The development of a company or enterprise in many respects depends not only on the commercial abilities of the manager, but also on the management system of his 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.
Consider the methods and methods for the proper management of human resources, allowing to build the main building of a system that improves the efficiency of personnel management and makes the work in such a company and team more comfortable and productive:
- Focus on the main supporting goals of the enterprise.
- Compatibility with organization culture.
- The presence of motivated and specialized masters - professionals.
- Maintaining 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 properly assess and distribute the potential of employees in any department of the company. It should be noted that without constant prevention of the management system, the use of human resources becomes very inefficient, therefore, a number of techniques and methods can be used:
- Posting audits and evaluations of an already established management system to its current compliance with the organization's current goals and needs. Most often, such audits take place as a result of a change in the company's main strategy.
- Holding short-term meetings to discuss the main goals of the company and its progress as a result of the quality work of employees.
- Ensuring the constant attention of the higher governing apparatus to the development, revision and formation of the current system aimed at the effectiveness of personnel management.
- Conduct a continuous assessment of company departments based on the final results of the work done (degree of achievement of the organization’s goals) This may include material rewards.
But the most popular motivation for an employee is his career and its development paths. Therefore, another, and probably the most powerful, method of management efficiency is the management of the staff’s business career . This method is so productive that many employers prefer not to hire specialists with qualifications, but to educate their employees by training them and raising their qualifications. As a result of such professional development, the company gets a competent employee who is already adapted not only to the internal policy of the company, but also familiarized with its main goals and strategies.
The process of planning an employee’s career progresses in several stages:
- Passing certification of an employee when applying for a job will help to identify and determine the internal potential and the possibility of development on the career ladder of the company.
- Drawing up an individual career plan for the employee who proved himself. This plan is to identify those positions that this employee can take in developing a business career. This can be either vertical career growth or horizontal (transfer to the posts of other departments).
- Ongoing assessment of employee knowledge and capabilities over the past period of time. Also, this stage can serve to identify work on an additional program for obtaining new knowledge and skills, as well as the formation of the basic basis of already studied data.