Art management personnel is the ability to combine flexibility between leadership skills, understanding human and strategic thinking to build, lead development team efficiency. Here not only is the application process or policy, but also the way the manager to inspire, arouse motivation, conflict resolution, ingenuity and create the work environment positive. This art help businesses not only retain talent, but also maximize the capacity of each individual, because of the common goal
According to the survey McKinsey 2024, have to 78% of businesses said that art hr management efficiency are factors that decide to help them retain employees better at least 40% compared to the lack of strategic staffing flexibility.
As practice shows, a good manager can turn a collective average of an outstanding team simply because they know how to inspire, communicate effectively, respect the differences and human development. Meanwhile, a management lack of sophistication can make even the best guys also feel muffled leave the organization.
Many businesses today still only stops at level management personnel in terms of administration: payroll, timekeeping, handling of violations... which no attention to the art of management staff management by the companion, development, motivation, and connection between people with the vision of the organization. The same Lac Viet SureHCS find out details in this article.
1. “The art of personnel management,” what is it?
The concept of “art management personnel” not merely is the use of skills to supervise, coordinate, or assign work to staff. This term implies deeper demonstrate the ability to combine between the understanding of human emotion, situation specific and flexible thinking of managers in the lead, inspire hr.
To easily visualize, management skills, like how a person learning to drive: process, principles, techniques. But the art of personnel management is like driving in real conditions requires observation, tune, feel even improvise creative with each of crabs, weather conditions or line car front.
The reason called “art” because most important factor in human resource management is human, that humans are not machines, not fixed they have feelings, own motivation and behavior change according to the environment. Therefore, the manager can not only apply a single formula for all. They need empathy, flexibility is sometimes bravery made the decision, “another of the crowds” to ensure the interests of harmony between the organization and employees.
Besides, a number of businesses are making efforts transformed itself by applying the art of human resource management in business through the development program, capacity management, psychological assessment, behavioral personnel (for example, DISC, MBTI), building models, 360 degree feedback, or implement culture of frequent feedback.
2. Art management, personnel management, human resource management in business
2.1. The art of communication listening in personnel management
Communication in business is not just the transmission of information from the upper level down to the level below. The art of managing employees requires managers don't just say that to know how to listen actively, i.e. actually pay attention, don't interrupt and ask questions to understand employee.
Listening to help managers capture the minds, expectations, or the problem has not been revealed clearly. For example, a skilled worker may want to challenge in the new role, but nothing comes out if they are not feeling heard. On the contrary, a manager listener can detect nurturing the potential in him.
For example practices: Many businesses currently applied models “1:1 check-in” – chat sessions short between management and staff once a week. As reported by Gallup, the team maintained this routine is the rate of internal conflicts, lower than 30% compared with the group not perform.
2.2. The ability to read the motivation for employees
In the art of human resource management in business, it is important not to be treated fairly in a “scratch” that is personalization how to lead based on personality, motivation and circumstances of each person.
For example, an employee introvert will feel more comfortable when tasked clear, less exposure while extroverts need the work environment is highly interactive. Some managers use tools such as DISC or MBTI to identify individual styles from which to choose how to communicate motivational fit.
Research from the Harvard Business Review points out that the hr team is personalization style lead performance, high work more than 25% compared with the management team styled the tea.
2.3. Skills fair decision flexibility
One of the points most difficult in the art of employee management is to retain the principles ensure both understanding the specific circumstances. For example, with two employees of the same late, a people for personal reasons can't control is a man because of the lack of responsibility if the handle the same will easily cause loss of confidence in the team.
The art lies in the ability to analyze the context, weigh the long-term impact and keep the transparency when making decisions. This creates cultural fair, but not mechanically one of the platform for employee engagement with the organization.
2.4. Management by objectives instead of by command
Modern enterprises increasingly move from the traditional management (“command and control”) to the “lead by objectives”. There, instead of handing the detailed step by step, the manager will, together with staff to establish and outcome expectations, completion time, allowing employee autonomy of the way done.
Tools such as OKR (Objective and Key Results) or SMART Goal are many businesses used to create the clear focus on the job.
This helps employees:
- Understand the value of her contribution to the larger goal.
- Increase the active creative in the way of implementation.
- Feel confident, more responsible with the results.
This is exactly the core of the art human resource management in business: Turn employees from “enforcing” to “who owns the results.”
2.5. Application of technology in arts management personnel
Today, businesses can apply technology to support managers, “to read the” employees make decisions in a timely manner. The software HRM modern not only stored profile information but also data analysis, behavior, work performance, frequency vacation, internal feedback... to detect early signs of risks such as reduced productivity, lack of cohesion, or the risk of the holiday.
Some systems also integrate artificial intelligence (AI) to make forecasts about the proportion of the leave of each staff, help business plan early intervention such as training, transfer work, or enhance interactive.
The business apply this solution is often reduced by at least 15 – 20% of the cost of replacement personnel each year, at the same time increase the internal mount thanks to the timely action.
3. The challenges and how to overcome in the art of personnel management
Though clearly understand the importance of the art of management personnel, not any business also easily apply the effect. In fact deployed, organizations, businesses often encounter some common challenges, especially when the work environment changes rapidly, the workforce is increasingly diverse. Below is the difficulty typical and suggests practical solutions to business pass.
3.1. Personnel management multi-generational: difference in values and expectations
One of the challenges featured today is personnel management, multi-generational, with the companionship of the group of Gen X, Millennials and Gen Z in the same organization. Each generation carries a value private:
- Gen X is often valued stability, clear process, personal responsibility.
- Millennials (Gen Y) problem, high chance to develop themselves, the meaning of work.
- Gen Z want to be recorded continuously, work fast, flexible access to new technology.
If the manager only apply a leadership style unique, will easily lead to misunderstandings, loss of connection or reduce the performance of cooperation between the age groups.
Solution: In the art human resource management in business, there should be flexible approach:
- Listen expectations each group object through internal survey or exchange periodically.
- Customize style of communication, reward and career development fit each group.
- Building a culture of sharing, mentoring cross between generations in order to increase understanding and support to each other.
3.2. Lack of time tools to support effective management
No less management, particularly at the middle, said they lack the time to pay close attention to employees due to the volume of professional work and administrative heavy. This makes generating activity, motivation, capacity development or response personnel are often overlooked or taken form.
Besides, many businesses are still not investing system management tools, hr professional, leading to the status of scattered information, missing data, to correct decisions about personnel.
Solution:
- Re-allocate the role of management, reducing the administrative burden for middle through the use of software personnel management.
- Application of technology to automate tasks such as performance reviews, recognition, achievement level tracking mount.
- In particular, the solution integrates artificial intelligence (AI) can give early warning about the risk of the holiday, help manage the timely intervention.
When management is no longer caught up in processing paperwork, they can spend more time for the core elements of the art of management staff as inspiring, coaching, personal development. Here are the factors that help personnel attached and ready companion long term mutual business.
3.3. The gap of power in a team of middle managers
A common practice in many businesses is the leader of the group, chief appointed from professional expertise, but has not been trained on management skills human. They often lack confidence when have to handle contradictions, leading, motivation, or set performance goals for staff.
This leads to a situation of “management by command”, lack of flexibility, creating distance and reduce team cohesion team.
Solution:
- Construction training program capacity software dedicated to middle managers: effective communication, constructive feedback, coaching employees.
- Design the mentoring program internal to share the experience hr management practice.
- Use tools periodic reviews to identify strengths – points to improve in the art of staff management at each level of management.
Apply proper art of management personnel management personnel in business will help business build a work environment that is healthy, boost performance, sustainable and retain talent in the long term. It is not only a competitive advantage but also a platform to develop the business culture is strong, adapt to all kinds of fluctuations.
