Efficient People Management

The scenario of an HR that is always full of demands and executes with quality its processes, but still considered devalued within an organization, is more frequent than one imagines. Generally, managers see the area only as operational and cost-generating, as well as not giving as much credibility to the proposals and requests that come from HR. But know that it is possible to make a different management of people and that extrapolates the limits historically imposed to the sector.

That is why we hear so much talk in strategic HR. This new type of HR action is not only possible, but increasingly necessary. Companies need deep, efficient people management that has big impacts on the organization's results, which is a new challenge for HR.

What is a strategic people management?

Have you noticed that all sectors of the company, each with its own specific characteristics, think or at least contribute to business decisions? When the directors want to make some change, they consult the product area, the financial situation, make plans together with the marketing and devise commercial strategies.

A strategic HR is a people management sector that occupies this same place and brings great contributions, through the analysis of human capital, to an organization.

As a consequence, a strategic HR has reliable and data-driven analysis, knows the business of the company and the areas and actively participates in strategic planning. For this, the industry needs time, so it is common that the most strategic HR has the technology to carry out very operational processes.

This type of action means having more systemic vision and concern for the business as a whole, not just the area of ​​people management. It is necessary to understand in depth the situation of the company and the global impacts of every decision that involves HR.

Why become a strategic HR?

The effort to have really effective people management brings benefits to everyone. For the company, the sector is no longer just an expense generator, since it becomes possible to calculate the return brought by each investment. In addition, the organization relies on predictions and reliable analysis to make its decisions about people, minimizing the risks of large expenses. Thus, the management of people is done with more objectivity and assertiveness and the gains in performance are guaranteed.

For the professionals of the area, a strategic action expands knowledge, skills and even their own credibility. You can, for example, act as a 'business partner', which means learning a new work model and also getting to know other areas of the company deeply. All this brings greater recognition and consequent satisfaction, as well as a lot of development for those who work in HR.

How to make people management efficient and strategic?

Now that we understand that going beyond simple process execution and acting as a strategic HR is all about efficient people management, here are some tips for you to transform your industry!

Invest in data analysis

Data analysis is perhaps the main premise of efficient people management. Even because, to know about this efficiency, it is necessary to quantify, to measure. It is interesting to act on two fronts with regard to data analysis.

The first of these is the collection of indicators, which bring results about HR's own work and general aspects, such as productivity and employee satisfaction. Begin by structuring the recruitment and selection metrics, performance and training, for example, and collect it regularly. Over time, the analyzes will be rich, goals will be established and results well quantified.

The other form of action is a more recent trend and relates to cross-referencing people's behavior and performance, setting standards, and making more assertive decisions. This practice is known as 'people analytics' and has applications rich in selections, development processes and employee retention.

Analyze human behavior

Another way to bring efficiency to people management is to map and analyze human behavior, so that excess subjectivity is eliminated. To do this, invest in behavioral mapping tools based on the DISC Methodology and with guaranteed accuracy.

This type of test allows to collect more than 50 information about the behavior of each collaborator or candidate and still serves as the basis for 'people analytics', for example. The benefits of behavioral assessment for HR are numerous and generate great value.

Understand the business

Knowing your organization more globally is also the premise of any strategic HR. How will you be able to comment on business decisions and be heard if you do not know the background to the business purpose of the company? How will you run the management of people from some area, in partnership with the leadership, without knowing the objectives and goals of this sector?

Seek knowledge internally, talk to leaders and other employees, and also top management. More global knowledge of management from external sources is also welcome, as well as having a good sense of the market in which your company is embedded.

Participate in the strategic planning of the company

The next step, once you already understand the business and your own work, is to actively participate in the planning moments of the company. Take your data, show the value of the information and give opinions based on tools and objective analysis.

Of course, for this, the trust relationship has to be established gradually, which will already be being built through all the other tips to be a strategic HR.

Use technology to your advantage

The final tip is also quite a recent topic. To have time and ability to be strategic, you can not spend a whole day reading résumés or passing performance evaluation data to a spreadsheet, right? Count on the technology to help you reduce the workload and even motivate the professionals in your area.

There are HR software that encompasses all the processes in the area, allowing your selection process to be faster and more assertive, integrating employee information and even assisting in data analysis, for example. Technology is a great ally and can not but be used.

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