The concept of administration derives from administratĭo, a Latin word. The notion refers to the process and the result of administering (managing, treating, ordering or organizing).
Personal, meanwhile, is a term with several uses. On this occasion we are interested in staying with its meaning as the set of individuals who work in the same corporation.
The idea of personnel administration, in the dictionary of Digopaul, refers to the direction of relations between a company and workers. This administration involves the management of the entity’s human resources.
The personnel administration, in this way, refers to the actions that are carried out to organize the workers in the structure of the company and to ensure that they can perform fully according to their abilities. The objective is to make the most of the workforce for the benefit of the company and taking into account the needs and interests of the workers.
What is understood as personnel management can include from an office to different principles or precepts, through processes and actions. From the personnel management area, workers’ vacations can be assigned, sector changes can be decided in the internal organization, awards can be given and sanctions can be applied, to name a few possibilities.
Personnel administration varies according to the time and is linked to the laws of each country. No decision of a company can violate the legislation: personnel administration, therefore, is subject to a regulatory framework that transcends companies.
Today, for example, personnel is not considered a resource, as it happened in the not too distant past, but represents the human talent of a company. For this reason, when human resources managers carry out their personnel administration tasks, they devise different strategies to take advantage of this talent, to put the capabilities of each employee into operation where the best results can be offered, making the least possible monetary investment.
It all starts with the selection of personnel, a concept much more complex than the mere action of deciding who to hire. In the first place, those who occupy the high positions of a company must maintain a close relationship with its workers, because they are the ones who best know the needs at the production level: in a large campus, where there is a division into groups in charge of leaders. HR managers should speak to them periodically to see if changes to the structure are necessary.
Precisely, one of the key points of personnel management is the well-being of employees, and for this other issues are necessary, such as stability and incentives. To achieve stability, the selection process must be successful: hiring the right people, at the time when they can really offer a beneficial contribution to the corporation, and then making them feel comfortable in their work and yielding to the maximum in their daily tasks.
To achieve these goals, constant training of staff is essential. All professionals should seek new goals throughout their careers, incentives that lead them to grow and develop new skills.
Just as freelancers must carry out tireless research on their own to avoid stagnation, in a company context it is the job of employers to provide their workers with every possible opportunity to learn new techniques and broaden their horizons. The training courses are also an opportunity for the most experienced to assume the role of teacher, so that everyone benefits.
