What is the personnel group?

Large organizations usually use the personnel group as a way of defining different types of employees. The development of this concept is closely related to the adoption of information systems for human resources (HRIS), which revolutionized business processes in the field of human resources in a wide range of societies. The personnel group is used to satisfy three driving needs: creating a method of identifying employees with common features, allowing easier maintenance and testing and testing the activity by a group. The associated groups are an easy place to start, because within the trade union group all employees will have common specific employment conditions. This may include a holiday entitlement, overtime calculation rules, trade unions and seniority requirements.

Nomenclature used to define a personnel group varies and depending on HR software on the seats may be a limitation of the number of characters. Most organizations usually use an abbreviation for the Union or description of the primary position to IDENtification of personnel groups. Although a number of sequences can be used, it can quickly become very complex for human resources, data architects and other people who need to handle data.

Once the unique group of personnel groups is assigned to the trade union groups, the next phase is to define groups for the remaining employees. Different methodologies are used for this purpose depending on the complexity of the organization. Check out different positions or job descriptions and identify common features that cover more employees. These common features should be subjects for which the company will have to be able to create unique messages. The managers of the Vice President and the higher level are often grouped into one personnel group.

Avoid creating a personnel group according to the location or similar report structure. These common features are already identifiedI know mail addresses, positioning indicators and job numbers or title. Instead, look at one level higher and focus on a similar competence of benefits or work tasks.

Personnel groups should be organized in a structure that mimics as close as possible to the real organizational structure. There should be possibilities to operate reports of different branches of organizational structure and combine multiple personnel groups as needed. Summary messages are usually programmed to use the structure of the hierarchy to satisfy these needs and can be built into the selection screens.

It is important to correctly identify personnel groups, because any changes in the group can be changed once and applied to all employees in this group. For example, if all trade unions are eligible for an annual salary increase, then this change CAN to be used for a specific personnel group. This significantly simplifies PR requirementsOblinking, testing and communication.