Technology of personnel management

For the effective functioning of any organization, a well-developed technology of personnel management is needed, which includes recruitment, methods of stimulating them to work, organizing their professional and personal growth, and a set of punitive measures. The development of this system is staffed by staff services or invited specialists. The purpose of these activities is to increase the level of interest of staff in their own activities and increase their results for the benefit of the company.

The formation of a personnel management system can be divided into three blocks: the organization of staff, their development and the rational use of human resources. The first group of issues, the development of solutions of which is engaged in technology of personnel management, includes the planning of the needs for employees, their recruitment, evaluation, selection and identification of competitive advantages of the peresnal. The development of employees is due to their periodic training, refresher courses, training of personal and professional growth. The third group includes measures to organize labor. This is the planning of staff time, vacations, working schedules, recording the time of each employee's work, observance of rights and control over the performance of duties.

At large enterprises the technology of personnel management is carried out by several specialized departments, which are divided according to what group of functions are performed. In addition, there is necessarily a controlling body that monitors the legality of the actions of management on their subordinates, and vice versa. Usually, this is the responsibility of trade unions, whose members can become employees themselves. We can say that the essence of personnel management of the enterprise is the rational use of human resources. If the company is small, then the realizations of this task are handled by the personnel department, which takes over the functions of the supervisory authority.

In order for the technology of personnel management to be effective, management should provide people who develop it with a good material, information, technical base. This need is due to the fact that in the world there are constant changes that lead to the emergence of new requirements for the organization of labor. Information and technical hunger can lead to the development of inefficient solutions, which will be unprofitable for the enterprise.

In order to build a human resources management system, two groups of methods should be used:

1. Characterizing the requirements for the creation of the system itself
2. Defining the direction of development of the entire system of employee management.

The first group includes system analysis, the decomposition method, when complex elements are decomposed into simple, the method of structuring goals. The second group includes the method of successive substitution, the experimental method, the method of creative meetings, and much more. The development of a methodological base can be handled by both individual specialists and personnel of the personnel department.

It is very important in the formation of the management system that the measures are consistent, logically connected and explainable, do not contradict the existing legislation, are the result of analysis, committed errors, both at the given enterprise, and by borrowing the experience of other organizations. It should be remembered that the technology of personnel management should be long-term and fully consistent with the goals and corporate policy of the company.