{"id":16376,"date":"2017-05-15T12:23:24","date_gmt":"2017-05-15T10:23:24","guid":{"rendered":"https:\/\/woffu.com\/simptomes-duna-mala-gestio-de-recursos-humans\/"},"modified":"2026-05-25T23:26:05","modified_gmt":"2026-05-25T21:26:05","slug":"simptomes-duna-mala-gestio-de-recursos-humans","status":"publish","type":"post","link":"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/","title":{"rendered":"S\u00edmptomes d\u2019una mala gesti\u00f3 de Recursos Humans"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">El departament de Recursos Humans no sempre \u00e9s el m\u00e9s estimat pels empleats. Per comen\u00e7ar, us toca executar all\u00f2 que us manen des de dalt. I el cert \u00e9s que el que cal comunicar no sempre s\u00f3n coses bones.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">D\u2019altra banda, en els darrers anys, els departaments de Recursos Humans tamb\u00e9 s\u2019han vist greument afectats per les retallades. Les dificultats s\u2019han fet paleses a l\u2019hora de decidir no cobrir una vacant o de carregar les tasques de la vacant que queda buida a la resta d\u2019empleats que ja s\u00f3n a la plantilla.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">En alguns casos, a m\u00e9s, s\u2019ha prescindit directament de l\u2019equip de Recursos Humans per delegar les tasques de contractaci\u00f3 a altres departaments. I ja sabem qu\u00e8 passa amb els processos de selecci\u00f3 que no estan ben fets: que poden sortir-nos molt cars.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ho mirem per on ho mirem, el departament de Recursos Humans forma el que anomenem \u201ceix estrat\u00e8gic\u201d de l\u2019empresa. No debades, des d\u2019aqu\u00ed s\u2019executa l\u2019estrat\u00e8gia organitzativa de la companyia i es treballa per al desenvolupament personal i professional dels empleats.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Per\u00f2, sabr\u00edeu diagnosticar si les coses van malament? Avui hem volgut recollir un total de cinc s\u00edmptomes que poden indicar-nos que estem fent una mala gesti\u00f3 a Recursos Humans.  <\/span><\/p>\n<p><span style=\"color: #47b0d6;\"><b>\u27a5 No us compliquem m\u00e9s la vida. Sab\u00edeu que <a href=\"https:\/\/woffu.com\/ca\/\" target=\"_blank\" rel=\"noopener\">Woffu <\/a>tamb\u00e9 us ajudar\u00e0?  <\/b><\/span><\/p>\n<ol>\n<li>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<div class=\"ez-toc-title\" style=\"cursor:inherit\">Taula de continguts<\/div>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/#Es_fomenta_una_competitivitat_agressiva\" >Es fomenta una competitivitat agressiva<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/#Hi_ha_massa_rotacio_i_fuga_de_talent\" >Hi ha massa rotaci\u00f3 i fuga de talent<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/#Inflexibilitat_laboral\" >Inflexibilitat laboral<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/#Incertesa_i_manca_dobjectius\" >Incertesa i manca d\u2019objectius<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/woffu.com\/ca\/blog\/persones\/simptomes-duna-mala-gestio-de-recursos-humans\/#Descens_del_rendiment_i_la_productivitat\" >Descens del rendiment i la productivitat<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Es_fomenta_una_competitivitat_agressiva\"><\/span><b> Es fomenta una competitivitat agressiva<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">La competitivitat \u00e9s un esport de risc, que pot tenir costos insospitats. No s\u00f3n poques les empreses en qu\u00e8 es treballa per fomentar, ja sigui directament o indirectament, la competitivitat entre empleats. I aix\u00f2 s\u2019aconsegueix d\u2019una manera molt senzilla: donant ales a les persones que mostren una agressivitat m\u00e9s gran en l\u2019\u00e0mbit professional.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Si els donem el vistiplau, aquests perfils tindran total impunitat per operar amb pocs escr\u00fapols. Pot ser que senzillament diguin que l\u2019empresa els ho ha demanat. I amb aix\u00f2 estarem alimentant el monstre.   <\/span><\/p>\n<p><span style=\"font-weight: 400;\">I qu\u00e8 podem fer? Atureu-vos aqu\u00ed. Els comportaments agressius a la feina poden fer miques la Cultura de l&#8217;empresa. Estudieu seriosament quins comportaments estan fent mella en el rendiment dels altres i neutralitzeu-los.    <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cal fomentar que els empleats valorin la feina dels altres i no motivar la perfecci\u00f3 extrema. El fet que alg\u00fa s\u2019obsessioni a assolir metes impossibles i massa ambicioses pot fer-li perdre el control i posar en marxa una maquin\u00e0ria agressiva perjudicial, tant per a ell com per a les persones del seu equip.  <\/span><\/p>\n<ol start=\"2\">\n<li>\n<h2><span class=\"ez-toc-section\" id=\"Hi_ha_massa_rotacio_i_fuga_de_talent\"><\/span><b> Hi ha massa rotaci\u00f3 i fuga de talent<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Passa molt sovint. L\u2019elevada rotaci\u00f3 entre vacants dins de la mateixa empresa havia tingut una explicaci\u00f3 molt evident en els moments m\u00e9s crus de la crisi. Els professionals preferien rotar entre les vacants de la seva empresa abans que marxar i anar a la deriva.   <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Tanmateix, avui, una rotaci\u00f3 excessiva pot indicar-nos, senzillament, que els processos de selecci\u00f3 no s\u2019estan fent del tot b\u00e9. Aix\u00f2 ens pot fer perdre molt de temps, perqu\u00e8 haurem d\u2019invertir temps i diners a continuar formant empleats perqu\u00e8 executin correctament les seves tasques en els nous llocs. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">La fuga de talent \u00e9s un altre s\u00edmptoma clar d\u2019una mala gesti\u00f3 a Recursos Humans. Aprendre a retenir-lo s\u2019ha convertit en un dels grans reptes per a les empreses, que han d\u2019adaptar les seves pol\u00edtiques i objectius a les noves generacions i perfils que ja han entrat a formar part del m\u00f3n laboral.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00c9s possible evitar la fuga de talent? El primer pas ser\u00e0 preguntar-se per qu\u00e8 aquests empleats no es queden amb nosaltres. L\u2019empresa \u00e9s prou flexible amb els horaris? Es reconeix, s\u2019incentiva i es promociona la feina dels empleats? Quin tipus de l\u00edders hi ha i de quina manera dirigeixen?     <\/span><\/p>\n<ol start=\"3\">\n<li>\n<h2><span class=\"ez-toc-section\" id=\"Inflexibilitat_laboral\"><\/span><b> Inflexibilitat laboral <\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">En l\u2019era de la conciliaci\u00f3 laboral, cada vegada s\u00f3n m\u00e9s els professionals que pensen i exigeixen m\u00e9s possibilitats per conciliar. Els Millennials, una generaci\u00f3 que ja representa el 40% de la for\u00e7a de treball, tenen molt clar que el salari emocional \u00e9s molt important. I no trien un lloc de treball senzillament pel que els aporta econ\u00f2micament. Ben al contrari.   <\/span><\/p>\n<p><span style=\"font-weight: 400;\">D\u2019aqu\u00ed que sigui important apostar per la flexibilitat hor\u00e0ria i oferir als empleats alternatives per poder conciliar la seva vida personal amb la seva carrera professional. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Com n\u2019\u00e9s de flexible la vostra empresa? Les noves tecnologies bufen a favor, aix\u00ed que tenim a les nostres mans la possibilitat d\u2019ajudar els empleats a gestionar b\u00e9 el temps i a disposar dels recursos necessaris per treballar des de casa. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Al mateix temps, es recomana crear models laborals m\u00e9s individualitzats, que fomentin la corresponsabilitat per ambdues parts i que siguin realment \u00fatils per als treballadors. Nom\u00e9s d\u2019aquesta manera estaran disposats a comprometre\u2019s. <\/span><\/p>\n<ol start=\"4\">\n<li>\n<h2><span class=\"ez-toc-section\" id=\"Incertesa_i_manca_dobjectius\"><\/span><b> Incertesa i manca d\u2019objectius<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Quan treballem, habitualment ho fem amb un objectiu clar. Ens posem en marxa perqu\u00e8 ens sentim motivats. Per\u00f2 <\/span><span style=\"font-weight: 400;\">el 78% dels treballadors espanyols estan descontents amb la seva feina<\/span><span style=\"font-weight: 400;\">, i en moltes ocasions, quan abandonen l\u2019empresa ho fan, entre altres motius, perqu\u00e8 no se senten valorats.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Us imagineu com es pot sentir alg\u00fa que ha treballat durant hores, dies i fins i tot mesos en un projecte que finalment no ha interessat a l\u2019empresa? La manca d\u2019objectius i la incertesa respecte a les metes professionals poden acabar desmotivant els empleats.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Com es motiva els empleats? Doncs b\u00e9, el m\u00e9s important \u00e9s deixar les coses clares des del principi i anar comunicant sovint. Per qu\u00e8? Doncs perqu\u00e8 conv\u00e9 que el professional tingui clares les seves perspectives professionals i sigui capa\u00e7 de veure alguna cosa a l\u2019horitz\u00f3. Si, a m\u00e9s, la seva feina \u00e9s \u00fatil, valorada i recompensada, la motivaci\u00f3 augmentar\u00e0 i l\u2019empleat estar\u00e0 m\u00e9s comprom\u00e8s amb el projecte.     <\/span><\/p>\n<ol start=\"5\">\n<li>\n<h2><span class=\"ez-toc-section\" id=\"Descens_del_rendiment_i_la_productivitat\"><\/span><b> Descens del rendiment i la productivitat<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Un bon rendiment \u00e9s vital per complir els objectius de l\u2019empresa. Si heu notat una caiguda estrepitosa \u2014o significativa\u2014 de la productivitat, potser haur\u00edeu de comen\u00e7ar a valorar qu\u00e8 pot estar passant.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Els factors que poden afectar un descens de la productivitat s\u00f3n m\u00faltiples. No hi ha, en aquest sentit, una f\u00f3rmula m\u00e0gica que ens expliqui el perqu\u00e8. Tingueu en compte que hi ha alguns factors que poden ser determinants en la caiguda de la productivitat:   <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">La desmotivaci\u00f3 <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">La manca de planificaci\u00f3 <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Descuidar la felicitat dels empleats<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">No tenir en compte els factors ambientals (llum, temperatura, higiene\u2026) <\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Els assumptes personals dels empleats<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Tanmateix, vosaltres coneixeu l\u2019empresa i els empleats millor que ning\u00fa. I sou vosaltres qui podeu determinar fins a quin punt l\u2019organitzaci\u00f3 de l\u2019empresa, els diferents processos, el nivell de motivaci\u00f3 dels empleats, la planificaci\u00f3 o fins i tot l\u2019equipament poden estar jugant un paper clau en la caiguda de la productivitat.  <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Parleu-hi i pregunteu. Examinar, analitzar i corregir punt per punt aquestes debilitats determinar\u00e0 el vostre \u00e8xit i la capacitat de remuntar.  <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>El departament de Recursos Humans no sempre \u00e9s el m\u00e9s estimat pels empleats. Per comen\u00e7ar, us toca executar all\u00f2 que [&hellip;]<\/p>\n","protected":false},"author":19,"featured_media":13152,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[153],"tags":[],"class_list":["post-16376","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-persones"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>S\u00edmptomes d\u2019una mala gesti\u00f3 de Recursos Humans - Woffu<\/title>\n<meta name=\"description\" content=\"Descobriu els principals s\u00edmptomes d\u2019una mala gesti\u00f3 de Recursos Humans i com afecten el rendiment dels empleats i l\u2019\u00e8xit de l\u2019empresa\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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