On the road to performance thanks to good HR management

By Nathalie Pouillard & Emma Gil

Published: October 25, 2024

HR management is one of the strategic pillars of human resources management, as it enables you to visualize your strengths and weaknesses.

The aim? To adapt HR strategy and optimize performance.

Beyond the analysis and reporting challenges, it also generates essential HR communication media. ✨

Let's take a closer look at the stakes involved in human resources steering, how to set it up and which tools it relies on.

See all software HR Data Management

What is human resources management?

HR management: definition

HR management is an integral part of a company's overall strategy, as reflected in its HR policy. It revolves around the forward-looking management of jobs and skills (GPEC), social and administrative management, and the use of an HR information system (SIRH).

HR management can be global or focused on certain points, in particular :

Operational or legal management:
Does the company comply with all legal, administrative and operational obligations?
Customized management:
What are other companies of the same size or in the same sector doing?
Strategic management:
Is the HR policy in place effective and profitable over the long term?

The challenges of HR management

Between analysis, monitoring and reporting, its primary vocation is informational:

What is the company's current HR situation?
What are its objectives?
Which HR indicators should be monitored?

The information gathered is then used as a valuable decision-making tool, to determine the actions to be taken, in terms of :

recruitment;
retaining talent ;
improving working conditions;
reducing accidents and illness;
developing CSR policy, etc.

What are the objectives of HR management?

The main objectives of HR management are

to collect and centralize relevant and reliable information;
disseminate this information to all managers and employees;
identify problems and bottlenecks in HR management;
measuring the results of HR actions;
calculating the return on investment (ROI) of HR strategy.

To achieve these objectives, HR management relies on a number of tools enabling the HR department to :

promote its actions to all employees ;
demonstrate to management its contribution to the company's overall performance.

How to manage HR management?

1. Building a solid foundation

HR steering begins with the definition and selection of key performance indicators (KPIs) aligned with the company's strategic objectives.

These indicators enable performance to be measured consistently, ensuring that HR initiatives support the organization's overall vision.

Tailoring HR indicators to the company's specific needs enables better assessment of various aspects such as recruitment, training and employee performance.

☝️ Please note, however, that a relevant KPI is one that is customized and well chosen, according to the organization's size, sector of activity and strategic objectives.

2. Automate to create value

The automation of HR processes using modern technologies and specialized software, such as HRIS, makes it possible to collect data in real time. What's more, it streamlines the execution of repetitive tasks such as time-consuming administrative tasks.

This automation therefore improves efficiency, reduces errors and provides a solid basis for rapid, well-informed decisions.

3. Professionalize HR management

Using qualified experts is essential for interpreting HR data accurately and proposing strategies that are both appropriate and in line with industry standards.

👉 For example, a company with a high staff turnover rate can turn to a human resources consulting firm. The consultants then carry out analyses (of satisfaction test results in particular) to uncover any shortcomings, then propose a program accordingly: mentoring, training, deployment of internal communication tools, etc.

4. Offer a differentiating experience

The use of data visualization and artificial intelligence tools to analyze and interpret HR data enables informed decision-making.

However, human expertise remains crucial to contextualize this information. This combination of technology and human intervention adds value to HR actions, and above all contributes to improving the employee experience. ✨

What are the 5 tools of HR management?

The BSI, a communication and motivation tool

The Bilan Social Individuel (Individual Social Report) is a summary and educational document issued by the Human Resources department to the employee once a year, in paper or digital form. It is not a mandatory document.

It summarizes each employee's individual rights and benefits, such as :

remuneration ;
bonuses ;
training proposals ;
profit-sharing.

It enables employees to see the company's competitive advantages in their entirety, and how they have evolved from one year to the next.

This rewarding tool is ideal for retaining talent: it's a technique for building employee loyalty.

The BDESE, an inter-hierarchical information tool

The Economic, Social and Environmental Data Base ( BDESE) is used to prepare the annual consultation of the Economic and Social Committee (CSE) with management.

Management is obliged to make the database available to the CSE or to employee representatives in the case of 50 or more employees.

The BDESE comprises :

social data (social investment, gender equality, etc.) ;
compensation (management, employees, financial backers) ;
accounting data (equity and debt, investments, financial flows and commercial transfers, etc.);
environmental data (environmental impact of the organization, management, activity, etc.).

The objectives of the system are manifold:

to simplify and deepen the exchange of information between management and employee representatives;
recall the company's strategic orientations;
show their impact on business activity, employment, changes in skills and professions, and work organization.

With GrafiQ software, you can easily set up a BDESE by importing your DSN, Excel or other HRIS files. Customize it to your needs and image, then distribute it securely (restricted access, secure IP, etc.) to authorized personnel.

The HR dashboard, a decision-making tool

The human resources dashboard is one of the essential management tools for decision-making, thanks to the measurement and synthesis of statistics:

headcount ;
staff turnover;
absenteeism, etc.

Carried out by the human resources department, or sometimes by a social management controller, it can be used for :

monitoring recruitment;
training;
performance evaluation;
career management;
or monitoring the social climate.

The HR dashboard is made up of a set of performance indicators, focused on key success factors (or action levers), all defined according to the company's size, sector and strategy, and is presented in the form of tables and graphs.

💡 You can have an HR table within human resources management software.

👉 For example:

Eurecia HR Portal, one of the modules of the flexible and comprehensive Eurecia HRIS, is used to group together and analyze all employee data within a single portal (and therefore a dashboard). What's more, the tool makes it easy to distribute your BDESE to all stakeholders.
Nicoka SIRH uses Business Intelligence to combine your data and create advanced, customized reports that facilitate decision-making. You get a clear and precise vision of your projects, while securing your information.

HR reporting, the control tool

Initially used by marketing teams to get to know customers better, reporting is now used in HR management too.

Built up a posteriori, it supplements the HR dashboard with a set of result indicators to inform management of the performance of human resources at a given point in time.

It is a control tool that highlights :

absences ;
illness ;
wage differentials ;
workplace accidents ;
staff turnover ;
training needs, etc.

Unlike the dashboard, which is an analytical tool used by human resources management, reporting is a record of departmental results and trends, for analysis and assessment by the company's decision-makers.

Where human resources management is decentralized, reporting is used to verify and unify the actions of all units.

Differences between HR dashboard and HR reporting :

Criteria	HR dashboard	HR Reporting
Recipients	HR Department Management	Management
Indicators	Performance indicators Lever indicators	Results indicators
Objectives	Performance management Service management Change management	HR department performance assessment

Balanced ScoreCard HR

The Balanced ScoreCard (BSC) is a strategic management tool developed by Robert S. Kaplan and David Norton. Applied to HR, it offers a balanced view of performance by integrating financial and non-financial indicators.

The HR BSC is structured around four main perspectives:

Financial perspectives, with analysis of the contribution of HR to the company's financial performance, such as the return on investment of human capital.
Employee perspectives, with an analysis of employee satisfaction and the effectiveness of talent management.
Internal process perspectives, by assessing the effectiveness of HR processes such as recruitment, training and performance management.
Learning and development perspectives, measuring efforts to develop skills and innovation within the organization.

To implement the HR Balanced ScoreCard, you need to :

align HR objectives with overall corporate strategy;
select relevant key performance indicators (KPIs) for each perspective;
set up monitoring tools to measure the achievement of objectives and make any necessary adjustments.

The BSC provides an overview of HR performance by integrating various dimensions, thus promoting continuous improvement across all processes.