The administration of questions concerning the workforce is counted as one of the central tasks of personnel management. It covers all routine administrative tasks of the human resources department. Among its core activities are the management, planning and training of personnel.

Personnel management, also known as personnel administration, is a form of management that handles employee relations with the company. However, they also carry out other activities involving third parties, such as the affiliation of workers to a social security scheme.


Personnel Management: Tasks, Functions and Objectives


Objectives of Personnel Management

The main objective of staff managing Philippines is to provide updated personal data, to ensure optimal internal communication. It should not be forgotten that administrative work carried out efficiently contributes to a smooth internal cooperation. In general, it is the task of personnel management to organize and simplify all processes around employees in a company.

When personnel management performs its work efficiently and without errors, it contributes to achieving a major, primary objective for the human resources department: generate, maintain and increase the level of employee satisfaction. This, in turn, is of great benefit to the company, because the more satisfied the workers are, the greater efficiency and creativity is achieved. In addition, the number of sick leave decreases and loyalty to the company increases.


Personnel Management Tasks

The tasks for personnel management can be divided into two categories: on the one hand, the tasks that respond to operational needs or legal imperatives, such as the development of systems to record working hours, social security, salaries, hiring and termination processes for employees or even work certificates; On the other hand, management tasks that focus on company policies and strategic decision planning, including survey analysis or performance comparison, among other activities are distinguished.

Be that as it may, carrying out these activities is a very complicated task, which is why most companies use specialized programs. These support the human resources department in the implementation of their functions, recording the personal data of each worker together with information related to the payroll calculation, the time/work relationship, personal statistics, business travel costs, and other displacements, etc.

Basic tasks of personnel management:

Recognize the needs of employees, collect and evaluate information in this regard and identify trends.

Create, manage and keep the different employee files.

Record hiring, termination, and personnel changes.

Prepare employment contracts with other types of agreements (subletting contracts).

Process employee requests, for example, with regard to vacations or training courses.

Manage contact with competent authorities, offices, insurance companies, accounting firms, health insurance or other contractual partners.

Supervise the entry and termination of the employee in the company.

Process employee absenteeism.

Take care of salary payments.

Record work schedules.


Personnel Administration Functions

Personnel management, in the performance of their tasks, must fulfill the following functions:

Provide information: provides updated data on each employee, specific groups or all personnel. The data can be taken from the file of each worker. Personnel management programs are, in this sense, of great importance.

Develop processes: the hiring, transfer, promotion or termination of employees is the responsibility of the company. Personnel management is responsible for the entire administrative part.

Notifications: the human resources department is responsible, for example, for registering the employee in the corresponding offices.

Control: fluctuations in schedules, casualties, overtime, the right to vacations or working hours are checked. The control of working time is especially relevant when flexible schedules are to be established.

Personnel protection: Personnel management must guarantee the protection of the health and safety of employees at work, as well as the protection of data in accordance with current laws.


Security and Data Protection

Employees in charge of a personnel management deal with sensitive personal data on a daily basis, such as name, address, medical information, bank account, certifications or curricula. These data must be protected in compliance with current laws, which is why employees must know the latest changes in regulations regarding data protection. With the entry into force of the GDPR, companies have to review the internal processes to comply with the provisions. But what impact does it have on personnel management?

Personal data that is not necessary should be deleted.

Employees must give their consent for their data to be used.

Employees have the right to know the data that a company collects and processes.

Employees can ask the employer for a copy of all their stored data.

In case of loss of data, employers must comply with the official obligation to report within a maximum period of 72 hours.

Proper personnel management depends not only on the relationships between employees and the company but also on other issues related to productivity and the administration of own resources, both human and economic.

Traditionally, personnel management has been one of the most important functions of Human Resources departments. However, this area is undergoing an accelerated process of digitalization and automation that will allow companies to face the challenges of the future with greater chances of success.

Attracting talent is, of course, fundamental not only for growth but for the survival of the company in an increasingly competitive environment. Personnel management has a direct impact on the commercial strategy of the company, as it allows to assume relevant changes, responds to operational needs and deals with such a decisive aspect as motivation.


Why a Company’s Personnel Management is Important


When personnel administration is inefficient, the company ends up accusing dysfunctionalities and balance sheet problems. Among the most serious that may arise due to incorrect personnel management are:

Decision making is more complicated or is carried out without having all the information that would be desirable.

There may be time conflicts or poor vacation planning.

Some aspects of employee records may be outdated.

The chain of command may not be respected, generating contradictory orders that reduce productivity and staff motivation.

Certain employee requests may be left unanswered or resolved too late.

Some strategic projects may not be implemented with the desired success despite having sufficient talent within the company.

The company’s digitalization process may be slower and not reach the desired levels.


Everything that affects the situation of the worker within the company, from hiring to termination or retirement, goes through personnel management. Winsolutions Corp is a full-service Business Process Outsourcing (BPO) company that will provide the best solution to your staffing requirements. Focus on growing your business. Leave the personnel management to staff managing Philippines.