8 Ways to manage hr effectively, based on survey data

In any organization or any business, how to manage personnel is always one of the core pillar to ensure efficient operation sustainable. Whether a small business with a few dozen employees or large corporations with thousands of people, the good management of human resources is the foundation to maintain performance growth and retain talent.

In the context of the labor market is constantly fluctuating, trends conversion of spread, the demand for how to manage personnel effectiveness is becoming a top priority of many managers. Especially with small and medium businesses where staff are often part-time role, the building is a management-level staff under one streamlined, but still effective, the more vital.

The same Lac Viet SureHCS learn in detail the methods, tips on how to manage employees to reach optimum performance in a period of economic volatility, as it is now.

1. How hr management is what?

How hr management is the set of strategies, processes, tools, help, business, organization, supervision, support and develop comprehensive workforce. Personnel management is not merely “points list” or “follow the results of work” that includes both the construction of the work environment positive, encouraging performance, ensure the rights, creating opportunities for personal development for every employee.

In fact, personnel management is often confused with the concept of human resource management. However, these two concepts are distinct points clear:

• Personnel management is a specific activity, associated with the operation day to day, such as: job assignment, performance evaluation, support, problem solving between employees with superior...
• Hr to be more strategic, including the formulation of policies, resource planning, design, organizational structure, or the policy benefits long-term.

Properly understand the concept of how hr management will help businesses choose the right approach, from which deployment method in accordance with the scale, culture, and business goals. For example, if the business aims to expand the scale quickly, they need to focus on management system according to capacity performance. Meanwhile, businesses are missing the internal mount will give priority to how to manage subordinates based on interactions, feedback, two-way, soft skill training for the management team intermediaries.

In summary, once you properly understand the nature of how hr management, new business can design be the operating system hr suitable not only help optimize the working efficiency but also create environmental retaining develop the resources in a sustainable way.

2. The secret to managing productive employees, for boss, leader

Here are the tips on how to manage employees effectively for boss leader is synthesized from practical experience in the field of human resource management, combined with research from prestigious organizations. These recipes this not only helps you control work better but also to build a cohesive team.

2.1. Assigning clear, specific goals

One of the foundational elements of how to manage employees effectively is the ability to communicate a clear and specific goal. When employees do not understand what to do, where do to be enough, they will fall into a state of vague, passive or deflect.

Effective solution: goal setting models with SMART:

• Specific (Specific): what is the Mission? For who?
• Measurable (Measurable): how the result is reached?
• Feasible (Achievable): Staff have enough resources?
• Related (Relevant): Can serve common goals, no?
• Clear time limit (Time-bound): When to finish?

For example practices: Instead of handing the “report this month”, be: “Sum of sales by region for 6 months, submit before 10am 5/7, presented on Google Sheets with column chart”.

Actual values bring:

• Help employees confidently make the right expectations.
• Reduce debugging time, ask again.
• The management level to control the progress quality.

2.2. Listen – respond in a timely manner

According to the survey from Gallup (2023)employees regular feedback have the ability to stick with business twice as high as 3.6 times compared with people who do not receive a response.

One-way communication is the cause of many leader failure in managing subordinates. Employees not only to work that with all my emotions. When they are not being heard, the discontent will accumulate silently affect performance.

Effective solution:

• Organization of the exchange, 1:1 periodically, not only to evaluate the work, but also to understand the psychology staff.
• Apply the principle of “feedback 2-way”: you share what needs improvement, and staff also respond to management.
• When negative feedback, let's state the specific behavior, the consequences with hints towards the handle instead of criticizing general.

Actual values bring:

• To reduce the conflicts implicit in internal.
• Increase engagement initiative to improve employee.
• Culture two-way communication, transparency.

2.3. Put your trust in the right way

One of the most common mistakes in managing subordinates not to trust or “hugs all about me”. This not only makes the management level, overload, but also makes employees passive, afraid to grow.

Effective solution:

• Empowered matching capacity, high degree of reliability.
• Assignment of rights accompanied by clear objectives, not loose, but also not micro-culture.
• Timely rewards to employees feel their efforts are recorded.

Illustrative example: Instead of browsing every little detail, let the chief Marketing officer is to approve the budget below 5 million. This just to save time, just increase the autonomy.

Actual values bring:

• Increase work motivation, mental personal responsibility.
• Help employees develop thinking problem solving.
• Leader has more time to focus on strategy instead of a small task.

2.4. Management by data, not feelings

Evaluate employees by intuition or feelings easily lead to bias and lack of impartiality. In the digital age, how to manage employees effectively is based on objective data can be measured.

Effective solution:

• Using the software HRM or system OKR/KPI to track job performance in real time.
• Periodic statistical results shared with staff.
• Visualize data using a dashboard or chart to help both managers and employees to recognize progress.

Actual values bring:

• Ensure fairness and transparency in personnel evaluation.
• Early detection of individuals at risk, “sliding performance”.
• Support building management system, professional base.

2.5. Development team – not only the

In the work environment is great, employees are not just looking for income but also deeply interested in the opportunities to learn and develop personal abilities, route advance clear. If the business only “use” that does not “nourish”, will be very difficult to retain staff good.

Secrets executable:

• Design roadmap personal development (IDP) for each position: every employee needs to know yourself can far, need to develop skills to achieve that.
• Project delivery challenge match capacity, thereby creating opportunities to develop strengths and learn from practice.
• Delivery lead small groups for potential employees to hone leadership skills early.

Evidence data: According to LinkedIn Learning Workplace Report 2024have to 94% of employees said they would stick more lasting if it is investment in skills development.

Enterprise value received:

• Increase the rate of retain talent.
• Improve productivity, quality personnel internal.
• To reduce dependence on outsourced recruitment, thereby saving costs.

2.6. Flexibility in how to manage subordinates

Follow Harvard Business Reviewmanagers apply leadership style flexibility to help their team to increase, 29% likely to reach the goal.

Don't have a style of management uniquely suited to all employees. The application stereotyping a method for every object will lead to conflict, loss of connection leads to poor performance. Want to build how to manage staff effectively, managers need flexible comprehend the characteristics of each individual.

Secrets executable:

Classification of employees according to their level of experience, ability and personality to apply the appropriate management:

• New staff: need thorough guide, frequent feedback.
• Experienced staff: should be empowered and involved in decision.

Custom-way communication:

• Introvert: user, email, detailed documentation.
• Extroverts: live chat, fast response.

Combine style management: lead – coaching – steer – support depending on the situation.

2.7. Example in behavior, professional ethics

One of the core elements of how to manage subordinates is the behavior and attitude of the leadership. Employees don't only hear the words you said, but also observe how the boss do. The leadership example in ethical principles, discipline, conduct is the norm corporate culture.

Secrets executable:

• Fair and transparent handling of violations, regardless of location or personal relationships.
• Take responsibility when things instead of blaming employees.
• Make the commitment, don't, “said one behind, a mile”.
• Respect the staff at all about language and behavior.

Enterprise value received:

• Build organizational culture of integrity and transparency.
• Increase trust, loyalty from the team.
• Reduce conflict internal conflict should not be.

2.8. Know when to “tough” and when to “soft”

An effective management is not always strict, which is the behavior flexibly depending on the situation. When the employee violates the provisions or affect, the tough, is necessary. But with psychological problems, personal sympathy is factor keeping people. Secrets executable:

Handle mistakes are system:

• Violation of rules: need official warnings, avoid tolerate create a bad precedent.
• Affect cultural or moral: need meeting exchange private clarify limit behavior.

Show empathy when needed:

• Employees experiencing family problems, psychological: should private exchanges, support flexibility in terms of time or work.
• Respect the private, non-public critic front of the whole class.

Enterprise value received:

• Maintain discipline organization that does not harm the internal relationship.
• Increase engagement of employees, especially the younger generation.
• Building leadership style flexibility, prestigious depth.

3. The methods of personnel management popular today

In the context of human resources as competitive advantage, most importantly, choosing the right method of personnel management is key to business sustainability. Here are three methods of personnel management are many organizations apply, particularly suitable for business is learn how to manage staff effectively, how to manage staff under the direction of systematic, clear, measurable results.

3.1. Personnel management according to KPI performance

This method focuses on the establishment of specific goals for each individual, departmental, and track results based on the performance indicator (KPI – Key Performance Indicators). Strong points of management by KPIS are clear, measurable, can be assessed periodically.

For example, With business KPI can be “achieved sales of at least 500 million vnd/month” or “signed at least 10 new contracts”. With the customer care department, KPI may be “the level of satisfaction of our customers achieve from 90% and above”.

Benefits for business:

• Superiors have a clear basis to evaluate employees, instead of relying on gut feeling.
• Staff know the goal to be achieved, from which proactive, motivated to work with.
• Support managers in setting how to manage subordinates in a transparent way fair.

Data evidence: According To Gallup (2023)the business application administrator in the performance increased by 21% profit and 17% of the labor productivity.

3.2. Management by competencies (Competency-based management)

Instead of just evaluating the results of the work, this method look at the core competencies of staff: from professional knowledge, soft skills, to behavior consistent with corporate culture. This is the foundation to build the roadmap, career development, training plans planning of a successor.

For example: A potential employee in the hr department not only need skills records management, but also to have the capacity for systems thinking, the ability to communicate internally good to be able to grow up location HRBP (partner, hr strategy).

Benefits for business:

• Construction is a team of hr development in the right direction, avoid the status of “appointed mistaken”.
• Increase the level of employee engagement because saw the opportunity to advance clear.
• Contribute to build how to manage employees effectively on the basis of reviews a fair long-term based not only on short-term results.

Data evidence: According to research by SHRM (Society of human Resources Management United States), the organization applied management according to the power that the rate of staff retention and higher by 27% compared with organizations do not apply.

3.3. Personnel management according to the data (Data-driven HRM)

In the digital era, data plays a pivotal role to the correct decision in a timely manner. This method is based on the use of hr software to collect, analyze, to take out the synthesis report on the entire hr activities such as attendance, work performance, frequency, vacation, payroll costs, life-cycle recruiting,...

For example: software, personnel management, such as Vietnam SureHCS, Zoho People or BambooHR all allow managers to view reports overall performance by month/quarter, early detection of the points of blockage such as resting rate, the increase unusual, from which the solution timely.

Benefits for business:

• Help managers direct about hr, from which to make decisions based on data instead of hunches.
• Automation tasks such as synthesis, salary, browse vacation, saving operating time.
• Especially useful for businesses that are scaling, need management control subordinates follow the system closely.

Data evidence: According to a survey by PwC (2023), 45% of business respondents said their decision-making personnel more accurate thanks to the use of data from software HRM.

Three methods mentioned above do not exclude each other, which can combine flexibility to create how to manage hr effectively, in accordance with each stage of development of the business. However, choosing which method, it is important that businesses need to reevaluate the current state internal, actual demand and capacity development from that building management system hr just scientific just feasible.

4. Common mistakes in the way of personnel management, and how to fix

In fact operated business, many managers, whether experienced still difficulties encountered in the construction of a system of personnel efficiency. Here are the three most common mistakes and how to fix respectively, for those businesses that are looking for ways to manage subordinates in a scientific way sustainable.

4.1. Management by feeling, lack of transparency

This is a mistake often seen in the small business or organization, there is no system for hr post. Managers often make decisions based on perceived individual instead of the data or clear criteria lead to unconscious bias, injustice or lack of consistency between the parts.

For example, Two employees have the same workload but only one is rewarded because of the “be pleased, sir”, which made the rest feel discontent loss motivation.

How to fix:

• Build the evaluation criteria of transparency for each location, attach to a specific target.
• Software application performance management to track progress, achievement, help with management decisions based on real data.
• Skills training, management, lower level employees for the middle management level, the emphasis is on the public mind clear in communication.

4.2. Lack of monitoring system performance obviously

Many businesses, particularly in the expansion phase, still assigned to the employees according to the sense or “oral tradition” does not have the tools to measure brand specific results. As a consequence, managers are difficult to determine who is good, who is slow progress led to the evaluation of imprecision does not promote the personal development.

For example: A team based only on the number of hours worked instead of the quality of the work to evaluate the performance, causing employees to lose motivation to improve expertise.

How to fix:

• Applicable model management by objectives (OKRs) or KPI quantified for each individual department.
• Use the reporting tools, online hr software to track performance in real time.
• Periodic organization of the “one-on-one” between management and employees to respond timely, transparent.

This helps shape how to manage staff effectively, in that managers not only control but also play a guiding role to support capacity development for individual subordinates.

4.3. No updates new technology trends in hr management

In the era of digitization, if the business is still operating, personnel management, craft paper, sheet, Excel spreadsheet or exchange discrete, it not only takes time but also prone to errors, lack of connection between the departments.

For example: Employees submit leave application email but not systematically recorded automatically. Management does not respond in time, lead to conflict in the work.

How to fix:

• Integrated software hr management (HRM) in accordance with the scale business needs.
• Prioritize the platform features automated timesheets, track performance, single handle from storage and record focus.
• Training employees to use digital tools to help process takes place seamless, transparent.

Update technology not only saves the time of commissioning, the to construction business how to manage subordinates in a systematic way, consistently.

5. Application software in the way of personnel management modern

In the digital age, where the speed of change, human resources, market and technology taking place constantly, the application software, hr management (HRM) is not only a trend that has become necessities for businesses that want to operate effectively for sustainable development. In particular, businesses are looking for ways to manage subordinates in transparent system can measure performance, software, HRM role as “assistant” strategy for the management.

According to the report, Deloitte Human Capital Trends 2023, 56% of businesses surveyed said that the application of the system, HRM has helped them increase operational efficiency, personnel from 20-30% in the first 12 months.

Software personnel management is a modern platform that integrates many important features such as: attendance, payroll, performance reviews, approved single word, build the roadmap for advancement, training, internal management, KPI, data analysis, personnel to put out the forecast for decision support.

Lac Viet SureHCS is the software solution HRM company's comprehensive school News Vietnam, SureHCS support business management full life cycle hr from recruitment, timekeeping, payroll, performance reviews, training and welfare.

Feature highlights:

• Management of multi ca, flexibility for the business hours complicate.
• System performance evaluation according to KPI/OKR integrated ONE suggested improvement actions.
• Benefits manager by each group of employees.
• Can deploy on-premise or cloud according to the security needs of the business.

Specific benefits that businesses receive when applying software HRM SureHCS:

• Process automation: Reduce handcrafted, limited errors in the task, such as payroll, leave, attendance.
• Increase transparency fair: the System recorded data in real time to help managers evaluate performance right from that deployment how to manage employees more effectively.
• Decisions based on data: trend analysis, the holiday, the completion rate KPI, productivity according to departments to support adjust the policy accordingly.

CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS

LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.

Feature highlights:

• Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly 
• Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees 
• Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
• Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results 
• Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI 
• Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.

 

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

• 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.

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BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?

• Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
• Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
• Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency

 

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

Personnel management efficiency, not merely work assignment or process control, which is the art of combining strategy, understanding people and the ability to adapt flexibly to the context of business. When construction business is system human resource management from assigning and evaluating capacity development to conduct situation is when the organization owns a resource, sustainable, ready for every change.

If you are looking for solutions personnel administration in accordance with the scale and orientation development of the business, don't hesitate to book a free consultation to be the expert support construction of the optimal route.