{"id":23737,"date":"2019-01-02T02:37:09","date_gmt":"2019-01-02T02:37:09","guid":{"rendered":"http:\/\/www.emmaginer.com\/la-desdramatizacion-de-hr\/"},"modified":"2019-01-14T02:45:17","modified_gmt":"2019-01-14T02:45:17","slug":"la-desdramatizacion-de-hr","status":"publish","type":"post","link":"https:\/\/www.emmaginer.com\/ca\/la-desdramatizacion-de-hr\/","title":{"rendered":"La desdramatitzaci\u00f3 d\u2019HR"},"content":{"rendered":"<p>Fa uns dies, tot navegant per Linkedin, vaig trobar un post on una persona explicava que, despr\u00e9s de tres mesos a una empresa, s\u2019havia adonat que el seu prop\u00f2sit no encaixava all\u00e0 i havia decidit presentar la seva baixa. El post estava escrit amb molta coher\u00e8ncia i <!--more--> amb una visi\u00f3 molt pr\u00e0ctica, gens dram\u00e0tica. El primer comentari a aquest post era d\u2019una persona d\u2019HR d\u2019una altra empresa que, a t\u00edtol general, responsabilitzava aquest departament de no explicar b\u00e9 la posici\u00f3 i les expectatives quan els candidats fan les entrevistes. Aquesta reacci\u00f3 em va deixar desconcertada. <strong>Per qu\u00e8 alg\u00fa d\u2019HR fa assumir responsabilitats a un departament quan en cap moment l\u2019autor del post parla d\u2019HR ni de buscar \u201cculpables\u201d?<\/strong><\/p>\n<p>S\u00ed, evidentment, HR (o qui faci l\u2019entrevista), ha d\u2019explicar b\u00e9 les posicions i ser honest quan ho fa. Per\u00f2, un cop dins l\u2019empresa, la persona ha de <strong>rebre una bona acollida al seu departament<\/strong>, alg\u00fa del seu entorn immediat l\u2019ha de guiar en els seus primers dies, la persona a qui reporta (tingui el tipus d\u2019estructura que tingui la organitzaci\u00f3) l i ha d\u2019anar explicant els matisos del seu rol i resolent dubtes, &#8230; <strong>La integraci\u00f3 reeixida d\u2019un candidat que esdev\u00e9 client intern \u00e9s una responsabilitat compartida (tamb\u00e9 pel nou treballador, que al final \u00e9s qui decideix si l\u2019entorn el conven\u00e7 o no).<\/strong><\/p>\n<p>En el nostre afany per fer una feina ben feta, sovint els professionals d\u2019HR <strong>ens fem trampes al solitari<\/strong>. Hi ha vegades que som com les mares que estan fent el llit dels fills fins que marxen de casa (i que, un cop fora, continuen enviant-los <em>tuppers<\/em>) o com els pares autoritaris que deixen o no sortir de nit (tots dos rols molt del segle passat). Tamb\u00e9 hi ha moments on som com l\u2019equip de neteja d\u2019aquella pel.l\u00edcula d\u2019en Tarantino que en castell\u00e0 es va traduir com <em>\u201cT\u00fa asesina, que nosotras limpiamos la sangre\u201d<\/em> i que en angl\u00e8s es deia \u201c<em>Curdled<\/em>\u201d. <strong>Nosaltres no volem fer cap d\u2019aquests rols &#8230; Aix\u00ed doncs, per qu\u00e8 els hem d\u2019acceptar o, encara pitjor, contribuir que es mantinguin a les organitzacions?<\/strong><\/p>\n<p>Per aix\u00f2 mateix, <strong>cal que HR abandonem aquest to hiperresponsable i abnegat i ens divertim m\u00e9s<\/strong>. Oblidem-nos de productes avorrits i d\u2019implementacions eternes que mai no emocionaran ning\u00fa per m\u00e9s perfectes que semblin. <strong>Compartim m\u00e9s amb el nostre client intern<\/strong>, que \u00e9s qui ens donar\u00e0 les claus que necessitem. <strong>Gaudim fent all\u00f2 que ens agrada<\/strong> i que \u00e9s el nostre motiu d\u2019existir a les organitzacions: treballar amb les persones, tot utilitzant un <strong>llenguatge que tothom de la nostra organitzaci\u00f3 pugui entendre i compartir.<\/strong><\/p>\n<p>Perqu\u00e8 <strong>nom\u00e9s desdramatitzant HR aconseguirem ser sexy i trobar el nostre prop\u00f2sit dins les organitzacions.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Fa uns dies, tot navegant per Linkedin, vaig trobar un post on una persona explicava que, despr\u00e9s de tres mesos a una empresa, s\u2019havia adonat que el seu prop\u00f2sit no encaixava all\u00e0 i havia decidit presentar la seva baixa. El post estava escrit amb molta coher\u00e8ncia i<\/p>\n","protected":false},"author":3,"featured_media":23734,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[154],"tags":[397,681,682,456],"class_list":["post-23737","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-noticies","tag-clientintern-ca","tag-desdramatitzanthr","tag-responsabilitatcompartida","tag-sexyhr-ca"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>La desdramatitzaci\u00f3 d\u2019HR - Emma Giner<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.emmaginer.com\/la-desdramatizacion-de-hr\/\" \/>\n<meta property=\"og:locale\" content=\"ca_ES\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"La desdramatitzaci\u00f3 d\u2019HR - Emma Giner\" \/>\n<meta property=\"og:description\" content=\"Fa uns dies, tot navegant per Linkedin, vaig trobar un post on una persona explicava que, despr\u00e9s de tres mesos a una empresa, s\u2019havia adonat que el seu prop\u00f2sit no encaixava all\u00e0 i havia decidit presentar la seva baixa. 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