In the context of competition increasingly fierce, a process, personnel management, it becomes important platform for enterprises to maintain stable operation for sustainable development. This process not only helps to reduce errors in recruitment, training or pay salaries, but also improve the experience of staff from that increase performance and cohesion.
Therefore, many organizations and businesses are looking for information about the process of personnel management, with special attention to the template process or flow chart hr management, clear, easy to apply, as well as the process is standardized according to ISO standard. The construction of a process suitable not only is compliance with internal regulations which is also a strategic tool to help businesses better management of human resources in the long-term development.
The same Lac Viet Computing find out details in this article.
1. Process personnel management, what is?
Process personnel management is the set of steps, guidelines specific to business human resources management in a systematic way, from when a candidate filing to the time they leave. In other words, this is the “map” to help businesses ensure all activities related to the place orderly, transparent consistency.
For example easy to understand: when a company needs staff recruitment, process management, personnel will only get the steps to perform as determining human resource needs, posting vacancies, interviews, contract, training, integration, performance evaluation, construction salary and bonus, and the last is the process of transfer when employees leave. Thanks to a clear process, businesses will limit status recruit the wrong people, training, overlapping or handle errors in salaries and bonuses.
The role of hr processes not only in administration but also the tools to support strategy. When designed properly, the process to help businesses:
- Enhance effective management: reduce dependence on the individual, ensuring every stitch personnel will adhere to standards of consistency.
- Legal compliance: to avoid risks when audit or inspection labor.
- Improving the experience of employees: new employees quickly, current employees are rated fair, the full enjoyment of rights.
- Optimal cost: reduce wasted time, resources, increasing labor productivity.
Therefore, understanding the concept of the role of the management process is an important first step for businesses to build a management system, hr professional, in accordance with the actual operation-oriented long-term development.
2. Why business need to process personnel management?
A business whether small scale or large, is not able to operate effectively if the lack of a process, personnel management, clear consistency. This works like the construction of “blueprints” for the entire operation, people management, from recruitment and training to assessment and treatment. There is no process, business easy to fall into overlapping work, errors or lack of fairness, directly affect business performance.
2.1. Increase transparency fair
A hr process, it ensure all activities related to employees are based on clear criteria, can be tested. For example, when a bonus or promotion, transparent processes help employees understand why they are selected or not satisfactory. This minimizes internal contradictions create confidence for the team.
2.2. Minimize legal risks
In the business environment today, the regulatory compliance of labor laws is a mandatory requirement. A sample process personnel management is standardized, especially if the reference process, personnel management according to the ISO standard will help the business avoid the risks such as contract disputes, irregularities in payroll or insurance. 't only help save legal costs, but also protect brand reputation.
2.3. Enhance effective coordination between departments
Hr process not only reserved for HR departments which also related to many other departments. When there is flow chart hr management obviously, the parts will be easy to coordinate and avoid the status of “push responsibility”. For example, when a new employee joined the hr take care of the formalities, IT rooms, preparing the equipment room, professional development training. All steps are clearly defined, ensure there are no “holes” in the experience of new employees.
2.4. Increase experience staff
Key employees as “internal customers” of the business. A hr process smooth help them feel respected and supported right from the date of accession until leaving the organization.
According to a survey by Gallup in the year 2023, the business process onboarding effectively will help to increase 82% retention of staff in the first 3 years (Source: Gallup). This is clearly evidenced for the hr process not only impact on effective governance, but also directly affect sustainable development.
In summary, the process of hr management as well as administrative complex, which is the strategy tool that helps business administration human in a transparent, legal compliance, increase efficiency, coordination, experience staff. This is a foundation to building a culture of strong business, create a competitive advantage long-term.
3. The steps in the process of personnel management standard today
3.1. Determine staffing needs
The first step in the process of personnel management is to clearly define staffing needs of the business. This is not simply count the number of empty position, but also need thorough analysis of the volume of work, strategy development, financial capability of the organization.
For example, a company is expanding into new markets will need to add more business team and customer care, while a manufacturing business may need to engineer technology to enhance productivity. The accurate forecast staffing needs help businesses avoid redundancy of the – wasting the cost, or lack of people – disrupting activity.
3.2. Recruitment integration of new employees
After identifying the needs, the business entered the stage of recruiting integration (onboarding). This is the link key by hiring the right people, the right time will decide directly to the quality of personnel input.
A flow chart hr management at this stage often include: posting, recruitment, screening resumes, interviews, reviews, negotiation and signing of the contract. However, many businesses often overlook stitched integration makes new employees hard and quickly leave the company.
3.3. Training development
Don't stop at recruitment, enterprises need to build a process, training and development of staff to ensure the team is always ready to meet the job requirements, to adapt to change.
Training can include the orientation program for new staff, courses, advanced professional, or soft skills such as time management, communication, leadership. In parallel, staff development toward preparing for staff roadmap profession, for example: a business has the potential to be oriented to become the group leader.
When implementing hr processes in the enterprise, the application of technologies such as learning management system (LMS) or software HRM integrated training, will help enterprises save time, track the results and the learning for each employee.
3.4. Performance management work
Performance management is one of the important pillars of process management, personnel management, because it helps businesses measure the exact level of contribution of each individual and the collective. Instead of reviews based on sentiment, many businesses today are application-specific metrics such as Key Performance Indicators (KPIS) or OKR (Objectives and Key Results).
For example, with a sales staff, KPI can be sales by month, while the OKR can be the goal of expanding the new market. When the review process transparent, with clear criteria, staff will understand they need to gain nothing from it to focus more on work.
3.5. Policy salaries, bonuses, benefits
Salary, bonus and benefits is the key element to keep motivate employees. A remuneration policy justified not only need to comply with labor laws, but also to ensure competitive compared to the market.
For example, in addition to the basic salary, the business can replenish the account benefits such as health insurance, subsidies for travel or work mode, flexible. This is the way that many companies in technology are applied to make a difference in attract talent.
3.6. Management, labor relations
Any business will also have at rise to a conflict or dispute between employee and the company. Therefore, the construction management process labor relations is essential to maintain the working environment is stable.
This content typically includes: set up the internal labor regulations, mechanisms to handle complaints and disciplinary process fair, transparent. For example, when employees reflect on working conditions, businesses need to have a channel for receiving handle clear instead of ignored.
3.7. Process quitting handed
Many businesses often focus on recruitment, but lack of investment for the period of stay of the employee. In fact, this is also an important step in the way hr processes in the enterprise.
A process to stay in the post include: receiving applications for stay approved, handing work, payment of salary and bonus in – insurance and finally the interview just to collect feedback. When made transparent, this process will minimize the risk of loss of information, ensure the work is resumed, at the same time maintain the professional image of the business in the eyes of former employees.
4. Sample flow chart illustrating process, personnel management
A sample process hr management standards not only help the business effective control activities related to human, but also reduce errors ensure transparency in each stitch. With the medium and large business, the application of a clear process becomes increasingly important because large volume of work, number of employees and requires coordination between multiple departments.
A flow chart hr management generally includes the steps of:
- Determine staffing needs: from planning to production – business, departments proposed demand.
- Recruiting: implementing recruitment, screening, interviewing, candidate selection.
- Training integration: Organization of initial training guides, rules, workflow.
- Management in the process of work: attendance tracking, payroll, performance evaluation job.
- Periodic review and development: organizational capacity assessment, the proposed advance or adjust the position.
- Severance/liquidation of contract: implementation of regulations and legislation, enterprise policies, minimizing legal risks.
Benefits of applying hosted this:
- Help organizations to easily visualize the entire journey of personnel in business.
- Reduce the processing time, thanks to the standard process, limiting the status of “every room a style”.
- Business easy to customize template. process according to scale, for example small business can shorten stitch internal training, also big business can separate each step of the process in detail.
5. How build process personnel management in business
Step 1. Assess the status of current hr
The first step in the construction process, personnel management in business is to conduct assessment. Business should answer the basic questions: the number of current employees is how much structure allocated by departments, how the rate of the holiday, and the average yield of employees reaches any rate.
The assessment of the status to help businesses identify the strengths – weakness, from that identified where the stitches need to prioritize improving in the process. For example, if rates stay the high concentration in the group of new employees under 6 months, which is the signal for a process, training, integration, yet effective.
Step 2. Design process in detail according to the needs
After having assessment data, businesses need to sample design process, personnel management, aligned with the goals of his peculiarities. Process not necessarily complex, which is important obviously, can measure easy to carry.
A detailed procedures often include the sections: recruitment, training, integration, records management, attendance – payroll, performance evaluation and development. Businesses can also build flow chart hr management to visualize step by step, help departments coordination.
In particular, with the business-oriented sustainable development or direction to international cooperation, the reference process, personnel management according to the ISO standards will raise the level of professionalism and create trust with partners.
Step 3. Application of technology in hr management
In the context of digitization, many businesses are moving from manual processes to the system of HRM (Human Resource Management) to optimize operation. The software hr management as SureHCS enables enterprises to digitize the whole process from recruitment, timekeeping, payroll, to management, benefits, performance reviews.
For example:
- Instead of entering data attendance Excelthe system will automatically record the working time by the timekeeper or mobile application.
- Payroll calculation process is automated based on data attendance systemcontract labor provisions on deductions from wages.
- HR departments can easily track visual reports about the rate of absenteeism, labour productivity, the cost of personnel in real time.
Step 4. Training and internal communications to successfully apply the
A process though is designed to detail where also unlikely to succeed if there is no consensus from the team of personnel management. Therefore, after the issuance process, enterprises should organize the training program, seminar or workshop to guide employees understand how to apply.
At the same time, enterprises should also build planning, internal communications, explains why we need to have the new process, the benefits that the individual will receive. When employees understand that the process helps them save time transparency in payroll, create development opportunities fair, they will be willing to cooperate more.
6. Hr management standards with Lac Viet SureHCS HRM
In the process of building commissioning process management, personnel management, many businesses have trouble handling large amounts of data, ensuring accurate compliance with legal regulations. This is also the reason why increasingly more organizations choose the application of technology solutions to human resource management, rather than relying only on the method or Excel tradition.
Lac Viet SureHCS HRM is one of the software solutions, hr management comprehensive, get more business in Vietnam trusted. This system supports the construction business operational hr processes from recruitment, attendance – payroll, benefits manager to evaluate the performance and staff development.
The strong point of SureHCS HRM lies in the ability to automate flexible customization according to specific activities of each organization, at the same time comply with the legal norms, as well as the standards of modern management such as ISO.
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
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- 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
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
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
This solution not only helps to reduce the load administrative work for hr, but also bring practical benefits: save operating costs, enhance transparency, improve the experience of employees throughout the working life in business.
A process, personnel management, it not only is the platform for businesses to operate efficiently but also a lever to create long-term value: improve productivity, reduce errors, administrative, retain talent, build business image professional. Business as early applied, as quickly optimize cost, advanced experience staff.
