for your business but for “x” period that I can throw). Who has taken the blame? HR departments .
Have been placed negligent true professionals at the helm of companies that now have serious problems (in the final
economy “pelotazo” and contacts). People incapable of their jobs and less to cope economic / financial present. Many times it has not been chosen the best professionals, but have used what the market as a source of excellent information, when most of the time should be an issue or a source of information but not the decision-making .
This has been blamed for the departments of HR .
In my experience, and more specifically in my time employee of a financial institution, I have seen genuine aberration. Salaries for professional extratosféricos zero (at this point I’m not going to personalize it would be possible examples, but I would not like that you make to panic). Juventus directors with little more than a year of experience in banking (where many years ago, a person to become director of a financial institution should and should ntener at least 10 years of experience).
Not for nothing has measured the skills of those signings, their leadership skills, to work as a team, …., Or anything that makes a
professional, is the sector that is a success.
What entity coming? (Depending on where you come)
the HR department and assumes a profile as appropriate or not, without stopping to consider anything else.
As an example that you get a consulting HR concozco me, if you get a director of a financial institution to change, the consultant is supposed to
“small amount” of 5,000 euros per transaction as an incentive. What just looking for? Probably not the best for this post, but that any candidate who could fill the position and would change its long-awaited variable remuneration. It does not matter as a professional, the case is that change .
The same applies to senior executives of American companies and the rest of Europe. Signings were high cost (also shielded) and to work are lost. Have been at the forefront of big companies, people do not competent nor valid for the post.
Who is this fault? HR departments who bought “smoke” instead of real things .
Now what appears is that we are surrounded by professionals “
useless ” or who has left his post them.
And in conclusion, if we add the financial crisis, economic and due to a malfunction of the HR what we find is that this crisis what it is, is a
“crisis of confidence.” Viewing as the theme is twisted, those who run or do not deserve the slightest credit in their professional work.
Who will win the trust of the citizens? Does the job, business or person? “Confidence in … …” is the beginning of the phrase in vogue.
Occur more often when we talk about people, “the trust / the for … ..”. companies can also build confidence and to sponsor business only with his name. But as a rule trust is between people .
How are people going to trust that indicate a clear tendency to make mistakes and therefore not knowing how to develop its workforce committed ?
When you talk to regain confidence, this is toward the professionals and in the background, to the company. Once again, we can talk about greater economic stability and a stop to the crisis.
With all of this article wanted to highlight that part of the reason that this crisis must also lie with the
HR department, for having signed a “shark of business”, “gurus of the economy” and ultimately by take out “smoke” to astronomical price ‘to’ and now to these, your post comes very big.
The crisis continues to make progress because no one trusts anyone. Neither the politicians nor businessmen, much less from financial institutions.
The Accidental Economist
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