Companies with many quality requirements can rely on employees who feel devalued, and this is more common than one can imagine. This is where the importance of managing people begins.
There are still many managers who see employees as only part of the operating process and do not attach much importance to the team. It is for this and other scenarios that people management is essential to the success of any enterprise.
He was thinking about improving the organizational environment that we created this content to show the importance of managing people. In this text, we will address the main issues on this issue. Also learn how to keep talent in a practical and easy way through our free ebook. Good reading!
Managing people goes through the process of retaining talent. Learn how to keep your talents in your company in a practical and easy way through our Free e-book!
What is human management?
Also known as human resources management, it is an association of skills, methodologies, policies, methods and practices that are defined to manage internal behavior and potentiation of human capital in companies.
People are managed through the participation, training, participation and development of the company’s employees. This is often confused with the human resources sector, however this department includes the methods and mechanisms used by professionals and people management is aimed at the value of employees.
This should be done by managers and directors, because this is an area that requires leadership skills and is aimed at developing and collaborating to grow the institution and the professional itself.
What’s your value?
HR management is one of the biggest challenges for hr companies, and while attracting and retaining new talent is still seen as one of the main functions of this segment, the secret to the success of companies is to have an oval and motivated team: something that can only be achieved through good management of employees and employees.
If we keep in mind that a team leader has to prioritize both people management and company processes and policies, hr professionals must provide the right tools so that the manager can manage his team in the best possible way.
Assessments of the efficiency, satisfaction and engagement of the company’s teams cannot be ignored at any time, as it is from these results that HR can outline specific planning and in accordance with the needs of each sector of the company.
These analyses also provide data so that specific training programs can be planned within the corporation, allowing for improved private and collective presentations, in addition to identifying new talent within the company, allowing a combination of strategies to enhance employee productivity and knowledge. From now on, you’ll see a list of five basic practices for managing good people.
Make the right hires
Start by finding the right profiles with the potential to offer high performance. This includes recruitment and selection methods that improve the accuracy of the selection and force the manager to choose the employees the company needs.
Thus, the HR industry must constantly look for a more efficient selection process to avoid problems such as high staff turnover and recycling, and contribute to the budget while significantly reducing recruitment.
Constantly striving to improve productivity
There is a lot of talk about courses to prepare and prepare a team, but the ideal is that the ideal is to create a culture focused on continuous renewal, and this will include a training program.
All these trainings should follow a strategic line, that is, not enough training through empowerment, it is necessary to comply with the requirements and needs of business to establish a hard line between training and strategic evolution.
In this scenario, the fundamental attitude is to measure in reports and accurate figures before and after training to assess effectiveness and identify points, deserving of more attention.
Achieving a positive organizational climate
The development of high productivity depends on a number of supports. Among the most important, we emphasize the equipment, ambi and comfort. The set of these bases returns a higher level of satisfactioncontributes to productivity.
In addition, an attractive remuneration system with interesting and differentiated benefits, such as rewards and travel, in particular, should be dealt with in order to ensure that staff were in a positive manner.
It also brings a very positive impact from cost-cutting with negative demands, such as staff turnover, snouting and truancy. Finally, stress is struggling in this case, as mild climate reduces stress from day-to-day work.
Practical will put talent management
People are a very valuable asset in the organizational environment. The more up-date view of the staff includes the development of talent. In this sense, opportunities need to be improved and skills awakened by potential leaders or high employee productivity. Talent management ranges from engaging to serving great employees.
Since they are special people, they deserve treatment focused on a strong reward system that rewards what it offers for results. In addition, the company’s image and reputation in relation to competitors and the market are significantly expanded. This positive appearance attracts the attention of competitors and contributes to the spontaneous spread of brand value in society.
What are the 5 pillars of human control?
Managing people is something complicated, so having a basis for its development and service is something of great importance. Let’s show now what are the five pillars of this process.
1. Learning and development
These two words refer to staff training, but they are not quite the same concepts. For a good manager, it is a commitment to understand that one system has important differences in relation to another.
Training, as the name says, is carried out by an employee for specific activities. In this case, it seeks to return better results from stronger practice in a certain demand.
Development includes a number of skills and competencies that are absorbed during training in various subjects. Thus, the staff member’s profile is expected to be broader at the end and prepared for new responsibilities beyond its current level.
Encouraging the development of employees has gained more and more space in companies. This process empowers employees and makes employees more motivated. The best way to invest in this point is through training.
Adequate control of this demand comes from what we call performance management, meaning the responses that employees will provide under the new requirements will be tested according to the training profile. Therefore, it is natural that after the training system, the reports show a growth curve in business productivity.
Communication is an important requirement when it comes to managing people, as it improves the correct interpretation of orders, strategic planning, employee engagement and customer service.
In this scenario, it is important that the discourse be the same and that the language follow the appropriate model consistent with culture, mission, vision, and business values. Thus, the organization seeks to convey the same thought and identity to society as a whole.
A two-way communication path is essential to maintaining a supportive work environment, in addition to allowing other pillars to be in practice. Everyone should be aware of objective and internal processes in order to perform their activities in the best way possible, in addition to a sense of freedom to express themselves, to point out problems and to propose solutions.
Another fundamental value of communication is perceived in conflict management. In this case, faster and more efficient solutions are applied, avoiding poorer performance and maintaining team synergies.
Leadership is paramount in the business environment. Although the employee does not occupy such a position, in reality he represents this competence to enrich the level of staff.
Attracting and retaining talent helps identify profiles like this and helps in more accurately managing the people the company has. In addition, this profile can replace the important lack of excellence and maintain the level of excellence in the sector.
Having a leader is crucial to managing people, as this figure breeds motivation in the team. But leadership goes beyond that. Knowing how to listen, resolve conflicts, guide, be flexible and act as a mentor the skills needed to people management and make the company a success.
Processes make up the routine of the enterprise. They should be clear and well defined, following a strict schedule and meeting a certain hierarchy of work.
To manage processes effectively, it’s important to manage the workflow effectively. In this case, the manager analyzes the progress of the service and compares it to the performance presented by the staff.
The existence of clear and defined processes is also important for strategic human management, as activities from different sectors are linked to each other and have an impact on each other. Therefore, developing processes in accordance with expectations, setting goals and responsibility for each step and monitoring the implementation of all this is very important.
As we have shown in previous pillars, the company consists of different sectors that, although not working directly with each other, work together for a common purpose.
Teamwork tends to contribute to greater productivity. This idea understands that a set can deliver a much stronger value than individuality. In this scenario, it is important that the manager encourages employees to interact with business goals and objectives. Then this harmony should return more expressive results.
How do you make this process more efficient?
Once you realize that the transition from simple process execution and HR is directly related to managing people, here are some tips on how to make the process more efficient.
Investing in data analysis
Data analysis is very important in the HR management process, as data needs to be measured to quantify its effectiveness. It is therefore important to act on two aspects of data analysis.
First, it is a set of indicators that can produce results in their own work and on general aspects, such as productivity and employee satisfaction.
Another way of doing action is a more current trend aimed at cross-referencing people’s behavior and performance data, allowing you to track patterns and more assertive decision-making. This practice is known as People Analytics.
Analysis of human behavior
Another way to make human management effective is by mapping and analyzing human behavior. To do this, the best option is to invest in behavioral mapping based on the DISC methodology with guaranteed accuracy.
This test provides more than 50 information about the behavior of each employee or candidate and still serves as the basis for people’s analytics. The benefits of assessing human behavior are numerous and generate great value for the human resources department and, therefore, for the company.
Knowing your company around the world is very important. How can you give an opinion on business decisions and be heard if you do not know about the company’s activities in depth? How will you manage people from different fields without knowing the goals and objectives of different sectors?
Therefore, it is important to look for internal knowledge. Conversations with senior management managers, staff and management are some options. In addition, knowledge from external sources is also welcome to optimize HR management and keep the company on track.
How can I improve my company HR practices?
Finally, the smoother and more correct people management, the more positive the results will be. It is therefore also important to adopt best practices for this process. Check out the basic tips for doing so.
1. Optimizing dialogue
Dialogue in any company is an important tool that can keep all employees informed and aligned. Unfortunately, however, some managers and entrepreneurs still do not
Many conflicts occur simply because of a lack of communication. To improve communication, it is important that everyone is committed to the issue, especially its leaders, as communication is seen as critical to achieving great results.
Dialogue, whether in person or through communication channels such as a wall of messages, intranet, corporate email, software or applications, is a fund in the process.
2. Improving the process of attracting talent
Attracting talent is crucial for any organization that wants to stand out. To attract talented people, it is necessary to optimize the recruitment and recruitment process, making it more flexible, simple, efficient and less expensiveIt’s not a good place to be.
The best ways to improve this process are:
- Establish a social media presence
- Create a career page
- Use employees as brand ambassadors
- all job seekers.
3. Reward the achievements of professionals
When a professional is rewarded for their accomplishments, a sense of meritocracy is created, forcing employees to look that they can be rewarded for doing more. When workers understand this message, they start producing more and better, and automatically, even better results will come.
4. Keep the team trained
When an employee is trained, they can perform their daily tasks faster and more efficiently.
In addition, it becomes able to better serve the company’s customers and solve the problems that arise during the day. But before you start any training, you need to know what kind of learning process is needed by the employee or team.
To do this, it is recommended to explore knowledge, skills and relationships that need to be improved.
5. Use technology to your advantage
The human management process has technology as a great ally. Software can now facilitate the entire HR process by automating a number of bureaucratic processes.
Thus, you can have more time to take care of the company’s strategic activities, such as attracting and retaining talent, training groups, and access to a number of other relevant data in real time.
How to do it strategically?
All the processes that have been noticed form the basis for managing people’s best practices. In escalating this demand, the top of the pyramid lies in the strategies used. You can move between effective and strategic management. Some features contribute to this improvement. See some of them now.
Set expected goals with people management
This intelligence is to broaden the perception of results and to conduct a more complete and focused assessment. Setting more complex and competitive bets is a great way to motivate the team on higher flights.
We need to think about the potential for coming and how to offer the team strong means to achieve these strongest goals. Out of this, track performance and help build a culture of exceeding expectations.
Assess the resources and competencies you need
In this case, the means to achieve the goals are essential. You may lose performance due to lack of equipment or training. In this sense, an important approach is to assess the organization’s current intellectual capital and create the new training with which it intends to achieve.
Discover the money you need and the perfect partner to develop this piece and apply to improve results. Also, set a time close to the ideal range.
Predict business needs
Speaking only about time, it is very important to have the intelligence of predictability of implementations. There is no point in anticipating high performance in an impossible time.
Remember that the skills and abilities go through the maturation period and only after training the team realizes the successes gained in the training system. It is therefore necessary to balance the time needed to meet the needs of the company, and is ideal for training and training staff to exceed those expectations.
Introducing software designed specifically to manage people
The flagship of the implementation of strategic management of people is the adaptation to digital transformation and the introduction of special technological tools in this demand. There are robust digital solutions in the market, and this choice is necessary to create a differential for the manager and the company in which he works, bringing more strategic value.
This digital culture needs to be passed on to employees, making the whole organization have the mindset to digitize more mechanical actions, procedures and procedures. All of this helps optimize time and financial resources for more strategic growth actions. The manager has a responsibility to take the role of initiative in new technologies so that people follow this line.
Creating a culture of cooperation
Awaken the spirit of cooperation between leaders and other professionals. Let them know that achieving results goes through a collaborative scenario to business goals and objectives.
It’sit is very important to strengthen team harmony and synergy. Thus, any problems that may arise within the country or from the outside are easily overcome. Encourage leaders to actively participate in projects, and if you’re a core manager, take responsibility for moving the workflow forward with action and initiative.
Improving employee motivation
Motivation is an important basis for achieving more strategic goals. This practice does not end only at the expense of remuneration: it is necessary to work by recognizing and valeatorizing employees in the working environment.
It is also a good practice to give a voice to the talent so that it feels useful in the thinking of the company. You need to be helpful with your requirements and difficulties and be a partner in growth.
It’s easy to point out that it’s a great practice to manage people. In application, employee and business productivity will increase, making it more durable, prosperous and healthier as it generates more and more profits.
Therefore, this management should be implemented in companies. The absorption of strategic needs will go a long way to improving staff productivity and productivity.
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