In the business environment competitive today, people are the greatest asset of any business. A good business strategy will be difficult to be successful if the hr team is managing this development in the right direction. So, how to manage personnel effectively doesn't just stop at the attendance, payroll or compliance with labor laws, which also includes hiring the right people, training the right way, how to motivate and retain talent.
This article Lac Viet Computing will provide comprehensive perspective on how to manage hr effectively, in-depth analysis from concepts to practical benefits, at the same time giving hints about tools and skills needed to business optimization, people management.
1. Hr manager what is the effect?
Personnel management efficiency is the business to adopt a system of strategies, processes, tools for comprehensive management lifecycle employees, from recruitment, training, performance reviews, to career development and retain talent. The core of how to manage this lies in the balance between the needs of the business and the desire of workers.
Others with the way human resource management traditional capital more about administration as records, attendance, or addressing modes, personnel management, effective focus more on creating value. Business not only control, but also to promote personal growth, tapping maximum capacity of staff to cater for the common goal.
For example: A company produced if only attendance managementcalculate salary would stop at “administration”. But if they implement skills training, performance reviews based on KPI clearly, there is reward policies transparent, then it would be considered how to manage employees effectively.
Importance of personnel management efficiency manifested in three aspects:
- Labor productivity: According to a report by McKinsey, the organization has hr strategies, it can increase the working efficiency up to 25% thanks to the mounting personal goals with your business goals.
- Corporate culture: When employees feel respected and have the opportunity to grow, they will stick long, diffuse positive spirit to colleagues.
- Operating costs: A personnel policy good help reduce the rate of absenteeism, thereby saving the cost of recruiting and training again.
In a nutshell, how to manage personnel effectively is not a dry process, which is the overall system align people with strategy for sustainable development of the enterprise.
2. Why businesses need to manage hr effectively?
For every organization, hr was greatest resource is both cost long-term investment. A business strategy whether or to what is also unlikely to be successful if the team is to manage development in the right direction. This is why businesses need to learn to apply how to manage hr effectively, rather than just stop at the administration.
Firstly, productivity enhancing work efficiency.
When staff is working properly targeted capacity development obviously, they will maximize the value of the individual. According to research by McKinsey, the business has strategic hr can effectively improve labor productivity by up to 25% thanks to mounting personal goals with the common goal (source: McKinsey). This is especially important with the organization is to find out information about how to manage personnel effectively to optimize business operations.
Monday, reduce the rate of the holiday cost saving recruitment.
The cost of recruiting new, usually much higher than retaining current employees. Report from Gallup indicates that the business has a team of good coherence reduced to 59% of the rate of absenteeism than the industry average (source: Gallup). This not only saves costs, recruitment training, but also ensures stability in operation.
Tuesday, building corporate culture positive, and retain talent.
A work environment transparent mechanism, fair assessment and welfare policies clearly help employees feel engaged long-term. Culture positive not only retain the good that radiates good image outside, support the recruitment process. This is also the platform for businesses to adopt the management staff is great, it mounts just increase efficiency.
Fourth, ensure compliance with laws reduce the risks.
Personnel management efficiency can not be separated from compliance with the regulations on labor, tax, insurance. This helps businesses avoid legal risks, keep strong reputation in the market. At the same time, when welfare policies are deployed transparency, employees will be more secure in the process of work.
In summary, the way hr management efficiency not only helps businesses optimize productivity and costs, but also to build a solid foundation for sustainable development. This is the key element to medium enterprises meet business goals while improving the experience of employees.
3. How to manage hr effectively in business
3.1. Build strategic personnel associated with your business goals
To manage hr effectively, the first step is business need to define hr strategies must go hand in hand with business strategy overall. Personnel who not just support department which is the key element that helps the organization achieve long-term goals.
For example, if the business aims to expand the market to new areas, the hr department should develop plan staff recruitment, business, marketing, market understanding it. On the contrary, if the business is focused on technology innovation, strategic hr will give priority to the training of number skills, capacity and creativity to the team.
A plan personnel discrete, teen, associated with common goals will lead to wasted resources, stunted growth.
Value bring to a business:
- The forecast is staffing needs at each stage.
- Ensure the team is always ready to meet the changes in business.
- Optimal cost of recruitment, training and management.
3.2. Recruiting the right people for the right position
One of the biggest challenges of the organizations and enterprises are seeking information about how to manage hr effectively is to recruit the right people. Hiring the wrong not only be costly but also affects the mental work of the whole team.
To recruit effectively, businesses need to:
- Construction job description clearly reflect the actual needs.
- Optimal recruitment channels, priority channel bring the candidates the quality.
- Technology application such as software, ATS (Applicant Tracking System) or AI to sift through the profiles, saving time and improving accuracy.
Value bring to a business:
- Minimize risk hiring the wrong person.
- Increased rate of culturally appropriate, thereby reducing the cost of replacement personnel.
- Shorten the time of recruitment, ensure human timely for production activities business.
3.3. Training and development of employee competencies
Training not only helps employees improve their skills, but also is the way for businesses to invest in their own future. An organization has a team of continuous learning development will maintain the competitive advantage sustainable.
According to LinkedIn Learning Report 2024, 94% of employees said they will stick longer with the business if it is investment in training and development. This is evidenced clearly shows the training not only is the cost, which is profitable investments.
The steps to training and development effective:
- Identify training needs based on the goals of each of the departments current capability of employees.
- Design training programs match: combining online learning in place, or mentoring internal.
- To promote a culture of knowledge sharing, where employees learn from each other instead of just learning from the outside.
Value bring to a business:
- Increase productivity, quality of work thanks to our team of highly skilled.
- Reduce the rate of absenteeism because employees feel are of interest development.
- The leadership succession, ensuring the stable long-term growth.
3.4. Performance management, evaluation fair
One of the important factors to hrm effectiveness is to ensure the assessment staff is made transparent and fair. Many businesses today rely only on reviews annually, leading to a situation of staff, lack of motivation, don't know I need to improve now.
To overcome this, businesses should combine between KPI (Key Performance Indicator) or OKR (Objectives and Key Results) – i.e. the indicators and measurable goals specific performance – along with feedback mechanisms often. This helps employees understand their role in the overall picture, there is the development direction clear.
According to a survey by Gartner, organizations apply feedback mechanism for continuous 24% increase working efficiency compared with only periodic review (source: Gartner). This shows how to manage employees through fair assessment not only bring transparency but also promote productivity in the long term.
Enterprise value received:
- Employees clearly see individual contributions and have the motivation to improve.
- Curb discontent because reviews feeling.
- Create a fair environment, encourage real effort.
3.5. Motivational welfare policies fit
No less employees leave the company, not because of the salary, but because feel their efforts are not recognized. Therefore, in addition to the construction of mechanisms salary competitive, businesses need to have policies, benefits, flexibility and achievements recorded in a timely manner.
For example, a company can deploy the system commend outstanding employees, monthly, or apply benefits flexible as tuition assistance, health care, extra vacation days for those who have the special achievements.
Enterprise value received:
- Retain talent, reduce the cost of replacement personnel.
- Raise satisfaction, cohesion of the team.
- Create images attractive business in the eyes of potential candidates.
3.6. Construction corporate culture positive
The enterprise culture is the “glue” mounted staff and decide the level of long-term commitment. A work environment of transparency, encourage creativity, empower employees will help them feel respected and have the opportunity to grow.
For example, Google is the classic example when building a culture of openness, encouraging all ideas, even the least, thanks to which became the dream work worldwide.
Enterprise value received:
- Team cohesion, less conflict, and team spirit high.
- Promote innovation, to bring competitive advantage.
- Development team leader inherit from the internal.
3.7. Application of technology in hr management
In the digital age, the only personnel management paper sheets or Excel will be difficult to meet the requirements of increasingly complex. Businesses need to leverage software, hr management (HRM) or the automation solutions to optimize processes.
For example, software, HRM can integrate payroll software, attendance, performance reviews, benefits manager on the same platform. This not only saves time for the hr department, but also bring the experience of transparency for employees.
Enterprise value received:
- Increase the accuracy and reduce errors in personnel management.
- Support leadership decisions based on data instead of hunches.
- Create a better experience for employees, thereby improving cohesion.
4. Hr managers need skills?
To build how to manage personnel effectively, managers not only need specialized knowledge about labor, wages or law, which must also possess the soft skills important. Here are factors to help businesses maintain team cohesion, productivity, limiting the risk of personnel.
4.1. Skills leadership decisions
A hr manager, good to know-oriented, inspirational, lead staff the right goals of the organization. Leadership does not stop at the “out of order” but also expressed through the ability to assign, empowered to make decisions fast, accurate in the critical situation. For example, upon the occurrence of internal contradictions, managers must decide which solution, ensure both fair to the individual just keep collective psyche.
4.2. Communication skills listening
Effective communication is the bridge to help employees trust ready to share difficult. A hr manager listener will understand the needs and wishes of the employees to timely support and adjust the policy accordingly.
4.3. Skills data analysis, hr
In the digital age, data personnel not only in the timesheet, or pay statements, but also as basis to predict the trend of the holiday, performance evaluations, strategic planning, personnel long-term.
Hr managers need to have reading comprehension skills data analysis to make decisions based on evidence, instead of feeling. For example, data analysis, rate, leave the room can help detect problems in parts of middle management.
4.4. Skills conflict resolution, and motivational
Conflict is difficult to avoid in the work environment diversity. Personnel management efficiency must know reconciled to the same parties “win”, not to contradict prolonged decrease in performance.
At the same time, they need to create motivated by recognition and reward timely and build the roadmap, career development, clearly for employees.
In summary, to become a hr manager comprehensive, need to converge all skills leadership, communication, data analysis, ability to motivate. This is the platform that helps organizations and businesses are finding out information about how to manage hr effectively be stable team, mounted sustainable development.
5. Common mistakes in personnel management of the management leaders
In the process of governance, many businesses whether financial resources better still troubled because of personnel management, lack of strategy or mistakes in basic. Properly identifying the problem will help to organize timely adjustments to build on how to manage hr effectively.
- Hiring the wrong person in the wrong position: One of the causes that the performance decrease is hiring the wrong people or the sort employees into positions not suited to capacity. To fix this, enterprises need to build a recruitment process standardized, competency assessment, comprehensive and applicable testing period the obvious.
- Micro-management, lack of trust staff: Many managers still apply style “micro” – track every little detail, constant intervention into the work of staff. This not only makes employees lose motivation but also reduces creativity. The solution is applied mechanism empowerment, define clear goals, measure results instead of controlling each action.
- Teen strategic development in the long term: Businesses often focus on short-term profits which neglected the construction of the roadmap development. As a consequence, employees, lack of direction, to the holiday. So, businesses need a combination of internal training, mentoring and promotion opportunities clearly.
- No application technology in governance: personnel Management using Excel or papers no longer appropriate when business is increasingly expanded. Data error, takes more time processing procedure is the big hurdle. The solution is application software systems HRM to automate the process, help managers to focus on strategic rather than administrative procedure.
6. Solutions to help businesses improve the efficiency of hr management
To avoid mistakes on the construction and management staff of science, business need a combination of solutions.
A management software resources HRM such as Vietnam SureHCS allows business management throughout the life cycle of employees: from recruitment, integration, and attendance – payroll to performance evaluation. Thanks to automation, businesses can reduce up to 40% of the volume of administrative work from that focus resources on strategic staff development.
- Integrated timekeeping, payroll, performance reviews, on the same system. The synchronization of data between hr processes help reduce errors, shorten the processing time. For example, attendance data automatic updates on payroll system just saves time while ensuring transparency, fairness. At the same time, businesses can track the performance in real time to adjust policies in a timely manner.
- Optimal experience staff, increase cohesion, internal, personnel management, modern not only focus on processes, but also for the experience of employees. A system HRM can provide portal self-service (self-service) where employees easily lookup table luong, sign up leave or update your personal information. This does not only increase transparency but also help employees feel empowered, from that sticking with the organization.
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS HRM
LV SureHCS HRM is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
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- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
TYPICAL CUSTOMERS DEPLOYING LV SUREHCS HRM
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
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AI INTEGRATION ACCELERATES DIGITAL TRANSFORMATION OF HUMAN RESOURCES
Vietnam has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
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WHAT DO BUSINESSES GET WHEN DEPLOYING LAC VIET SUREHCS SOFTWARE?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: surehcs@lacviet.com.vn | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
In the context of competition increasingly fierce, the business organizations are to find out information about how to manage hr effectively, prioritize application technology, strategy building, human development long-term. This is not just a factor to help improve operational efficiency, but also is the foundation to retain talent.
