Social Management Control: A Performance Tool
19 November 2009
Read by 4623 persons
By definition, social management control is at the crossroads of social management, competitive management, and management control. In other words, it brings together business and human resources logics.
In Morocco, few companies adopt this approach because bosses are more concerned with financial results without worrying about employee management.
These bosses are wrong, because by motivating and mobilizing human capital, the performance will be better and the turnover can reach more than satisfactory proportions. So what can management control really bring to a company?
By reconciling financial constraints and HR management methods within the company, the latter can benefit greatly. But how to proceed?
First, it is necessary to understand the challenges of the HR function (managing social risk, integrating legal and social constraints into economic considerations...). Secondly, it would be wise to analyze and optimize HR costs.
According to the Cegos firm, it is necessary to know and prioritize all the components of total compensation, align the company's strategy with the compensation policy, master the performance criteria, deploy HR indicators (typology, classification) and finally measure the performance and costs of HR processes.
Thirdly, it is necessary to conduct concrete social management control projects, in particular by managing staff, combating absenteeism, measuring loyalty and attractiveness and projecting the payroll from one accounting year to the next. Competitive monitoring is therefore essential for management.
Fourthly, it is strongly recommended to set up simple HR dashboards aligned with the strategy. Experts recommend distinguishing between reporting tools and management tools.
Of course, top management cannot do everything, but it is necessary to involve frontline management for better results. This middle management can work in concert with HR management for better monitoring as well. For those who need a helping hand, several training firms currently offer modules dedicated to this practice. You just need to find the right service provider.
"Ensure competitive social monitoring"
Expert opinion Hassan Matai
Should social management control be associated with the various missions of HR?
We will give more meaning to the mission of social management control if we refer to it as the control of people, otherwise it is the management control of activities and the people who manage them. Therefore, we can equate the mission of social management control with the implementation of a company's management and organization system. In a much more precise and simple way, to participate with the management control of the entity in the management of the payroll by analyzing the changes in personnel costs according to endogenous and exogenous factors.
What steps should be taken?
Ensure competitive social monitoring in terms of employment conditions and employee remuneration. This means planning and anticipating any problems within the company's workforce, including skills transfer, employee vitality and motivation.
Therefore, in order to succeed in this, it is strongly advised to put in place a management system based on performance measurement variables, in particular social indicators allowing the social monitoring of the company and dashboards allowing the social management of the company. This management will allow human resources managers to carefully control, according to a schedule well adapted to the company's needs, actions and decisions at the level of operational and strategic data. From my experience as a former director of the management control department within a multinational company specializing in motorway construction, I used to include purely socio-professional performance indicators in my reporting for the benefit of HR.
What are the advantages of such a practice?
From everything we have discussed, we have retained the true meaning of social management control, which encourages us to enjoy the advantages of this management science. This technique helps to make HR within the company beneficial in every way (absolute necessity) according to the different levels of responsibilities and organizational interdependencies. This allows managers to manage the system autonomously, which promotes coordination and communication vertically and horizontally.
Thus, with this type of management tool, the company ensures its policy and strategy aimed at growth despite any economic event.
Do most companies take this into account?
Of course, in terms of the company's organizational structure, the whole world has changed a lot. However, we are in a critical period where the boss no longer gives importance to the different management tools. During economic and financial turbulence, he prefers to pay attention only to commercial actions (sales force and recovery).
Is this a rebirth of the notion of "moul choukara"? In any case, we remain optimistic and expect a positive result. And for good reason, we are counting on the measures taken and the young creative people who have taken over.
What should be avoided?
The flow of information to be produced in the management of social management control must under no circumstances come from a system that is strange to other functions or departments, because it sometimes happens that a numerical indicator can be commented on from two points of view, for example by the CFO and HR. We also ask the other functions of the company to work alongside the HR function as support and facilitator.
Published on November 15, 2009
Posted online on November 19, 2009
lematin.ma
In Morocco, few companies adopt this approach because bosses are more concerned with financial results without worrying about employee management.
These bosses are wrong, because by motivating and mobilizing human capital, the performance will be better and the turnover can reach more than satisfactory proportions. So what can management control really bring to a company?
By reconciling financial constraints and HR management methods within the company, the latter can benefit greatly. But how to proceed?
First, it is necessary to understand the challenges of the HR function (managing social risk, integrating legal and social constraints into economic considerations...). Secondly, it would be wise to analyze and optimize HR costs.
According to the Cegos firm, it is necessary to know and prioritize all the components of total compensation, align the company's strategy with the compensation policy, master the performance criteria, deploy HR indicators (typology, classification) and finally measure the performance and costs of HR processes.
Thirdly, it is necessary to conduct concrete social management control projects, in particular by managing staff, combating absenteeism, measuring loyalty and attractiveness and projecting the payroll from one accounting year to the next. Competitive monitoring is therefore essential for management.
Fourthly, it is strongly recommended to set up simple HR dashboards aligned with the strategy. Experts recommend distinguishing between reporting tools and management tools.
Of course, top management cannot do everything, but it is necessary to involve frontline management for better results. This middle management can work in concert with HR management for better monitoring as well. For those who need a helping hand, several training firms currently offer modules dedicated to this practice. You just need to find the right service provider.
"Ensure competitive social monitoring"
Expert opinion Hassan Matai
Should social management control be associated with the various missions of HR?
We will give more meaning to the mission of social management control if we refer to it as the control of people, otherwise it is the management control of activities and the people who manage them. Therefore, we can equate the mission of social management control with the implementation of a company's management and organization system. In a much more precise and simple way, to participate with the management control of the entity in the management of the payroll by analyzing the changes in personnel costs according to endogenous and exogenous factors.
What steps should be taken?
Ensure competitive social monitoring in terms of employment conditions and employee remuneration. This means planning and anticipating any problems within the company's workforce, including skills transfer, employee vitality and motivation.
Therefore, in order to succeed in this, it is strongly advised to put in place a management system based on performance measurement variables, in particular social indicators allowing the social monitoring of the company and dashboards allowing the social management of the company. This management will allow human resources managers to carefully control, according to a schedule well adapted to the company's needs, actions and decisions at the level of operational and strategic data. From my experience as a former director of the management control department within a multinational company specializing in motorway construction, I used to include purely socio-professional performance indicators in my reporting for the benefit of HR.
What are the advantages of such a practice?
From everything we have discussed, we have retained the true meaning of social management control, which encourages us to enjoy the advantages of this management science. This technique helps to make HR within the company beneficial in every way (absolute necessity) according to the different levels of responsibilities and organizational interdependencies. This allows managers to manage the system autonomously, which promotes coordination and communication vertically and horizontally.
Thus, with this type of management tool, the company ensures its policy and strategy aimed at growth despite any economic event.
Do most companies take this into account?
Of course, in terms of the company's organizational structure, the whole world has changed a lot. However, we are in a critical period where the boss no longer gives importance to the different management tools. During economic and financial turbulence, he prefers to pay attention only to commercial actions (sales force and recovery).
Is this a rebirth of the notion of "moul choukara"? In any case, we remain optimistic and expect a positive result. And for good reason, we are counting on the measures taken and the young creative people who have taken over.
What should be avoided?
The flow of information to be produced in the management of social management control must under no circumstances come from a system that is strange to other functions or departments, because it sometimes happens that a numerical indicator can be commented on from two points of view, for example by the CFO and HR. We also ask the other functions of the company to work alongside the HR function as support and facilitator.
Published on November 15, 2009
Posted online on November 19, 2009
lematin.ma
