Personnel management is a cornerstone of corporate management, and involves developing a coherent, efficient set of tools and processes with multiple objectives: recruiting, training, motivating, evaluating, remunerating and integrating staff. The aim is to enhance each employee’s professional career development, while optimizing their efficiency.
Personnel management: a fundamental mission
Managing personnel involves a range of administrative tasks relating to the organization and administration of human resources. The HR Manager works closely with the Accounting Department on the administrative side of personnel management. But also, with the finance department in decision-making on recruitment, training and employee mobility.
Personnel management requires a mastery of many technical aspects of business management: monitoring activities, managing absences and leave, complying with legislation on working conditions, preparing administrative documents such as employment contracts, promises of employment, DPAEs, and so on.
Regulations governing personnel administration are inflexible. This mainly concerns the harmonization of labor relations, such as conflict management, cases of contractual termination, and the enforcement of labor law with regard to working hours and breaks. The scope of responsibility of personnel managers is therefore vast, and essential to the overall operation of a company.
Personnel management: the key to a company’s productivity
People are the foundation of a company’s productivity and efficiency. Without it, a company cannot achieve its objectives in terms of profitability, sales or promotion.
Indeed, beyond the strictly technical aspect of company management, the human factor remains its main driving force. That’s why it’s vital to ensure that each and every employee feels individually involved in the company’s plans for the future.
For decision-makers, this requires excellent anticipation of the talent to be recruited. This means that the profiles of each employee who joins the company must perfectly match not only the spirit of the company, but also the dynamics of its ambitions.
From the manager’s point of view, it’s essential to practice a positive, constructive management strategy. It’s a methodology that involves the responsibility and decision-making of team members, so that every employee is aware of his or her usefulness to the company.
In short, sales, profitability statistics and performance forecasts are only a small part of business management. Human capital remains the only strategic resource that can optimally achieve these figures!
How to adopt a good personnel management strategy?
For the most efficient personnel management possible, there are numerous solutions applied at all levels.
On the administrative side, automating tasks avoids the risk of errors and saves production time. For example, the company can use human resources management software. It’s a tool that brings together all the administrative and repetitive tasks you’ll need to carry out, such as URSSAF hiring declarations, managing absences and paid leave, issuing pay slips and so on. That’s why over 90% of companies with 3,000 or more employees use a Human Resources Management Information System (HRMIS), a tool that facilitates the mass management of all HR data.
From a managerial point of view, regular skills assessment and ongoing employee training are essential tools for supporting skills development. This also implies a management system based on two-way communication, and more flexible internal mobility arrangements.