Human Resources: Long-Term Management
28 June 2010
Read by 2299 persons
In general management, research always aims to optimize the contribution of human resources by agreeing to strengthen skills in order to exploit them, understand employee motivation to limit misunderstandings and allow a more friendly atmosphere,...
This good management of human resources can be manifested through different channels:
By the recruitment
By evaluating skills and motivations during your recruitment processes, you must ensure that you have adequate personnel in number and qualification.
By training and coaching
Coaching is often beneficial and aims to improve the skill level of your employees, by relying on their strengths to lead them to their peak, knowing the areas to improve, but also to improve their motivation (to be able to progress it is necessary for you to understand the needs of each employee).
By positive and negative motivation
Sanction is a balancing act and must be applied properly, because when it is not, it can be a demotivating factor that will result in a feeling of imbalance between those who dedicate themselves and those who do nothing. The concern for impartiality must guide you. Therefore, you must integrate into your managerial practice, the notion of group or team.
In some cases negative sanction is unavoidable and must result in: reprimands, reduction or elimination of a bonus, demotion, or even dismissal. These incentives aim to make the employee understand that it is in their interest to do their work as well as possible. This type of sanction is often demoralizing for the person concerned.
It should also be emphasized that the main objective of a company is to increase added value, and this is established on a consensus between employees and employers, and is manifested by a gratification defined by a reward, bonus, promotion, training,... motivating measures for your employees!
By communication and transparency
It is essential that the employee has access to the information necessary to accomplish their task, and has a clear idea of the evolution and objectives of the company itself, and its environment. Nowadays, the abundance of information has made it necessary to put in place information management systems, such as knowledge management systems which are based on two variables: tangible knowledge, found in company databases, but also tacit knowledge, that is to say that which is based on the know-how and skills of all personnel.
By the organization and control of task progress
That is to say, the organization of tasks and their assignment to the most competent people available, those who are qualified for the execution of the latter, ensuring continuous monitoring of their evolution.
By personnel administration
It is necessary to focus on the good management of human resources. The latter is translated first of all by reliable personnel administration. In this case, it is a question of reassuring one's workforce by ensuring rigorous payment of salaries and bonuses, by following the management of presences and absences, overtime, by planning annual leave, by organizing replacements for this reason, etc.
This point is essential, because it guarantees the credibility of a company towards its employee in contributing to its well-being...
Article written by the ReKrute.com team
This good management of human resources can be manifested through different channels:
By the recruitment
By evaluating skills and motivations during your recruitment processes, you must ensure that you have adequate personnel in number and qualification.
By training and coaching
Coaching is often beneficial and aims to improve the skill level of your employees, by relying on their strengths to lead them to their peak, knowing the areas to improve, but also to improve their motivation (to be able to progress it is necessary for you to understand the needs of each employee).
By positive and negative motivation
Sanction is a balancing act and must be applied properly, because when it is not, it can be a demotivating factor that will result in a feeling of imbalance between those who dedicate themselves and those who do nothing. The concern for impartiality must guide you. Therefore, you must integrate into your managerial practice, the notion of group or team.
In some cases negative sanction is unavoidable and must result in: reprimands, reduction or elimination of a bonus, demotion, or even dismissal. These incentives aim to make the employee understand that it is in their interest to do their work as well as possible. This type of sanction is often demoralizing for the person concerned.
It should also be emphasized that the main objective of a company is to increase added value, and this is established on a consensus between employees and employers, and is manifested by a gratification defined by a reward, bonus, promotion, training,... motivating measures for your employees!
By communication and transparency
It is essential that the employee has access to the information necessary to accomplish their task, and has a clear idea of the evolution and objectives of the company itself, and its environment. Nowadays, the abundance of information has made it necessary to put in place information management systems, such as knowledge management systems which are based on two variables: tangible knowledge, found in company databases, but also tacit knowledge, that is to say that which is based on the know-how and skills of all personnel.
By the organization and control of task progress
That is to say, the organization of tasks and their assignment to the most competent people available, those who are qualified for the execution of the latter, ensuring continuous monitoring of their evolution.
By personnel administration
It is necessary to focus on the good management of human resources. The latter is translated first of all by reliable personnel administration. In this case, it is a question of reassuring one's workforce by ensuring rigorous payment of salaries and bonuses, by following the management of presences and absences, overtime, by planning annual leave, by organizing replacements for this reason, etc.
This point is essential, because it guarantees the credibility of a company towards its employee in contributing to its well-being...
Article written by the ReKrute.com team
