Analysis and evaluation of the effectiveness of personnel management

The primary task for any manager (not to mention the HR manager) should be the creation of a system for analyzing and planning labor, vocational guidance and social adaptation of workers in the team. Every employee of an organization is a person, and an organization is a public system, and they are interrelated. Analysis and evaluation of the effectiveness of personnel management are based on certain factors that also do not exist in a vacuum, but are closely related to each other.

1. Physiological factors (sex, age, mental and physical abilities, etc.)
2. Technological factors (complexity of work, technical equipment, level of use of scientific achievements, etc.)
3. Structural and organizational factors (the regime and length of service, the volume of the enterprise, the level of use of personnel, etc.)
4. Socio-economic factors (social benefits, living standards, insurance, material incentives, etc.)
5. Socio-psychological (gratitude, status and recognition, moral climate, etc.)
6. Territorial situation (inflation, level of competition, unemployment, corporatization of enterprises, etc.)

Evaluation of the effectiveness of personnel management - a comprehensive assessment of all these factors. Now let us consider in more detail what is the effectiveness of management, i.e. What we value.

First, the evaluation of staff effectiveness is necessarily characterized by the end result. If management is effective, with the help of a specially selected, motivated and trained team, a certain result of the activity is achieved. This team is formed on the basis of the personnel policy chosen by the department for work with personnel. If the costs for obtaining a production result are reduced, compared to those that were before, or the costs increase at a slower rate than the rate of increase in the result, then the efficiency rises. The efficiency of the work is also evidenced by the assessment of the company's labor costs.

Secondly, the evaluation of the effectiveness of personnel management also has a material component, since it is possible to speak about efficiency if a minimum of funds is spent to achieve the set goals. In this case, the economy of the system itself is estimated. However, it should be clarified that in this case it is not about the maximum possible savings on labor, because cheap labor is just a cheap labor. In this case, we mean the achievement of a certain economic and social effect due to a certain state of the labor potential. Minimization of costs refers to the implementation of certain activities, the receipt of certain qualitative and quantitative parameters of labor potential, and not to reduce the costs of personnel policy.

Thirdly, the evaluation of the effectiveness of personnel management depends on the effectiveness of the selected management methods. That is, here we mean the evaluation of the effectiveness of the organizational structure of management. Some managers mistakenly believe that the more and more "ramified" the staff service, the more effective it is. Experience shows that too many HR units lead to duplication of some functions, difficulties with coordination and coherence of activities, level of workload of employees and increased costs for maintaining this device. The effectiveness of the staff management tool depends on the dynamism of the structure, the speed of response to the complexity of tasks and new goals, the level of adaptability to changing production conditions.