Not only do the relationships between employees and the company depend on proper personnel management, but also other issues related to productivity and the administration of own resources, both human and financial. Traditionally, personnel management has been one of the most important functions of Human Resources departments. However, this area is experiencing an accelerated process of digitization and automation that will allow companies to face the challenges of the future with greater possibilities of success.
Attracting talent is, of course, essential not only for growth but also for the survival of the company in an increasingly competitive environment. Personnel management has a direct impact on the commercial strategy of the company, as far as it allows making relevant changes, responding to operational needs, and dealing with an aspect as decisive as motivation. Personnel management is understood to be the set of tasks that deal with the relations between the workforce and the company.
There is no unanimous criterion on what the tasks of this section of business administration are, and may include attention to legal or tax aspects if this has been previously delegated. Anything that influences the employee’s circumstances inside the company, from the hiring process to the termination process or retirement process has to go through the personnel department. This wide range of metrics to be analyzed includes the recognition of the needs of the employees (training, logistics, etc), the management of the requests of the workforce, the control of the development of the working day (compliance with schedules, collection of hours worked, and others) or attention to certain contractual aspects.
Personnel management can be carried out in multiple ways. Conventionally, supervisors were in charge of examining in detail the situation of each worker, updating their data, and preparing corporate files for use by other departments or the management itself. For optimal personnel management, it is necessary to know the management and performance indicators that must be measured and analyzed. There are templates available so that you can enhance personnel management.
Fluid Data Transmission
The most notable objective of personnel management is the simplification of the administration of the workforce. There are a wide variety of parameters that should be taken into account. For this reason, good personnel management must ensure the fluidity in the transmission of data and its accessibility –and ease of use- for the interested parties. The technology and automation of processes will facilitate the management of the personnel on a day-to-day basis.
In any case, the legitimate –and necessary- search for greater operational advantages for the company cannot collide with the well-being of the workforce. Thus, personnel management also deals with variables that are difficult to measure, but crucial for the good performance of the company, such as motivation, satisfaction, corporate commitment, or the future prospects of employees in the company (labor mobility and Internal promotion). Linked to the above, the retention of talent is very present in the administration of the workforce and in the management of personnel in generic terms. After all, employee training consumes company resources and you should make the most of it. In fact, training is one of the keys to retaining employees, as well as growth and internal promotion strategies. This is a great way to improve. On the other hand, talent retention also involves flexibility, that is, by setting flexible hours, facilitating family reconciliation, rewarding talent, and so on.
In recent years, HR departments have been able to perform the different aspects of personnel management with greater success and saving time, thanks to the introduction of the most useful HR management tools. The implementation of Human Resources software that covers all these needs can generate interesting advantages for companies.