Every company has a human resources department
Personnel management: definition, goals and tasks
Good employees are and have always been in short supply. The demographic and structural change in Germany ensures that qualified specialists will retire in the next few years.
In Germany in particular, qualified employees are a decisive success factor for a company. That sets a working one strategic human resource management ahead. Monster explains what tasks and goals are assigned to internal and external HR management and what HR management is.
Human resource management - definition
Personnel management is understood to mean the entire area of activity that is related to personnel administration, management, planning and development. Modern human resource management is not a task that a single employee or department can handle alone. Rather, it's about using the whole Management level starting to involve management, senior employees and superiors and to implement appropriate processes.
What are the goals of personnel management?
Personnel management has the overriding goal that Employee satisfaction to establish, maintain or expand. This is not done out of pure philanthropy. Countless Studies prove that satisfied employees are less likely to get sick, are more productive, more creative and more loyal to their employers if the personnel management in the company works well. This not infrequently results lower staff costswhich translates into a higher return on investment (ROI). In addition, these success factors usually contribute directly and indirectly to the success of a company.
What tasks does personnel management have?
Personnel management is divided into several sub-disciplines, which we will discuss in a moment. The overriding goal is to select the right employees for the various departments of the company, to hire them and to promote their further developments in the interests of the company. An open and lived one Corporate culture sustainably supports this strategic approach.
Part of personnel management
Personnel management is divided into the following areas:
- Personnel planning
- Personnel management and deployment
- Fee management
- Personnel development
- Personnel controlling
Targeted personnel planning is intended to ensure that the company has suitable and qualified employees available at all times. The requirements are divided into short, medium and long-term employee needs.
One is rare forward-looking occupation of vacancies possible. As soon as binding information is available within the framework of personnel management, new employees are recruited. In the context of recruiting, the search is not only external, but also internal. External help for recruiting is now the rule rather than the exception.
Good personnel marketing can support this task. The main steps in recruiting include the creation of job advertisements according to a pre-defined requirement profile, applicant management and the subsequent selection of personnel in coordination with the specialist departments.
Personnel management and deployment
Personnel administration and personnel deployment define the content of the activities. The working conditionsUnder which these are to be done by the employees, are also specified and checked by the personnel administration. This applies to the period from hiring to the last working day. Personnel administration must ensure that the defined content matches the advertised qualifications of new or current employees. Furthermore, working conditions and statutory regulations must be observed. This includes, for example, the following points:
- Job security
- employee participation
- flexible working hours
- suitable work equipment
The remuneration management
Salaries or wages have always been suitable instruments to find better qualified employees and to bind them to the company. The skillful linking of remuneration to the services desired and to be provided by the employee are still living elements of remuneration management today. In this way, remuneration management promotes motivation and goal-oriented action on the part of employees.
Personnel development controls and coordinates all measures related to the increase in Employee competence serve. This includes typical activities such as subject-specific training, coaching and training and further education offers. In recent years, internal retraining courses and mentors have also been established.
Even if it is ultimately about personnel controlling Numbers, dates and facts human resources management must always remember that there is always an employee and colleague behind it. In fact, the activity can be summarized in such a way that HR processes have to be planned, controlled and managed. This is done on the basis of previously determined KPIs (Key Performance Indicator) or key figures.
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