The Key For The Development Of Leadership In Human Resources

THE KEY FOR THE DEVELOPMENT OF LEADERSHIP IN HUMAN RESOURCES

The new human resources management is the cause of uncertainty in ignoring the behavior of the pandemic, so the decision -making of organizations for reorganization and prioritization of the roles of each of the categories is of vital importanceimmersed in the same. In the evolution of the pandemic, various studies have been carried out on the relationship of the workload, its environment and the repercussions on the mental health of employees. In the analysis of these investigations, the existence of 3 behavioral constants in employees during the epidemiological phenomenon such as remaining active, those who have the commitment and accept the crisis situation and finally related to the cultural and religious aspect -based aspect based on the basis of employees are observedIn faith as fortress.

As part of the leadership, the needs of employees should be taken into account, due to the adaptation process that requires crisis situation. For this reason, roles have been analyzed that lead to importance competencies in order to face the epidemiological phenomenon in an integral way, this being a dynamic process in all interpersonal aspects of employees. 

The first role is about making sense of things, it means decision -making due to the restructuring due to the processes of constant change and the way in which they are going to be oriented, becoming inclusive, facilitating the understanding of the process andstructure of the organization’s challenges.

The second role tells us about technologies, which are a fundamental part today for the development and evolution of the organization;One way to include it will be with training courses themselves that represent a window of opportunity in the face of flexibility, another way of using it is to maintain technological innovation for process facilitation through technology. 

The third role refers to the mental health of the workers, a topic that has rebounded to the pandemic crisis, the empathy of personal and emotional problems and giving confidence to express them and above all overcome them, makes this a skillof vital importance in the organization, which leads us to a better tolerance to frustration in the complexity of the epidemic crisis. 

The fourth role is the communication, a skill that is required to carry out the previous roles, since not only takes into account the assertiveness with which I would generate for the knowledge and understanding of the direction that the organization must take but also linked tothe exchange needs that will be presented with the decision making for the well -being of the organization, even to share the strategies that are carried out and also create the participation of the same employees;Another important issue is to avoid misinformation or in any case the bad information to avoid confusion, as well as anxiety, such that they can lead to diverting the objectives of the organization. 

The last role that has been analyzed is to maintain the financial health of the organization, which in employees is a matter of uncertainty when ignoring the stability of their work. 

As we can see the leadership practices in normal times vs in times of crisis have been modified due transformation that has been suffered in the pandemic, for example before the leaders molded the way, now it is necessary to make meaning to the process;Before a shared mission was inspired, it now requires the use of technologies for strategic alignment;Before the process was challenged, the emotional stability of employees is now required;Before others were allowed to act, innovative communication is now required;And finally before the heart was encouraged, it is now necessary to maintain the financial health of the organization through the exposure of the organizational position.

It is necessary to point out that leadership is always strengthened in crisis situations, and the adaptability with which said leadership is handled, is how it will be perpetuated. The perception with which the line of approaching the interpersonal situations of employees is based when confronting the challenges not only current but also future, and these in turn with the ability to transmit the assertive and balanced message, will create an alignment forpositive development to the rest of the organization.