Why is personnel management so crucial to an organisation?
What is personnel management?
Personnel management is managing people to implement the organisation’s projects. At the same time, the maximum emphasis is placed on employees’ work, experience, and talents and the level of their satisfaction with the work itself.
In other words, personnel management is not about strict control over the employees’ actions but about the ability to interact with them: respect, motivate and direct their work for the benefit of the company.
Fundamental principles of personnel management:
- Attention is paid to their business and personal qualities when selecting employees.
- Quantitative harmony between young specialists and already experienced employees is vital in the team.
- The activities of employees are evaluated based on which the company forms strategies for each worker’s professional growth and development.
- Healthy and transparent competition are encouraged, thanks to the significant development of the company’s human resources potential.
- There is trust in each employee in the organisation.
- However, there is also a system of adequate verification of each employee’s work results.
- There are opportunities for each of the employees to improve their professional qualifications.
- The organisation carries out all company personnel and management activities following applicable legal acts.
Why is personnel management essential in any organisation?
We know that the success of any organisation depends on the people who work in it. Therefore, managing these people is a tool for achieving the company’s success!
Understanding the importance of management can be seen if we consider the main types of personnel manipulation in any organisation:
Step 1. Recruitment of employees for open positions.
Logically, the candidate must meet the requirements set by the company so that, in the end, we get a well-established work system. The one who manages the personnel conducts interviews, gives test tasks, and arranges a candidate for a trial period.
Step 2. Adaptation of new employees in the workplace.
A new person should get involved in activities as quickly as possible. The HR manager helps them with this.
Firstly, a new worker is assisted in organising a personal work process. Secondly, managers provide them with individual support during adaptation to a new team. Thirdly, HR specialists offer professional help to a new team members.
Also, the HR manager determines who can support colleagues first, based on the level of employment and coworkers’ friendliness.
Step 3. The development of each employee and team as a whole.
Continuous development and improvement of one’s professional skills is the key to a person’s success and the entire team. That is why the organisation of various training events and implementing the correct motivation system is another vital part of the personnel management system.
Step 4. Maintaining employee morale and corporate culture.
The manager responsible for managing the staff monitors the relevance of the corporate culture code and whether employees violate it.
Therefore, correctly selected and adequately integrated into one team of employees depends on how they can create productive teams and achieve the company’s goals.