A company's financial services manage cash flow, its general services manage the car fleet or office supplies, its quality department manages standards etc. Its Human Resources department is responsible for personnel management, a major challenge for all companies.
Beyond managing it, developing this invaluable asset made up of men and women who all work together for the success of the company is the sign of wise and efficient personnel management. What are the components of successful personnel management?
Personnel management, a strategic activity.
Multi-year strategic plans set goals and sales figures, forecast EBITAs, bet on cash flow... Business strategy tends to align numbers more closely. But there are some that incorporate an essential driver of global performance: human capital. HCM (Human Capital Management) is in charge of managing an intangible asset that does not appear on the balance sheet, although it is considered to be decisive for the success of the organization!
This value is evaluated through indicators of cost, commitment and productivity.
In addition, the processes of recruitment, transmission of knowledge, training and retention are part of a genuine proactive approach that includes in the same business strategy, HR policy and commercial policy.
Putting human capital at the heart of business strategy means allowing your organization to deal with the vagaries of its environment. It is also working to make its employees committed, competent, autonomous, autonomous, autonomous, adaptable, responsive, flexible... All qualities and skills that represent the key factors of success of an organization.
How to optimize personnel management?
Declaring that people are at the heart of the organization is commendable, but in concrete terms, how is the approach structured?
Overall, the idea would be to ensure that each employee is in the right place at the right time.
To do this, it is essential to start your action with a skills assessment. We then identify, on the one hand, the needs in terms of profiles and, on the other hand, the technical and behavioral skills (called Soft Skills) collaborators... But not only! Everyone's expectations and aspirations are also taken into account.
Effective personnel management then consists in making all this match, by providing the appropriate training if necessary.
What are the mechanisms for optimized personnel management?
- The recruitment policy (which integrates the management of “diversity”)
- La talent management,
- The devices of internal mobility,
- Predictive management of jobs and skills,
- Les annual evaluation interviews which are now accompanied by professional interviews,
- Employee loyalty schemes.
In support of these devices, and to implement them, HR managers have at their disposal more and more software as well as “HCM solutions”. What are the areas of application of HRIS?
- Recruitments,
- “Employee retention” (strategy aimed at maintaining the best employees),
- Management of working time, holidays, absences,
- Remuneration,
- The skills development,
- Annual evaluations and professional interviews,
- The courses
Some software also has modules offering to conduct predictive analyses, making it possible, for example, to identify “risk profiles” who could be prone to demotivation, resignation, etc.
These software and their “intelligent” modules can contribute a lot but do not exempt HR managers from carrying out all these missions in project mode by adding rigor and reflection.
The benefits of good staff management
Careful and effective staff management is virtuous in many ways.
Overall, it results in a better employee engagement rate and generates:
- A more efficient organization, as long as the challenge “the right employee, in the right position” has been met. The company thus ensures that it gets the most out of its resources while satisfying them.
- Well-identified and anticipated needs, thanks to the upstream management of recruitments and career paths to be expected.
- A better rate of motivation and retention of employees who know that the company takes care of their well-being at work, takes into account their aspirations and allows them to better plan for the future.
