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George Shackle, a British economist, defined the concept of decision-making in the 1970s as «a cut between the past and the future,» offering an alternative to cope with uncertainty. In simple terms, it involves organizing and planning for the future with the goal of achieving a specific end.

Other theorists, such as William Greenwood, suggest that it is «the choice among several possible alternatives, taking into account the limitation of resources and with the intention of achieving a desired outcome.»

Regardless, making a decision involves choosing the best option among the possible alternatives. It is a process that begins with identifying a problem, during which it is necessary to analyze the alternatives, apply the most appropriate one, and subsequently evaluate whether or not the intended goals have been achieved.

Real-life examples of successful decision-making include Henry Ford’s decision to increase his workers’ salaries, which allowed him to attract more talent and improve his company’s productivity, and the decision made by Apple’s executives to bring back Steve Jobs after firing him, ultimately leading to the company’s significant development in later years.

Therefore, decision-making within a company is a critical process for productivity and organizational development, helping to choose between different alternatives or solutions to a problem, and defining the organization’s focus and identifying necessary actions to meet objectives.

Why Human Resources is Vital for a Company’s Success?

If a company is a garden, then Human Resources are the gardeners. Their task is to carefully select the seeds that will be planted, choosing those with the greatest potential for growth and success, so that the company can flourish and bear fruit.

Human Resources is also responsible for nurturing the talent within the company, as the poet William Wordsworth once said, «Nature never betrayed the heart that loved her.»

The Human Resources department is a vital piece in achieving the strategic goals of the organization. It focuses primarily on improving and helping to develop and retain the human talent that makes up the company, which can mean the difference between success and failure.

The HR department is responsible for fostering a positive work environment that drives the organization to improve its efficiency and effectiveness. It is the department responsible for representing and transmitting the company culture and values to employees, ensuring that the goals of the company and the objectives of its workers are aligned.

While every HR department should be tailored to the specific needs and goals of the company it serves, there are common functions and responsibilities that are shared across all of them. If you want to learn more, keep reading!

Functions of an HR Department:

1. Workforce Planning and Recruitment: The HR department is responsible for planning and preparing the workforce needs of the organization, including forecasting future needs and defining the roles and responsibilities of employees. The most crucial function of the HR department is recruiting and selecting suitable candidates who fit the job description and meet the company’s requirements.
2. Personnel Administration: This function covers all administrative tasks, such as preparing employment contracts, managing payroll, social security, managing leave and vacation, overtime, illness, employee transfers, and promotions.
3. Performance Evaluation and Development: The HR department is responsible for designing and implementing programs to develop employees’ skills, abilities, and talents, ensuring their engagement and commitment to the organization. Talent management is a critical function that focuses on developing employees’ potential so that they can continue to grow and contribute to the company.
4. Employee Training: One of the primary functions of the HR department is to identify the training and development needs of the workforce, develop training programs, and provide relevant training to employees. The goal is to help employees reach their full potential and adapt to a constantly changing environment.
5. Employee Relations: The HR department is responsible for managing and resolving labor issues that arise between the company and its employees. They serve as intermediaries between management and employee representatives (works council, unions, etc.) to ensure that there is a fair and equitable balance between all employees within the company.