In increasingly competitive markets, companies have focused on optimizing their products or services to attract an increasing number of customers. However, it is the people who are part of these organizations that make this a reality, which reinforces the importance of processes people management.
Do you truly know everyone who works for your business well? Do they feel part of the company? Do you feel rewarded? Thinking about building a career within the firm? Or in leaving your firm to grow professionally elsewhere (as in competitors, for example)?
To know the answers to these questions and how to take care of these problems, keep reading this article!
What is people management?
People management is the process carried out by HR and which involves the management of the company's human capital. It makes use of methods that unite both employee goals and goals that the business needs to achieve in order to be more profitable and successful.
Therefore, managers need to be aware of what teams need in terms of work and plan to achieve at a career level. As amazing as your company's product or service is, its members are its most important asset.
What are the pillars of people management?
For this type of management to be well executed, it is necessary to follow the pillars listed below.
- Motivation: it's about keeping employees willing to work because they know that their personal and professional goals will be achieved.
- Leadership: company members need to look up to those who have experience and represent the ideals of the business, that is, the leaders.
- Communication: Communicating clearly with your employees is essential so that everyone knows what to do while working.
- Team work: even though the departments have different functions, the cooperation of all will make the company have success.
What are the benefits of people management?
Now that you know what people management is and what your importance, let's see what are the main advantages of its adoption.
Quality in hiring processes
Some people think that hiring employees is just a quick review of a resume, doing an interview and deciding on the basis of “feeling” whether to hire or not. But it's not like that.
The process requires raising all the necessary points for the position in question, in addition to taking into account the in-depth knowledge of the candidate's profile and that he knows what the company he can work for is all about.
Training for employees
As much as the organization's work procedures are clear to you and older employees, does not mean that it will be so with those who are entering. After all, remember that admission may include people who have never worked in the field and will need good guidance at the beginning.
For good work practices to continue, it is also essential to maintain periodic training. The same goes when new tools are implemented, as a management software, for example.
Creating career plans
In the same way that you don't want to see your company in the same status quo after years, the same desire their employees have in relation to their careers. Even the least ambitious will answer “yes” if you ask them if they are interested in growing professionally (and, of course, earning more money as a result).
For this, in advance, create career plans for each sector of your business so that everyone knows how far they can go in bringing the expected results.
Improvement of the work environment
Once everyone knows what they need to do within their roles, how important this work is to the company, and how they can grow in their careers from there, the workplace becomes productive and motivating.
Also try to invest in moments that are not solely dedicated to work, such as get-togethers and happy hours. In times of a pandemic, online platforms such as Spatial Chat that simulates the physical environment of corporate parties.
Retention of the best employees
Finally, the fifth benefit listed here is nothing more than the consequence of those mentioned above: the permanence of your best employees.
Think about this: if a member of your company learns what needs to be done, applies the knowledge and grows as a professional, will he remain part of your company or will he go to another company that recognizes his talent and, instead, pays him and reward him better?
But do not worry. Next, we'll talk about the processes that, when applied, will drastically reduce the chances of this happening.
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What are the 6 types of people management processes?
Now we introduce you to the templates you should be aware of when managing people.
1) Process of adding people
This first process involves making people feel part of the company, especially new employees. Therefore, training for it's so important, because that's when they'll feel this way for the first time.
Although this perception must be built before that. The hiring process doesn't start when HR receives resumes, but when people are interested in working for your company.
Therefore, when working on your image in the market, do not limit yourself to promoting only your product or service, but also a professional corporate environment that people would like to be a part of.
2) Process of applying people
When hiring a new employee, he needs to receive an immersion in the company culture so that he can start performing the role for which he was hired with quality.
For the avoidance of doubt, this integration process needs to be very clear and should not be restricted to the department in which the employee will be a part. It is important that it covers all sectors and how their functions make the business run.
The presentation of the mission, vision and values as well as the code of conduct, company history, benefits, compensation and career plans are also essential to arouse the interest of new members to remain in the organization, which increases productivity and reduces the turnover.
3) People reward process
As much as a company has the objective of growing and even becoming the largest in its segment, do you know what this represents in the practical life of its employees? Nada.
As much as this truth hurts, it should serve as a starting point to give your collaborators what they really hope to obtain as a result of their efforts: recognition and reward.
When a professional feels recognized and rewarded, his commitment to work will be greater and, consequently, the company will continue to achieve its objective.
This bonus can be both financial and non-financial. The most important thing is, first of all, to collect what your employees would like to earn in order to give them the appropriate bonus.
4) People development process
This process is directly linked to the need to keep all employees well trained. Although some managers think that training should only be done during the onboarding of new employees, this thought is wrong.
Training your teams should be a constant practice, especially because, considering market changes (especially in terms of digital transformations) so that everyone stays current in terms of niche and best practices.
If you have difficulty about which capabilities should be implemented, pay attention to what difficulties your employees have in the tasks everyday. Set up training that solves these problems will certainly be the most effective way.
5) Process to keep people
When employees start to resign, the damage doesn't take long to appear. After all, the business starts to rely on people unless they help make the company work. However, training new members is a time-consuming process and it will take time for them to adjust and catch up with those who called for accountability.
To prevent this type of scenario from happening, it is essential to set up plans aimed at retaining your employees. This will only happen if you keep them happy during work as long as it is enjoyable and productive..
In times of a pandemic, many companies have adopted the home office. If this is your case, remember to have good communication with your subordinates, encourage their growth, help them in the composition of their career plan and invest in benefits to keep them satisfied in your staff.
6) Results monitoring process
The sixth and final process involves monitoring the results regarding the hiring of your employees. For this, you and your team or HR manager must consider which performance indicators will be used.
Also called KPIs (Key Performance Indicator), they have the function of measuring points such as:
- hiring rate;
- employee satisfaction;
- turnover rate;
- return on investment from hiring.
It is worth mentioning that this follow-up should not be done only with new employees, but with everyone and on an ongoing basis to know what levels your employees are at and also which ones need to be trained, promoted or fired.
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