Skills personnel management is the set of capacities needed to organization, administration and development team of efficient staff. These important skills include: communication skills, leadership, conflict resolution, decision making, performance evaluation, job assignments, and motivate. In addition, hr managers need to understand the labor laws, use technology, have the ability to build enterprise culture positive. This is the key element to help maintain business resources, stability, and achieve the goal of sustainable growth.
In the context of fierce competition, the human factor plays a key role in creating sustainable advantage for business. A team of skilled professionals but lack the management skills personnel management often lead to mood disorders work, poor performance leads to the rate of high absenteeism. On the contrary, business owner, human resource management system, the efficiency can reach levels higher productivity by 25-30% compared with the average, as reported by McKinsey & Company (2023).
With the organization, especially those businesses that are growing fast or restructuring after the pandemic, demand learn capacity building, personnel management is becoming increasingly urgent. The common questions from the business side, it clearly shows this concern:
- “I'm the new manager need to know skills personnel management, what is?”
- “How to lead the team to work efficiently and consensus?”
- “Employees to stay working constantly, I should improve the skills on how to retain them?”
The important thing to understand is, management skills not only reserved for director of Human resources (CHRO) or HR departments. This is a core competency that every level of management from the team, head to senior leaders all need to develop. Possessing this skill means that managers can communicate the right people, motivational properly, solving internal conflicts effectively to maintain a long-term commitment between the employee with the organization.
The same Lac Viet SureHCS find out details in this article.
1. Skills personnel management, what is?
Skills personnel management the capacity to help people manage the organization and coordination of effective development team in the business. Including professional skills (work planning, performance reviews, soft skills (communication, listening, motivation, conflict resolution).
Many people often confuse the skills, personnel management skills and staff management. However, there are intersections, but these two concepts have different range:
- Skills staff management focus on relationships and work performance of each individual in the group. For example: assignment of logical task, performance feedback, encouraging the spirit of personal responsibility.
- Skills personnel management system more strategic not only in the individual, which expands to the whole team, including building, work culture, retain talent, develop organizational capacity.
Illustrative example: In a manufacturing company scale 300 employees, production head may be good management skills employee when he know the ca efficiency, tracking progress, and troubleshooting techniques quickly. However, when the company expanded to 500 people, management requirements, personnel lift heights over: he had to learn how to design process coordination between the parts, building plans, internal training, working with the hr department to retain skilled personnel – this is the range of skills personnel management.
2. 7 skills Team management, personnel management essential for managers
The personnel management is not merely assigning work or progress monitoring. To build a team of sustainable development, managers need to equip more skills groups, combination of strategic thinking and the ability to operate flexibly. Here are 7 skills important that the organizations and enterprises should focus on when training or recruitment of the management team.
2.1. Communication skills – listening
Communication is vital connection between the manager and employee. A manager with good communication skills not only know convey clear goals, but also listen to understand your staff to build trust, collaboration within the organization.
Effective communication needs to go both ways: communication – feedback. In it, listening skills play a decisive role in the identification and timely the negative sign, from which prevent conflict or loss motivation work.
Business benefits received:
- Limited contradiction misunderstanding internal
- Increase the level of satisfaction of employee engagement
- Help manage catch the problem early to make decisions more accurate
2.2. Skills construction, development team
One of the skills staff management, the most important is the ability to build a team to work effectively not only expertise but also in the spirit of cooperation, the proactive, long-term connection.
To do that, managers need to:
- Selection of the right person in accordance with organizational culture
- Training and assignment of work right capacity
- Create an environment to learn, grow inheritance
Illustrative example: A startup company, technology applicable model group development Tuckman (Forming – Storming – Norming – Performing) to follow the progress of the development team. When the group is at the stage of “Storming” – where to conflicts due to unclear role, the manager actively organize the workshop defined the mission, expectations of each member help group stable quickly began to reach the only goal after 3 weeks.
Practical benefits for organizations:
- Reduced recruitment costs due to staff off work soon
- Increase productivity when employees maximize strengths
- Create a team of inheritance internal reduction depends on the external
2.3. Skills motivational – recorded
Many entrepreneurs mistake to assume that the wage increase is the only way to motivate employees to work efficiently. In fact, motivation comes from many factors, non-financial, such as the recognition and development opportunities and the work environment positive.
A good manager need to identify what motivates each individual in the group. People then need to be recorded before exercise, others cherish the empowered trust.
Enterprise value received:
- Maintaining a positive spirit in internal
- Increase the working performance from the initiative of employees
- Retain talent, reduce the cost of replacement personnel
2.4. Skills performance management,
This is one of those skills staff management, the most important today. A manager can't just “feel” the work efficiency, which need to have specific methods to measure, adjust promote individual performance and team objectively.
The common methods:
- Model SMART: Helps set goals clear, easy to measure, feasible there are specific time limits.
- OKR (Objective & Key Results): link personal objectives with strategic objectives of the business.
Benefits for business:
- Increase transparency in performance rating
- Enhance the activity of employees in the work
- Reduce conflict between manager – employee of expectations are clearly defined right from the start
2.5. Skills, decision making and conflict resolution
In any organization may also occur disagreement of perspective, the roles and responsibilities. If not treated timely, the small conflicts can become a big hurdle in the operation of the business.
A effective managers need:
- Understand the root causes of conflict
- Determine which style is solved match each situation (neutral, dialogue, intervention, arbitration...)
- Make decisions objectively, based on data or equitable principles
Illustrative example: Two employees in the group marketing contradictions of control over their campaigns. Managers use models Thomas-Kilmann to choose collaborative approach – organization meeting on 3 sides, re-division of roles based on strengths in each person. After that, management track progress to ensure coordinated smoothly.
Practical value:
- Increase trust respect from staff to management
- Maintain stability in the group avoid “split faction”
- Optimal resources by the shoulder, clear, avoid overlapping or empty task
2.6. Adaptive skills lead change
In the business environment, continuous fluctuations, the business must change from the model of activities to management policies is inevitable. However, many change initiatives fail due to middle management incompetent lead the team to adapt.
A modern manager should:
- Convey information to change a clear strategy
- Create a willingness for employees
- Specific instructions step by step, switching instead to employee self managed
Practical example: A manufacturing enterprise to apply the new ERP system, change the whole operation process. Head of production organization, training sessions, small according to shift work, build “quick user guide” using images to support workers access to new technology easily. Thus, the transition go more smoothly, take just 4 weeks instead of 3 months as expected.
Benefits for business:
- Increased adaptability in the organization
- Reduce cost, time, and personnel in the project switch
- Strengthen the spirit of cooperation, avoid psychological fear from employees
2.7. Skills in using technology to support hr management
Skills personnel management in the digital age can not lack of ability to use technological tools. Not only to save time, the app right technology to help manage a fast decision more accurate.
The group tool popular:
- Software HRM as SureHCS support, records management, timekeeping, payroll, track performance
- Platform OKR/KPI as Perdoo, Weekdone help link individual goals – organization
- Survey tool mounts staff as Officevibe, Culture Amp
Benefits for organization:
- Automate manual processes, reduce workload repeat
- Increase the accuracy in the evaluation report
- Personalization experience staff, raising the level of sticking
3. Business will get nothing if well-developed skills personnel management?
The investment development management skills is no longer the option that has become strategic imperative for companies who wish to operate efficiently, maintain stability, sustainable growth. Here are 5 specific benefits that the organization will be achieved if the management team from the nest level to executive level are fully equipped with the skills personnel management overall.
3.1. Increase work productivity team
When managers understand how the goal setting, feedback, efficiency, and capacity development for staff working performance not only increase at the individual level but also spread to the entire group.
Core benefits:
- Each individual work right focus, the right expectations
- Manage easily identify problems to adjust timely
- Reduce the working time is not effective or duplicate
3.2. Retain talent
One of the main reasons why good employees quit not because of the salary, but because of the direct management of the weak skills. According to a survey by Gallup, 50% of the employees quit “the boss”, not companies. When the middle managers of ownership, communication skills, motivation, recorded properly, they become the fulcrum for development staff sticking.
Specific benefits:
- Increased retention of key personnel
- Reduced recruitment costs, training back
- Create continuity in the operation of project development
3.3. Advanced experience staff
Experience employee (Employee Experience) is the overall feel of workers on the job, managers, colleagues and the work environment. Skilled managers will know how to design journey working actively since joining arrived at maturity in the organization.
Actual value:
- Increase the mounting, reduced the status of “work only to receive a salary”
- Motivate employees to actively learn contributors
- Improve business image on the labor market
3.4. Optimal cost management
The lack of management skills lead to mass hidden costs: delivery of the wrong people, conflict resolution, take time, employees leave the series, hiring the wrong people or invest in training but not effective.
Conversely, when managers have the capacity:
- Hr system operate more smoothly
- Workflow clearly, to avoid repeat errors
- To reduce dependence on surveillance craft thanks to decentralization reasonable
3.5. Construction corporate culture positive, less internal conflict
Corporate culture doesn't just come from the slogan that comes from consistent behavior of the leadership team and manage the day to day. A skilled manager will know how to:
- Conduct fair
- Listen timely support
- Encourage collaboration share
When that company culture is no longer dependent on luck, which is the result of the management system, skilled method.
Sustainable benefits:
- Create a work environment healthy
- Increase trust, commitment
- Minimize the conflict lasts, or internal dispute
4. Development roadmap management skills for the modern manager
To build effective teams, managers not only need operating experience, but also the need for continuous training, updates, skills management and personnel management skills, staff, according to new trend. However, many businesses and individuals today often lack a development roadmap post. Here are 4 steps core helps to organize capacity building, personnel management, modern fit with practical business Vietnam's international integration.
Step 1: assess current capability according to frame human capacity
The beginning of all development roadmap is understanding where we are. Managers should be objectively assess the core competencies related to personnel management, including:
- Communicate listen
- Performance management
- Team development
- The ability to create motivation inspirational
- Processing power, conflict, adapt to change
Practical value:
- Helps business identify the gap between current capability and expectations
- The training for each level management, avoid training spreading
Step 2: Participate in the program of intensive training
After evaluation, the management should be approached the training program in accordance with current capability and development goals.
A number of training resources credits:
- SHRM (Society for Human Resource Management): Provided program management personnel international standards
- Coursera/LinkedIn Learning: The online courses from schools like the University of Michigan, Wharton
- Institute of Human resource Management in Vietnam (VNHR): Training practices according to the situation enterprise
Note: do Not only learn knowledge, training program effectiveness should be the active simulation situations, coaching directly associated with the actual work.
Benefits for business:
- Quickly increase the management capacity of middle level and high-level
- Synchronize leadership thinking between departments
- Reduce costs arising from poor management (absenteeism, loss of motivation, decreased productivity)
Step 3: practical application receiving feedback, improvement
Learning without action, it will not bring change actually. After training, the manager should have the opportunity to practice in the work environment fact, comes with a feedback mechanism periodically from the stakeholders.
Business benefits received:
- Shorten the time of transition from school to work
- Early detection of point congestion when applied
- Creating the environment for continuous learning in the organization
Step 4: Measure the improvement in only the number of employee satisfaction (eNPS)
An objective way to evaluate the effectiveness of the skills development, personnel management is the only track of Employee Net Promoter Score (eNPS) – an index measuring the level of readiness referral business as a place to work.
How to measure eNPS:
- To send periodic surveys for employees with questions: “On a scale from 0 to 10, are you willing to recommend the company to friends or relatives working?”
- Point group: 0-6 opposed, 7-8 is neutral, 9-10's supporters
- eNPS = % supporter – % Who oppose
By Culture Amp, the company has eNPS, usually high proportion of staff retention and higher than 30% and yield superior team than the industry average.
Value to the business:
- Measure the exact impact of management to experience staff
- Timely identification the unit has signs of internal turmoil
- As a basis to improve the personnel policy
Businesses are finding out about skills personnel management, the investment into the system assessment – training – application – measurement is the selection strategy to bring sustainable efficiency instead of only solve the problem of personnel in the short term.
5. Suggestion software tool help to improve the management skills of personnel
In the context of business must operate with fast speed, big data, and our team of multi-generation, the application of technological tools will help improve the capacity skills personnel management for team leader, head, chief. In particular, with the medium and large business, make use of the software in the right way can help managers develop skills in a measurement system is effective.
Here are a number of tools typical, accompanied by the actual value that the business will receive:
5.1. LV SureHCS – management software integrated personnel WHO
LV SureHCS is a system of HRM comprehensive exclusively designed for enterprises, integrating artificial intelligence (AI) to support the development management skills managing employees in a way that the system data encryption.
Outstanding features to support management personnel:
- Performance management: Support goal setting, KPI/OKR according to departments, track progress, give early warning when employees deflected goal
- Automation rated capacity: allows frame construction, the capacity of each location and track development progress
- Internal communication: Integrated communication channels, internal feedback, 1:1, board honor, help to increase the connection between management and employees
- Benefits flexible with wallet bonus: Create mechanism recorded transparency, enhance motivation
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.
SIGN UP TO RECEIVE DEMO NOW
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
5.2. Office of LV-DX Collaboration – task Management team collaboration
Though it is not the software specializes in hr but LV-DX Collaboration strong support for managers in the planning, assignment, progress tracking, thereby improving capacity operating monitoring team.
How to support skills development, staff management:
- To help manage the delivery of the clear, transparent
- Track the progress of each individual in real time, timely support if there is a delay
- Make a proactive commitment from employees through work-flow is “visualization”
Values bring:
- Minimize the forgotten, late deadline of assignment mouth or craft
- Increase effective communication between management and staff
- Suitable with the whole team onsite working remotely
5.3. Culture Amp / 15Five – Measurement cohesive and effective management
A good manager not only interested in completing targets but also need to understand emotions, engagement and development of employees in his group. Tools like Culture Amp, 15Five helps managers have clear data to improve leadership behaviors.
Feature support:
- Send anonymous surveys periodically to measure satisfaction index, eNPS (Employee Net Promoter Score), mounted
- Get feedback brief by week or month on the management directly
- Automatic analysis of trends over time, according to the group
Real value for business:
- Identify early the departments risk off work high
- Support skills training, employee management based on specific weaknesses (for example: communication, yet effective, noted not enough...)
- Create a culture of “management by data, not by feeling”
In the digital age, human resource management is no longer only based on personal experience. The right tools will help managers develop the skills to manage hr effectively, just create value clear for business: from increased performance, improved experience staff to team building stable and long-term development. Investment in technology is an essential part in the journey to improve management capacity and modern.
