A process that is geared towards corporate human resources, also referred to as a human resources process. Can be a business process or a leadership process.
In practice too, process considerations are becoming increasingly important today. Here, too, processes have to be constantly adapted and a rethink has begun. The demands on process-related thinking will increase more and more in the future. Personal processes can be structured in very different ways. One can roughly differentiate following personnel processes.
Level-related personnel processes
Refer to the operational hierarchy levels. Examples of process types:
- The overall process of human resources, responsible is the top manager of human resources.
- Area processes of human resources, such as personnel planning, recruitment ... Here are usually head of HR or division responsible.
- Group processes, mostly subject-related processes, eg in the payroll office.
- Individual processes that occur in a single job and i, dR are done by a HR Administrator.
The design of such personnel processes is a matter of experts.
Area-related personnel processes
Consist of several phases such as personnel planning, recruitment, personnel deployment and human resource management. Here are to distinguish:
- Personnel planning processes that plan ahead
- Recruitment processes, which include deployment measures, e.g. B. processes of personnel requisition, application processing, preselection or personnel selection.
- Personnel deployment processes, from personnel access to personnel leaving
- Personnel management control processes for monitoring and investigating corporate HR
Accompanying personnel processes
Support the above mentioned core processes. Examples are:
Personnel management processes, personnel appraisal processes, personnel development processes, staff remuneration processes, and personnel support processes.
Comprehensive HR processes
Area manager is responsible and is supported by the personnel controlling.
The process of personnel controlling is parallel or superordinate to the personnel management process.
Optimization of personnel processes
The main goal of Human Resources today is to be an intelligent, active and innovative area that is instrumental in the company's success. The optimization has among other things the following human resources goals:
- reduce costs
- Increase process quality
- Reduce throughput times
- Increase process-related innovations
- Strive for timely personnel work.
Overall, all activities must be economically viable, ie. H. the ratio of output to input must be in reasonable proportion.
The staff is to be prepared and trained for process thinking. Only when everything organisationally "runs smoothly" does it make sense to introduce HR software. Software supports the new human resources approach and can thus contribute to the business success of the company.