For the effective functioning of any organization, a properly constructed personnel management technology is required, which includes the selection of personnel, methods of stimulating them to work, organization of their professional and personal growth, as well as a set of punitive measures. The development of this system is carried out by personnel officers or invited specialists. The purpose of these events is to increase the level of staff interest 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 3 blocks: the organization of staff, their development and the rational use of human resources. The first group of issues that are developed by personnel management technology includes planning for the needs of employees, their recruitment, assessment, selection and identification of competitive advantages. The development of employees is due to their periodic training, continuing education courses, trainings of personal and professional growth. The third group includes measures for the organization of labor. This is planning staff time, vacations, drawing up work schedules, fixing the hours of work for each employee, observing rights and monitoring the performance of duties.
At large enterprises, personnel management technology is carried out by several specialized departments, which are divided depending on which group of functions they perform. In addition, there is a supervisory authority that monitors the legality of actions on the part of the management regarding its subordinates, and vice versa. Usually, this is done by trade unions, of which employees can become members themselves. We can say that the essence of enterprise personnel management lies in the rational use of human resources. If the company is small, then the HR department is involved in the implementation of this task, which takes over the functions of the supervisory authority.
In order for the personnel management technology to be effective, management must provide the people developing it with good material, information, and technical bases. This need is associated with the fact that constant changes are taking place in the world that are causing new requirements for the organization of labor. Information and technical hunger can lead to the development of ineffective solutions that will be unprofitable for the enterprise.
In order to build a human resource management system, it is necessary to use 2 groups of methods:
- Characteristic requirements for the creation of the system itself
- Defining the direction of development of the entire employee management system.
The first group includes system analysis, the decomposition method, when complex elements are decomposed into simple ones, the method of structuring goals. The second group includes the method of sequential substitution, the experimental method, the method of creative meetings and much more. The development of the methodological base can be carried out by both individual specialists and personnel department staff.
When creating a management system, it is very important that the measures are consistent, logically connected and explainable, do not contradict the existing legislation, are the result of analysis, mistakes made, both at the given enterprise and borrowing the experience of other organizations. It must be remembered that the technology of personnel management should be long-term and fully consistent with the goals and corporate policies of the company.