How important is skillful personnel management?

In order to effectively carry out the process of personnel management, it is necessary to start by building a team of effective employees, that is, the right people in the right place. It is also necessary to pay close attention to a person's manner, because the atmosphere in the team determines the efficiency of work, as well as the level of satisfaction of our customers. To the set of qualities of each employee, it is necessary to include trustworthiness, concentration, inspiring trust or attention to customer issues. When the atmosphere is tense, these values recede into the background, and consequently the quality of work drops dramatically. The role of a personnel manager is undoubtedly to take care of mutual relations at all "levels", and to skillfully resolve potential conflicts or disagreements. It is also crucial to maintain the right proportions. The idea here is to ensure that the mood between employees does not become too loose, so that they do not lose sight of the effect of adhering to jointly developed norms and rules.

Communication, communication and more communication..

A key element in effective personnel management is undoubtedly communication. This is the process of mutual exchange of emotions, information and understanding. It goes without saying that this is a TWO-way process (which is all too often forgotten), so in its essence it depends on the commitment of both parties. A common practice, unfortunately, is that managers communicate information while forgetting (sometimes even intentionally) about employee feedback. In order for the communication process to take place smoothly, managers, managers and employees need to listen and, above all, be clear on issues concerning the organization of work in the company. Without effective communication, no management system can exist. In the typical picture of one-way communication, information is given, communicated and summarized with a short question: "Is everything clear?". The answer is most often in the affirmative, and the employee is left with a barrage of information and a mass of questions he didn't even have a chance to ask. By not allowing the employee to express his opinion, the person delegating the task has no information about whether the message was well received. The reason for the one-sided message, among other things, is 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. A much more effective way of conveying information is two-way communication. The manager conveys information, but at the same time observes the employee's reactions. The employee's behavior during the 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

The goal of management is most generally to contribute to competitive advantage. Human capital management is increasingly gaining dimension and strategic importance. Simultaneous consideration of these elements in the context of human resource management makes it possible to speak of strategic human capital management. It is defined as "a coherent configuration of activities involving the setting of long-term goals, principles, plans and programs of action aimed at the creation and use of the organization's human capital, ensuring that it achieves and maintains a competitive advantage." Strategic thinking is undoubtedly the most essential component of personnel management.

Knowledge

All markets are constantly subject to change - including our training, hence the notion of a "learning organization" is gaining great importance in the development of the company . In such an enterprise, employees acquire knowledge in order to improve work efficiency and adapt to the transforming market. The individual development of employees directly translates into the productivity of the entire company. The ability to learn quickly is an asset that employers should pay key attention to when recruiting without forgetting that employees are most often the first to have direct contact with customers.

Outsourcing

A new form of employment can be staff leasing. It involves renting employees from other organizations and companies. In Poland, the term is only in its infancy, but in many countries around the world it has been in operation for a long time. An outsider who appears in a company sees certain issues differently, with more distance and "coolness". As a result, he or she can help provide a new perspective on the changing environment around, or direct in the effective resolution of a conflict. The advantage of such solutions is primarily to increase the productivity of the team and improve the quality of services provided. An additional benefit for the owner is the type of contract drawn up with just such a company. The Labor Code stipulates in such a situation, among other things, employment on a contract of mandate, contract for specific work or provision of services while running one's own business, i.e. the entrepreneur does not bear all the costs associated with employment under a contract of employment.

Motivation, goals and needs

One of the elements that allows you to achieve a high position in the market and affect the efficiency of work is motivating employees. It becomes an integral part of personnel management to induce in employees the need to continuously improve their skills and soft and hard competencies. Motivating employees consists of many factors, not only financial (we then speak of the need for vertical development, or colloquially "career development"), but also the need for achievement and job satisfaction (the need for horizontal development). Currently, there is a definite orientation among young employees toward this type of need. New employees primarily want to function as part of a well "aligned" team doing work that yields visible results as a result, the concept of personnel management is so important in today's world.