How important is skilful staff management?

To successfully run a personnel management process, you need to start by building a team of effective employees, i.e. the right people in the right place. It is also necessary to pay close attention to the person's way of being, because the atmosphere in the team depends on the effectiveness of work, as well as the level of satisfaction of our customers. Each employee's set of attributes should include credibility, concentration, instilling trust and attention to customer matters. In a situation where the atmosphere is tense, these values ​​fall to the background, and thus the quality of work decreases drastically. The role of the personnel manager is undoubtedly taking care of mutual relations at all "levels", as well as skilful resolution of potential conflicts or disagreements. Adequate proportions are also key. The point here is that the mood between employees does not relax too much, so that they do not lose sight of the effect of complying with jointly developed norms and rules.

Communication, communication and communication again ...

Communication is undoubtedly a key element in the effective management of employees. It is a process of mutual exchange of emotions, information and understanding. It is obvious that this is a BILATERAL process (which is often forgotten), so in essence it depends on the commitment of both parties. Unfortunately, it is common practice for managers to provide information, forgetting (sometimes on purpose) the employee feedback. For the communication process to take place smoothly, managers, managers and employees must listen and, above all, express themselves clearly in matters related to the organization of work in the company. Without effective communication, no management system can exist. In a typical image of one-way communication, information is transmitted, communicated and summarized with a short question: "Is everything clear?". The answer is usually in the affirmative and the employee stays with a wealth of information and a lot of questions that he could not even ask. By not allowing the employee to express his opinion, the person delegating the task has no information about whether the message was received correctly. The reason for the unilateral message is, among others the assumption that the recipient knows as much as the manager or that if the recipient does not understand any of the issues - he will ask. Two-way communication is a much more effective way of providing information. The manager provides information, but at the same time observes employee reactions. The employee's behavior during a conversation may be a signal that something is not clear to him. During communication, dialogue is important. Both parties, working together, try to solve the problem together.

Strategy

Generally, the goal of management is to contribute to gaining a competitive advantage. Human capital management is increasingly gaining dimension and strategic significance. Simultaneous consideration of these elements in the context of human resources management allows us to talk about strategic human capital management. It is defined as "a coherent configuration of activities including the setting of long-term goals, principles, plans and action programs focused on the creation and use of human capital of the organization, guaranteeing its achievement and maintenance of competitive advantage". Strategic thinking is undoubtedly the most important component of personnel management.

Knowledge

All markets are also constantly subject to our training, hence the concept of "learning organization" gains a lot of importance in the development of a company. In such an enterprise, employees acquire knowledge in order to improve work efficiency and adapt to the changing market. Individual development of employees directly translates into the efficiency of the entire company. The ability to learn quickly is an asset that the employer should pay the most attention to when recruiting, without forgetting that employees are the first to have direct contact with the client.

Outsourcing

Personnel leasing can be a new form of employment. It involves borrowing employees from other organizations and enterprises. In Poland, this term is just beginning, but in many countries around the world it has been around for a long time. A person from the outside who appears in the company sees certain issues differently from a greater distance and "coldly". Thanks to this, it can help in a new look at the changing environment or lead to effective conflict resolution. The advantage of such solutions is primarily to increase the team's productivity and improve the quality of services rendered. An additional benefit for the owner is the type of contract drawn up just with such a company. In such a situation, the Labor Code provides, inter alia, employment on a commission contract, work contract or provision of services by running his own business, i.e. the entrepreneur does not bear all the costs associated with employment under a contract of employment.

Motivation, goals and needs

Motivating employees is one of the elements that allows achieving high market position and influences work efficiency. It becomes an inseparable element of personnel management, which makes it possible for employees to constantly need to improve their skills as well as soft and hard skills. Motivating employees consists of many factors, not only financial (we are talking about the need for vertical development, or colloquial "career development"), but also for the need for achievement and satisfaction with the work performed (the need for horizontal development). Currently, there is a clear focus among young employees on this type of needs. New employees, above all, want to function in a well-coordinated team, doing work that brings visible results, which is why the concept of personnel management is so important in today's world.

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