Human resource management is process of planning, organization, leadership, control over the activities related to people in business to ensure that the organization has is the staff fit, maximize their capacity to achieve common goals. In practice, human resource management not only in the recruitment or attendance – payroll but also including training, performance reviews, bonus, benefits and career development for employees.
According to the report 2024 by Deloitte, more than 70% of leaders at the Asia – pacific for that investment in management systems, human resources development is a top priority to help businesses maintain a competitive advantage in the long term (source: Deloitte Global Human Capital Trends 2024). This shows that, in a time where technology can replace much of the process, the management, the employees are the main “weapon soft” to make a difference between businesses.
This article Lac Viet SureHCS will help businesses understand the concept of human resource management, importance, core functions, applying modern technology to improve efficiency of human resource management. At the same time, the article also open solutions that help managers optimize processes, reduce costs, increase productivity, retain talent in the work environment competitive.
1. Human resource management what is?
Human resource management (Human Resource Management – HRM) is the process of planning, organizing, operating, controlling the activity related to people in the business – from hiring, training, and evaluation to incentives and development. The ultimate goal is to ensure the right people – the right job – the right time to help the organization operate effectively toward the attainment of strategic objectives.
Another with a view old just stopped in the management of personnel administration (timekeeping, payroll processing, record), human resources management, modern guide to developing comprehensive staff capacity building, work culture positive mounts long. Can understand, instead of just “people management” business need “human development” to every individual can become a strategic asset contributing to the overall success.
For example easy to understand: A manufacturing enterprise with 500 employees can use human resource management system integration to track productivity work, recorded the results of training, timekeeping, and payroll automatically. Thanks to that, managers can determine what employees have high performance, proposed award, promotion, or scheduling of additional training for the group have a lower yield. How to manage not only does this reduce the load volume of administrative work, but also help out personnel decisions based on actual data instead of feeling.
Nature of human resource management is to find out the optimal method for people to develop their full potential in the organization. When each employee is properly positioned, have the opportunity to develop, recorded, and rewarded the worthy, the business will achieve stability with high productivity, increase competitiveness unsurpassed on the market.
2. Functions of human resource management in business
In a business, human resources management not only in the recruitment or payroll which is a management system overall to ensure human – the central element of the organization is tapping optimal development.
Each function in human resources management are interrelated closely to support each other to achieve common goal: to increase productivity, reduce costs, team building, employee engagement effective.
2.1 Planning, human resources
Planning human resources is the first step has the most strategic in the entire process of hr management. Businesses need to forecast staffing needs in the future based on the production plan business rates holiday and trends in the labor market.
For example, if the business is expected to expand more branches or production line in the next 6 months, the hr department needs specific plan about the number of skills, budgets, recruiting suitable.
According to the report of LinkedIn Workforce Report 2024more than 60% of small and medium enterprises in South-East Asia said they have difficulty in forecasting staffing needs due to lack of data, analysis tools, tracking, internal capacity.
This shows the importance of the use of management system, human resources have the ability to provide data and intuitive reports that help managers make decisions more accurate.
2.2 Recruitment personnel selection
The recruiting function plays a pivotal role in putting the right people in the right position. A recruitment process effective not only save time and cost, but also improve the quality of our team.
Businesses need to clearly define the criteria and competencies for each position, apply the tool capacity assessment (assessment) or software automated recruitment to screening resumes fast, accurate.
For example, organizations use software management recruitment (ATS – Applicant Tracking System) often discount is 30-40% of the time of recruitment, increase candidate quality standards by 25% compared with how to make crafts (according to the SHRM Talent Acquisition Benchmarking Report 2024 source: SHRM.org).
2.3 Training, staff development
In the competitive environment today, “retaining talent” not only compensation, but also with the opportunity to develop themselves. Functional training, staff development helps to improve skills, increase work efficiency, prepare for route of promotion internal.
Enterprises can deploy the training program, internal, online learning (E-learning) or mentoring between managers and new employees.
For example, when applying a system online training such as Vietnam, E-Learning, businesses can easily digitize content, track learner progress, evaluate the effectiveness of training in real time, thereby saving substantial costs held traditional classroom.
2.4 performance Management employee evaluation
Performance management is the function to help businesses measure, monitor, improve the productivity of individuals and departments. Typically, businesses use the pattern as KPI or OKR to ensure personal goals associated with the general strategy.
A system of performance management that allows employees to track job progress, get constant feedback from superiors, are recorded timely. This helps increase engagement, motivation.
2.5 policy salary, bonus and benefits
This is the function that directly affects the satisfaction level of employee engagement. A remuneration policy reasonable, transparent, associated with the result of the work will help create motivation and reinforce trust with the organization.
Besides the basic salary, the modern enterprise pay more attention to welfare as flexible as health insurance expansion, holidays flexibility, performance bonuses, learning support or fund the initiative internally.
For example, many companies software applications Lac Viet SureHCS C&B to automate the process of payroll, bonus and welfare to ensure the accuracy of transparency for both the labor and parts management.
2.6 labor relations, and legal compliance
This is the foundation to ensure stability in the organization. The hr department has the task of building, maintaining harmony between workers and businesses, while ensuring all activities comply with the provisions of the labor law of Vietnam.
For example, the accurate regulation of social insurance contributions, income tax, personal or vacation mode allows not only to avoid legal risks, but also to show the professionalism of the business in the care employee benefits.
In summary, the functions of human resources management do not exist individually but form a cycle consistency from planning, selection and development to employee retention. When implemented effectively without the support of technology, business not only optimize operating costs but also built a team of strong.
3. The role of human resource management for the organization
In the business environment fast moving subject it to strong impact from technology, human resources management not only as an active support, which is pillar strategy to help businesses operate sustainable, attract, and retain talent. The organizations and enterprises are to find out information about human resource management should be aware that the effect of hr activities can directly affect productivity, cost, culture, business and competitiveness in the market.
3.1. Ensure the operational sustainability of the business
Human resources management role to maintain the stability in the organization through the allocation of the right people – the right job – the right time. An hr system is managed, it helps enterprises avoid the shortage or surplus of resources, reduce the cost of recruiting, training and maintaining high performance in the long term.
For example, a manufacturing company can encounter serious risks if the technical team, the holiday series without the planned successor or training instead. When there is system to manage human resources effectively, businesses can proactively build roadmap develop internal talent to ensure no interruption of the operation when there are fluctuations in hr.
3.2. Advanced experience mounting employees
One of the important goals of human resource management modern is to increase the experience staff. When employees feel heard, recognized and have the opportunity to grow, they will stick long-term positive contribution than for the organization.
For example, businesses can implement reward policies, transparency, performance evaluation fairness and welfare programs as flexible as health support, sabbatical supplement or fund initiative to consolidate the trust of employees. The platform personnel management as modern as SureHCS also allows the recording, commended staff on the system, create a culture motivated constantly.
3.3. Support convert numbers in business
Although technology plays an important role, people still is the center of every strategy number conversion. A business can invest billions into technology, but if the team is not prepared, trained, mounted properly, the project is unlikely to be successful.
Human resources management efficiently helps business to build a culture willing to change, training, team skills, the number of simultaneous reorientation of the role of the staff in the new work environment.
For example, when implementing ERP systems or software, timekeeping, and payroll auto parts HR to play a bridging role between technology and humans: instructions for use, collect feedback, adjust the process to fit reality. Thanks to that, converting numbers to go smoothly bring the actual value.
3.4. Increase competitiveness, brand recruitment
In the context of scarce resources, high quality brand recruitment become the deciding factor to help businesses attract, retain talent. An organization known with the work environment positive, hr policies, transparency and opportunities for professional development will have a big advantage on the labor market.
The investment in system administration, human resources not only help improve the efficiency of internal management, but also contribute to building the professional image “a place to work”. The organizations and enterprises are to find out information about human resource management should view this as a strategic long-term investment, not only to recruit the right people, but also to keep people and develop people.
In summary, the role of human resources management lies not only in ensuring the operation but also in creating long-term value for the organization from performance culture to brand the business. When done properly, application, appropriate technology, human resources management become platform that helps business sustainable development.
4. Methods human resource management effectiveness for the organization
In a world where change happens rapidly, the business wants to sustainable development, there must be methods in human resource management and flexible, just the system. Below are the methods that are being applied effectively in many modern organizations, contribute to improving the quality of the team and the ability to adapt ago the new challenge.
4.1. Management by competencies (Competency-based)
This method focuses on the defined core competencies required for each position and personnel evaluation based on the level meets these criteria. Instead of just looking at qualifications or experience, businesses can evaluate employees based on their ability to execute the job, soft skills, critical thinking, or the ability to work in a team.
Values bring: Help organize the allocation of personnel the right capacity from that optimize work performance and personal development the right direction. This is also a platform to build and policies, human resource management has personalization higher.
4.2. Management model, according to OKRs reviews clear goals
OKRs (Objectives and Key Results) is a management approach aim to help businesses orientation clear what should be achieved, how to measure the level is completed. Adopting OKRs in human resources management help each individual to understand their goals, and create a strong link between individual goals and organizational goals.
Values bring: enhance transparency, accountability and the ability to mount internal. Employees work-oriented than, while the leader easily track progress and evaluate the effectiveness of substance.
4.3. Application software personnel management overall
Digitized hr processes no longer a trend, which is the requirement essential to effective governance. Software resources today not only support attendance – payroll, but also integrates functions such as recruitment, training, evaluation capacity development roadmap career...
Values bring: minimize flaws craft, increase accuracy, save time data processing. Leaders have an overview of resources, also employees feel is the professional in the work environment.
4.4. Succession planning development team
Many business crisis when key personnel leave suddenly due to no alternative. Succession planning helps organizations proactively build forces the next qualified trained from early ready to management when necessary.
Values bring: Reduce operational risk, motivational development for staff and building cultural inheritance sustainability in business.
4.5. Internal training associated with the development needs long-term
Instead of training institutions discrete, enterprises need to build a training program, internal with clear roadmaps, derived from the actual needs of each position, orientation, common development. The combination of professional training and soft skills will help the development of more comprehensive.
Values bring: strengthen internal capacity, retain talent, creating competitive advantages in the long term. This is also the key element to help businesses better adapt to the change of the labor market.
In summary, the selection apply the correct method of human resource management not only helps the business operate smoothly but also to create work environment, strategy-oriented. This is the foundation to build policy, human resource management science sustainable development in the long term.
5. Policy human resource management needs to be in the business
Human resource management effective indispensable foundation is the administrator policy clear transparent accordance with the direction of development of the organization. These policies not only help the business operate smoothly but also to build internal culture positive, retain talent, and improve the working efficiency of the whole team.
5.1. Recruitment policies are fair and transparent
Recruitment is the point of first touch between candidates and businesses, because the recruitment policy should be built towards the public consistency. The publication of clear criteria of expertise, skills, attitudes; the interview process; evaluation methods; time notification of the result will help candidates feel respected.
Instead of just casting sensuality, businesses should apply the evaluation criteria specific model capacity (competency model), combines behavioral interview (behavioral interview) and the skills test practice. In addition, the use of software, information management personnel to store, data analysis, candidates also contribute to increased transparency, reduce risk of bias in recruitment.
Values bring:
- Create professional photos and transparency in the recruitment market.
- Increased ability to attract talent, high quality.
- To limit errors in candidate selection, reduce the cost of training or hiring again.
5.2. Policy-salary – bonus – benefits competitive
Salary and welfare is always a top concern of the workers. A business has a policy competitive remuneration will retain talent better, creating working environment, positive, fair. This policy should be built on the foundation of research premises salary of industry, company size, the contribution of each position and the most important is the possibility of financial reality.
Besides the basic salary, bonuses, performance bonuses, projects, gifts, holidays, health insurance, annual leave, flexible support care mental health are the factors that should be integrated in welfare policies. Software personnel management, modern can support tracking automatically update the account details is for every employee correctly transparency.
Values bring:
- Contribute to the creation of policy, management, human resources, comprehensive, in-depth.
- Encourage employees to maximize personal power, knowing that the effort was recorded.
- Increase the satisfaction level of long-term commitment of our staff.
5.3. Training policies promoted clear
Personnel not only need good working environment, but also should be seen development path in the future. A training policy and promotion clear not only help employees to improve the professional level but also the elements retain talent effectively.
Business should frame building capacity for each location, designing the training program aligns with the requirements of development there. For example, after 6 months of work, employees can participate in training courses, soft skills; after 12 months may apply for the position of team leader if pass rate capacity. All this process should be systematized through software records management personnel or system, LMS (Learning Management System).
Values bring:
- Contribute to the formation and management system, personnel records clear monitoring and evaluation capacity over time.
- Motivation, learning and career development for employees.
- Proactive, team building, inheritance, to reduce dependence on outside recruiters.
5.4. The book fair assessment recorded promptly
One of the common mistakes in personnel management is to assess employees based on emotional or cyclical rigid that the lack of recorded timely in the process of work. Policy effective evaluation should be built on the foundation of transparency and objectivity based on the criteria specific measurement for each target location work.
Instead of just performance reviews, quarterly or annual business should be integrated feedback mechanism (continuous feedback) from superiors, colleagues, and system KPIS in real-time. The use of software to manage employee information allows the storage of data analysis, this review logically easier access, at the same time automate the hint salary increase, bonus or additional training.
Values bring:
- Increase transparency and fairness in performance evaluation.
- Create positive momentum for employees thanks to the recorded timely contributions specific.
- Support managers correct decisions about promotion, transfer or staff development.
- As a basis for the construction of management system profile hr professional in-depth.
5.5. Retention policy development, human resources
Talent is not just good salary, but also need a working environment to arouse passion, engagement and development opportunities long-term. Policies to retain talent, so must be accompanied by development roadmap individual clear, culture, noted the positive, flexibility in work.
Enterprises can deploy the program as: working mechanism of the hybrid (combined online – onsite), empowered to participate in the project strategy, program mentor – mentee, reward policies, internal transparency, organization, advanced courses management skills for the hr potential.
The integrated management system, personnel records, or software personnel records to help track clear process, personal development, strengths – points to improve from which the planned construction of retaining developed in accordance with the individual.
Values bring:
- Increased retention of key personnel, limiting the bleeding gray matter.
- Cost savings for new recruitment, training back.
- Ensure continuity in operations, production and business.
- Image enhancement employer brand in the eyes of potential candidates.
6. Solution human resource management how effective for the business of today?
In the era of transformation of technology, not only is support tool that has become a core element of the strategic human resources management of modern enterprise. The application management software, human resources or also called HR Tech is becoming inevitable trend to improve the efficiency of management, to optimize costs, improve the experience of both managers and workers.
A system of modern management often integrate the subsystems such as: records management personnel, timesheet salary calculator, evaluate KPIs, training and development, performance management, benefits,... When all data and processes are connected in a single platform, businesses can:
- Lose 40-60% of the time handling administrative thanks to automation.
- Limit the risk of errors in payroll management days allowed tax records.
- Easy access reports serve timely decisions.
- Advanced experience staff due to the transparency convenience.
To manage human resources effectively in the digital age, businesses can not only rely on the traditional methods that require up to a technology platform specialized and easy to deploy. Among existing solutions, LV SureHCS is a selection of typical for the organization is looking for software personnel management comprehensive from store employee records, electronic information management staff to assess the capacity payroll and strategic planning personnel.
With nearly 30 years of experience from Vietnam, LV SureHCS help businesses digitize the entire process of hr management in a flexible way, effective security.
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
Human resource management is no longer a support function that has become elements of strategy decisions to the sustainable development of the enterprise. The construction of policy management, it application of suitable methods and investment in technology is essential to improve labor productivity, retain talent, creating competitive advantages in the long term.
In the context of labour market change rapidly, businesses need to actively transform the way human resource management from thinking to tools. If you are looking for a platform that helps actualize strategic human resources management in a comprehensive, flexible management software hr LV SureHCS is effective solution optimized for the enterprise. Contact now to be consulting experience solution matching the pattern your business.
