Process personnel management “fracture” to create a loop recruit – vacation – recruiting's full of expensive, directly affect the productivity and the long-term development of the business. Solution end point for this situation is the construction of process flowchart hr management have the closely linked, consistency between the stitching: from recruitment, training, performance reviews, to retain talent.
So how to optimize the flow chart, process management, personnel management according to ISO standard? There are stages in which to note? Track the following article of Lac Viet SureHCS to be answered.
1. Process flowchart hr manager, what is?
Process flowchart hr management is a chart to visually show the entire step in the process of personnel management of a business, from recruiting, training, developing, evaluating, retaining to terminate the labor contract.
Diagrams help the business to have an overview about the stages in hr processes, from which optimize the operation management, improve working efficiency and ensure consistency in operation.
- Set an operating system unification, limiting the errors in personnel management.
- Help the hr department has a clear plan in attracting, developing talent.
- When the process is standardized, the staff will easily adapt to the working environment, develop themselves.
- Business done right the regulation of labor, tax and social insurance.
2. Sample process flowchart hr manager [detailed analysis]
Step 1: receiving the request additional personnel
Departments or divisions have recruitment needs send a request to hr department. This request should clearly vacancies, the reasons for recruitment and desired time there are new personnel.
Step 2: needs Assessment, recruitment
Personnel review your request and decide:
- If you need recruitment → Switch to Step 3 to analyze vacancies.
- If not recruiting → Switch to Step 4 to transfer internal staff or find alternative solutions.
Step 3: analyze the peculiarities vacancies
Hr identified:
- Job description details.
- Skill requirements, experience of the candidate.
- Recruitment form (hr official or hire temporary).
After analysis, the hr department, to conduct planning recruitment.
Step 4: transfer internal staff (if not, recruit new)
If there are employees internally consistent, the Personnel department will propose the transfer and retraining if necessary.
Step 5: deploy hiring new personnel
Including the steps of:
- Post a job ad.
- Receiving, screening resumes.
- Interviews, reviews, capacity.
- Hiring decisions, send an acceptance letter.
Step 6: integration instructions and set evaluation criteria
- New employees participate in the program integration and work instructions.
- Hr department set targets performance reviews to monitor the quality of work.
Step 7: Identify training needs
- If you don't need training, employees can work right.
- If you need training, hr planning and deployment training.
Step 8: evaluate the quality of work of new employees
- If the employee has not yet satisfactory → back Step 7 to re-training.
- If employees work well → review reward set new criteria and support further development.
3. The important stage in the process flowchart hr management
Basic, flow chart, process management, personnel need to have the full 4 stages:
Phase 1: Recruitment
Recruitment is the first step in the process flowchart hr manager plays an important role in the search and selection of personnel in accordance with the needs of business. A recruitment process, it helps businesses save costs, improve the quality of human resources, reduce the rate of replacement personnel.
The steps in the recruitment process effective
Step 1: Identify recruitment needs:
- Analyze job requirements (JD – Job Description)
- Determine the number, qualification, experience required
- Construction recruitment plan
Step 2: Find and attract applicants:
- Post a job ad on the platform-appropriate (LinkedIn, Facebook, company website, home jobs, headhunter)
- Branding recruiting (Employer Branding)
- Take advantage of internal candidates or referrals from staff
Step 3: screening resumes and interviewing candidates:
- Filter records according to criteria set out
- Held preliminary interviews to in-depth
- Test your skills and capacities for candidates
Step 4: make a decision recruitment and trial work:
- Send the job offer
- The probationary contract, the employee manual integration
- Evaluate the effectiveness trial before signing the formal contract
Phase 2: Training & staff development
Training – staff development not only help raise the level of expertise, but also ensure that employees have sufficient skills to complete the work efficiently. This is important factor to decide the productivity of labor, the job satisfaction and the ability to adapt to the changes of the business.
A good training program will help businesses optimize resources, reduce the rate of absenteeism and build a team of personnel with high capacity, contributing to sustainable development.
In this stage of the diagram, process management, personnel management, business need a combination of skills training and to plan and use resources in an optimal way. This ensures that employees do not only master the knowledge, but also can be effectively applied in practical work. After completing the training program, businesses need to plan and use resources in a logical way to maximize the value of investing in training.
Stage 3: Retain talent
Retaining talent is a problem of survival for any business, especially in the context of labor market competition. Good employees not only bring direct value, but also contribute to building a culture of motivation for the entire organization. However, if no diagram process personnel management, logical, business may be faced with the bleeding gray matter increases recruitment costs and disruption of business activities.
To retain effective personnel, businesses need to create a working environment with attractive development roadmap clearly, welfare policies, competition and cultural achievements recorded. A system of personnel management that will help business track performance, listen to feedback and take out the timely adjustment, ensure that employees always feel respected and valued, have opportunities for development.
Stage 4: elimination hr
Maintain a team of personnel who do not fit will reduce the overall performance of the organization, affect the mental work of other employees. The elimination personnel should be implemented plans to ensure compliance with labor laws.
The case should excreted hr
- Employees don't meet the job requirements: Has been training but still not achieve the performance desired.
- Employees violate the rules of professional ethics: Violation of discipline, fraud, negatively affect the business.
- Restructuring the organization: Due to cut staff or change business strategy.
4. How standardized flow chart process, personnel management, according to ISO standard
The application of ISO standards in hr management to help businesses optimize processes, enhance performance and ensure compliance with the legal regulations. A process management standardization will help the business operate smoothly, reduce errors, enhance the satisfaction of employees.
Here are 7 steps to standardize the process flowchart hr management according to ISO standard.
- Step 1: evaluate the status of processes, personnel management
- Step 2: establishment Of departmental quality management
- Step 3: build system and process related documents
- Step 4: Apply the process flowchart hr management
- Step 5: Review the process of applying ISO
- Step 6: the registration certificate ISO
- Step 7: maintain certification to ISO
Step 1: evaluate the status of processes, personnel management
Before the construction of a system of personnel management, according to ISO, businesses need to re-evaluate the status of existing processes. This includes:
- Identify strengths and weaknesses of hr processes out there.
- Review the common errors such as errors in timekeeping, payroll, management, personnel records,...
- Assess the level of regulatory compliance, labor and quality standards.
This assessment helps the business determine the distance between the current and ISO, then make the appropriate improvements.
Step 2: establishment Of departmental quality management
After assessing the situation, enterprises need to establish a quality management professional responsible for implementing the process flowchart hr management standard ISO. Group departments, this will have the task of:
- Proposed strategic plan; applicable standard ISO.
- Guide employees about the standards should adhere to.
- To monitor and evaluate the implementation process to ensure efficiency.
A specialized team helps business strictly control the deployment progress and ensure all parts are fully compliant with the new process.
Step 3: build system and process related documents
This step focuses on the set up of hr processes comply with the ISO standard, including:
- Construction of the process in detail for each stage: recruitment, training, employee evaluations, payroll, benefits,...
- Set the system documentation, personnel records, standardized.
- Application software management personnel to ensure accuracy and transparency.
The standardization process and document to help businesses better control over all operations personnel, avoid mistakes or confusion.
Step 4: Apply the process flowchart hr management
After completing the construction process and materials, business start implementation. This process includes:
- Training employees on the new process.
- Software application support to ensure the accuracy and efficiency.
- Track, measure and adjust promptly if problems arise.
This stage requires close collaboration between the departments to ensure the process is done properly according to the ISO standard.
Step 5: Review the process of applying ISO
After some time apply, the business should be conducted evaluating the effectiveness deployment diagram process personnel management. The main activities include:
- Check the level of compliance of each department.
- Impact assessment of the new process to work performance.
- Collect feedback from employees to improve the process.
Step this review helps enterprises detect the point is not appropriate, adjusted to optimize the system of personnel management.
Step 6: the registration certificate ISO
When businesses have successfully applied process chart hr management according to the ISO standards, the next step is the registration certificate. This process includes:
- Prepare documents to demonstrate compliance with the standard.
- Working with organizations ISO certification in order to conduct reviews.
- Adjust if required from the certification organization.
After completing the evaluation process, the business will be granted the certification of ISO, confirms the professionalism and transparency in personnel management.
Step 7: maintain certification to ISO
Achieving ISO certification is not the end point, which should be constantly maintained. Business need:
- Regularly check and update process to match the reality.
- Staff training on the new standards.
- Periodic internal reviews to ensure that they continue to meet the requirements of ISO.
Maintain ISO certification helps businesses ensure sustainability of the system of personnel management, at the same time enhance credibility, competitiveness on the market.
5. System, process, personnel management, seamless with LV SureHCS
LV SureHCS is a comprehensive solution to help automate and standardize the process of hr management by modern standards. This system supports the business, from recruiting, training, performance management, retain talent to compliance with the international standard CMMI Level3, ISO 9001:2015, ISO27001:2013.
Salient features of LV SureHCS
- Management throughout the life cycle of employees, from when he was a candidate to when to leave the business, ensuring all information, hr data is updated, followed closely.
- Provides a full range of tools to help human resources management process, comprehensive help businesses easily deploy and control all aspects of personnel management.
- Recorded – listen – share and spread to every experience staff, creating working environment, transparent, mounts, boost work performance.
- Program design salary emotions, not only to ensure the fair, but also brings satisfaction and motivation for employees, help businesses retain talent effectively.
LAC VIET SUREHCS – A CUSTOMIZED, IN-DEPTH HUMAN RESOURCE MANAGEMENT AND COMPENSATION & BENEFITS PLATFORM FOR BUSINESSES
Lac Viet SureHCS is software HRM personnel management comprehensive, developed by Lac Viet – unit more than 30 years of experience in the field of management software business in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013.
SureHCS not only meet the professional personnel standards, which are designed to handle the hr – C&B – wages complex, large-scale, multi-company, multi-sector, in particular in accordance with FDI enterprises, corporations, factory, logistics, aviation, hotel, trade – in service.
The system is flexible deployment On-premise or as a custom model in depth, to help businesses automate the entire process hr – attendance – payroll – benefits – insurance, complete replacement job management using Excel discrete.
Feature highlights:
- The Recruit – Training: Management throughout the recruitment, integration, training, hr support and build the Talent Pipeline for large-scale enterprise.
- Port information & records Management personnel: Store personnel records, electronic focus, portal self-service for employees and contract labor power on the system.
- The timekeeper: Dots, multi-form (fingerprint, face recognition, Face ID, GPS, Wifi, online), connect many types of timekeeper, support attendance by the hour, shift flexibility for the plant, and hotels.
- The payroll & C&B: Automatic salary calculation according to many models (hour, shift, product, 3P, KPI performance...), link directly attendance data – performance – welfare, completely replace the salary calculator using Excel.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
SureHCS are trusted and used by many large enterprises and leading corporations such as: Coca-Cola, Takashimaya, Textile Successful Plastic, Long Thanh, Phu Hung Life, the airports of Vietnam (ACV), the enterprise division of SGCthe FDI enterprises in the fields of production, logistics, trade – in service.
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SureHCS particularly suitable for:
- Large-scale enterprise, from 300 to over 10,000 personnel
- Corporations, businesses, multi-subsidiary, multi-branch
- FDI, manufacturing, factory, logistics, aviation should attendance – analysis ca – salary calculator complex
- Businesses are C&B peculiarities, need custom depths according to the actual operating
- Businesses are personnel management using Excel, many types of timekeeper, need to automate the entire process
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WHY BUSINESSES SHOULD CHOOSE TOUCH THE SUREHCS?
- Customized according to the actual business, no pressure mold as packaged software.
- Handle the personnel – salaries complex that many software HRM other does not respond.
- Deep understanding operated business English & FDI, ensure compliance with legal Vietnam (labour, SOCIAL insurance and personal income tax).
- Ecosystem integration strength: attendance – payroll – bank – SI – electronic contract.
See details, feature & get FREE Demo
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
A process personnel management science, closely to help businesses optimize operation, improve work performance and create a professional environment, transparency for employees. The construction of process flowchart hr management clear will help businesses standardize the important, minimize errors, and improve the ability to attract, retain talent. Application technology solutions such as LV SureHCS can become the key to help businesses manage hr effectively, from recruitment to when employees leave.
CONTACT INFORMATION:
- Solutions talent management & Human resources comprehensive LV SureHCS
- Hotline: 0901 555 063 | (+84.28) 3842 3333
- Email: [email protected] – Website: https://www.surehcs.com/
- Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, ho chi minh CITY. Ho Chi Minh
