Efficiency of personnel management.

The development of a company or an enterprise largely depends not only on the manager's commercial abilities, but also on the system of management of subordinates working with him. Each manager must first determine for himself the tasks of personnel management, which will help to increase not only the effectiveness of personnel management, but also the effectiveness of the overall goal set for each individual employee.

We will consider the methods and methods of the correct management of human resources, allowing to build the main building of the system, which increases the efficiency of personnel management and makes the work in such company and team more comfortable and productive:

• Orientation to the main supporting objectives of the enterprise.
• Compatibility with the culture of the organization.
• Presence of motivated and specialized masters - professionals.
• Maintain a cozy and comfortable microclimate within the collective environment.
• Participation and support of the management staff to any employee.

All these conditions that determine the effectiveness of personnel management , will help to correctly assess and distribute the potential of employees in any department of the company. It should be noted that without the constant prevention of the management system, the use of human resources becomes very inefficient, so a number of techniques and methods can be used:

• Provision of audits and evaluation of the management system already established for its current relevance to the present goals and needs of the organization. Most often, such audits occur as a result of a change in the company's main strategy.
• Holding short-term meetings to discuss the company's main goals and its progress as a result of the quality work of the employees.
• Ensuring constant attention of the superior management body to the development, revision and formation of an actual system aimed at the effectiveness of personnel management.
• To make a permanent assessment of the company's departments on the basis of the final results of the work done (degree of achievement of the organization's goals). This may include material compensation.

But the most demanded motivation for an employee is his career and its development path. Therefore, another, and probably the most powerful, method of management effectiveness is the management of the business career of personnel. This method is so productive that many employers prefer not to hire specialists with qualifications, but to educate their employees by training them and improving their qualifications. As a result of this professional development, the company receives a competent employee already adapted not only to the company's internal policy, but also familiar with its main goals and strategies.

The process of planning the career development of an employee takes place in several stages:

• Passing an employee's appraisal when hiring will help to identify and determine the internal potential and the possibility of development on the company's career ladder.
• Drawing up an individual career development plan for the employee who showed himself. This plan is to identify those positions that a given employee can take while developing a business career. It can be both vertical career growth, and horizontal (transition to positions of other departments).
• Constant assessment of the knowledge and capabilities of the employee over the past period of time. Also, this stage can serve to identify works on an additional program for obtaining new knowledge and skills, as well as the formation of the basic basis of the data already studied.