Personal management

Published on 05/04/2024

Personal management

Published on 05/04/2024
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Personal management

Currently, within the Human Resources Department of any company, one of the most important priorities is to maintain a high level of personnel management. But what is understood by personnel management, and what are the roles involved? We explain everything you need to know to optimize this type of management in your company.

Until recently, the focus of the Human Resources teams in a company was on managing administrative procedures for employees. In fact, in classic 20th-century business management, the primary factor of competitive advantage was physical capital, i.e., the plants, machinery, and buildings used for the production and sale of goods. This “competitive advantage” is now a thing of the past.

Currently, the sophistication of technologies and the centrality of knowledge have emphasized the role of human capital. The life of a company revolves around the people who comprise it; their skills and their ability to contribute to the achievement of business objectives.

For those responsible for personnel administration and management, this has meant an expansion of their scope of action. Nowadays, an HR Manager can take care of different aspects within business activity, awakening different skills and fostering professional growth.

What is personal management?

Personnel management can be defined as the set of all policies, practices, and systems implemented within a company to manage the behavior and performance of the team of professionals that comprise it.

Effectively managing human capital means positively influencing the performance of the entire organization, both in terms of stability and productivity.

The main activities of personal management

A person responsible for managing people and teams has a great responsibility for maintaining the professional structure that forms the organization and must take care of a series of key activities for the proper functioning of business productivity and a positive work environment.

Personal management
Human capital planning

It is the basic activity of a personnel management strategy. Through the planning process, HR Managers identify, based on the company’s objectives, which professional profiles the company already has and which ones it needs to acquire externally.

Recruitment and selection process

It involves searching for new professional profiles in the labor market. The selection process consists of several steps:

  • Defining the job advertisement based on the desired profile
  • Choosing the channel (newspapers, websites, specialized agencies, social networks)
  • Analyzing received resumes
  • Conducting interviews
  • Selecting the suitable candidate

Personnel training and development

Training is one of the main drivers available to the company to remain competitive in the market. Therefore, generating continuous learning in the workforce is necessary.

Sharing the company’s objectives with employees and providing them, if necessary, with the appropriate skills to achieve them is crucial for guiding the organization towards expected results.

Personnel evaluation

It refers to monitoring employees’ performance and is a prerequisite for defining personnel incentive systems and identifying any weaknesses. At the end of the evaluation process, an improvement plan is developed, indicating, if necessary, the actions to be implemented to improve the performance of the individual worker.

Salary management

Generally, it is an exclusively accounting activity; however, nowadays, it is directly related to personnel management since salary compensation is defined with the aim of attracting and retaining people, motivating them, and aligning their behavior with the company’s objectives.

Supervision of union rights

In the labor field, two often opposing realities are faced, the employer and worker representatives (unions). The person responsible for union relations supervises all activities related to compliance with collective agreements, salaries, vacations, etc. They play a key role in disputes or corporate crises.

Ensuring compliance with legal regulations

Companies must comply with a series of laws and rights that protect employees and ensure effective labor development, such as the law on recording working hours and the telecommuting law.

Personnel management includes, therefore, very different areas of activity, which develop solid human skills in the professional or team in charge, providing great benefit to the company’s work environment.

The importance of technology for personal management

Investing in human resources software is key to process optimization in any company, especially in the field of personnel management. As seen, professionals assume different responsibilities within the organization.

Many hours are often lost in performing manual tasks that require time and high concentration. Software automatically processes data based on information inputs and historical numbers, thus providing time to dedicate to more strategic and profitable activities for the company.

A practical and clear example is organizing the work calendar and responding to vacation requests, permits, and shift changes, which can take days until fully authorized. Approval processes within an organization tend to be slow and complex.

Adopting the right software for personnel management, which automates request submission and, at the same time, simplifies the approval process, undoubtedly optimizes processes, also reducing the stress level of those involved.

Dedicated personnel management software, such as performance management , WorkMeter’s productivity measurement software, not only makes the work of the Human Resources Department more efficient but also, thanks to automatic data recording and objective reporting, ensures compliance with the working hours recording law and telecommuting law, thus protecting the company from potential sanctions.

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