Human Resource Management by Country: The Spanish Case

Human Resource Management by Country: The Spanish Case

Human resource management by country: the Spanish case

Now is time for explaining the case of Spain. Of course, it has suffer many changes in their human resources management, for many different reasons; social, economic and political changes have led Spain to an Europeanization of their human resource management; even further on we can speak also about globalization. For this changes study, we are going to focus on the most important ones. This study includes Deloitte studies by surveys and human resource consulting, for the European view, as sources.

The importance of Human resource in Spain and its evolution make it be considered key for people development, career planning and motivation and talent attraction tools creation. All this leads to a profesionalization of the area supplying companies a more competitive labour force. Studies show an evidence need of four key point’s development: management technologies solutions, higher management systems deployment on objectives performance, talent retention and catchments and higher rewarding politics adjustment. We have to say that Spanish technologic solutions related to structure planning, selection and recruitment are at the end f the queue compared to European companies, as 80% of Spanish companies have a management and payroll elaboration software, while 98% of European companies have it.

It is necessary to name demographic trend that points to a progressive aging of the population, that will lead retention processes and qualified profile attraction become relevant points. This aging of labour force (More than 32% between 30 and 38 and more than 25% between 39 and 48) will make human resource trends being pushed by that aging, making expertise and knowledge management of veterans being consolidated. That aging is the consequence of talent shortage and the increasing selection competence.

The importance of investing on human capital is shown on labour force dedicated for human resource management and their budget. In Spain less than 60% companies dedicate between 1% and 15% of their budget to human resource management and more than 30% have between 2 and 5 people on that department. More than 21% has only one person on that department, in this case numbers are more than words for conclusions. On the other hand those workers are considered relevant on companies, as more than 70% are present on the direction committee.

The most important tools for recruitment and selection are: press advertisement, selection consulting, references and head