Traditionally, human resource management has been reactive and focused on short-term needs. Fortunately, many companies today have understood that strategic human resource planning can be an important generator of sustainable competitive advantage, able to focus on long-term goals and anticipate for the future needs. Independently of the tangible resources that an organization has and its business objectives, the human factor can make the difference. And the role of human resources is to collaborate closely with the management of the company to contribute to the achievement of the goals pursued and effectively manage their human capital, thus improving their internal coordination and avoiding gaps and duplications in processes and tasks. The creation of a new company involves to planning multiple aspects in terms of human resources. Independently of their size or scope, companies cannot leave their human capital management and corporate culture to improvisation. The definition of the company´s mission and culture will define the strategy, and its organizational structure must be in line with it to achieve the stated objectives.
In this document, we will carry out, from the human resources´ perspective, the planning of a new SME, strongly based on its values and dedicated to the manufacture and sale of natural cosmetics. In it, we will review the main areas of work, that human resources take care of. Starting with the creation of a corporate culture and a strategic plan for its first two years of activity that reflect its essence and objectives to be pursued. Based on this, an organizational structure has been built and the jobs d to achieve its objectives have been defined. Then, a detailed recruitment, ion and incorporation plan has been drawn up to attract the best professionals. Finally, the evaluation, training, development and compensation policy strategy has been developed to retain the talent of the organization. When we talk about employer branding, talent retention, training, career plans, etc. Large companies with abundant resources in economic, temporal and personnel terms always come to our mind. However, in this work, we can see that these actions can also be carried out in small companies with limited resources. Improving not only in its prognosis and the efficiency of its management, but also improving the well-being of the people who are part of it.