Find Out Why You Should Pay Attention to Personnel Management to Develop Talents

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delwar80
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Joined: Sun Jan 23, 2022 5:03 am

Find Out Why You Should Pay Attention to Personnel Management to Develop Talents

Post by delwar80 »

You already studied the 1st Industrial Revolution, right? So you know that to get to the configurations we have today, there was a long process of constant reviews of working conditions: before, employees were seen as replaceable parts. Now, we are more and more aware of the importance of personnel management.

Even the term changed: those, ຊື້ຖານຂໍ້ມູນ Email ແລະສ້າງລາຍຊື່ອີເມວໂດຍໄວ who used to be employees, today, are collaborators. In other words, more than exercising a specific function in the business, we know that the team collaborates directly with the results of an organization. And that is precisely why it is so important to invest in this resource. Follow us! The concept of personnel management A business needs to be managed to stay healthy. Included in that list are financial , administrative, input and also people management.

The concept of personal management has to do with taking care of the resource so that it produces results. Doing good personnel management is more than recruiting and following labor standards. The important thing is to manage the collaborators so that they give the best of themselves to the business. Here we are talking about retention, assessment and motivation of human capital. We can say that personnel management is not restricted to one sector, such as the Personnel and Human Resources Department, but must be practiced in all areas of the business, concentrating on making the entire work environment more harmonious, productive and participative.

The 5 pillars of personnel management When we talk about pillars, we are referring to certain concepts on which personnel management is based. That is to say, without them it would not be able to remain solid. Therefore, everyone must be protagonists. 1. Motivation Personnel management begins and ends with motivation. Motivated professionals work better, relate more harmoniously and deliver more significant results.

Many managers still believe that the motivation comes from financial investments, but they are wrong. Sure, news of a raise is always welcome. However, the issue is deeper, for the collaborator to give the best of himself in the activities he performs, he needs a leadership figure, who really stimulates his personal and professional development, as well as a good dose of mutual trust.

2. Horizontal communication Communication is another key to personnel management. Before, the standard configuration of a business was hierarchical, when the opinions of those led were subordinated to those of the leaders. But this picture no longer has anything to do with new business models. The word of the moment is dialogue. Encouraging a feedback culture is one of the best ways to improve communication within an organization. Thus, all voices are heard and considered important for the constant evolution of the business. The consolidation of a culture of horizontal communication is an excellent way to constantly improve internal processes.

In the end, no one understands what needs to be done or improved more than someone who is directly in charge of a certain task: the perception is more global when there are no hierarchical limits. 3. Teamwork Teamwork is a classic of personnel management and rightly so: the culture of cooperation and community is usually more beneficial than that of individualism. For this, the figure of the leader is essential, since it is he who is going to keep the professionals aligned with respect to the same objective. The central idea of ​​teamwork is that everyone has the feeling of belonging to something greater than each other.

All the diverse competencies and skills in a team contribute to building a more successful whole. 4. Assessment of skills In personnel management, the importance of assessing skills is very clear. This ranges from the organization of work routines — distributing collaborators in the sectors and functions in which they perform best — to the recognition of the work done — awards, bonuses and outstanding titles. Constantly evaluating the performance of professionals is essential. When the results are positive, managers must strive to congratulate the team and recognize their merits. When they are insufficient, demands can be better directed and strategic stimuli promoted.

5. Professional development Last but not least, the 5th pillar of personnel management is related to a culture of continuous learning. Investing in the team is promoting the professional development of employees through courses, training and conferences, for example. Another way to stimulate the improvement of professionals is to develop a reward program for those who invest in their own training. Discounts for undergraduate and/or postgraduate studies or readjustments in the salary band for enrollment in extension courses in an area of ​​interest for the business, are possibilities that your professionals will like very much.
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