Over the past half century, the phrase "psychology of personnel management" has become very popular. It is used to describe those basic functions that are dedicated to improving the efficiency of this process.
Human Resource Management is an activity that relates to the management of people. It should be aimed at achieving the goals of the organization or enterprise by using the experience, work and talent of people. Naturally, the most basic law then is to increase the effectiveness of personnel management , given the necessarily satisfaction with their work. This is the first basic position.
Secondly, it is imperative to focus on the contribution made by staff in order to achieve corporate goals.
Thirdly, the discipline "Personnel Management Psychology" recently recommends that the atmosphere of cooperation should come to replace strict regulation in interactions between employees and superiors. Its main features are the following:
- the presence of fruitful relationships in small working groups;
- orientation is available not only to customer satisfaction, but also to staff;
- employees must necessarily be involved in achieving the goals of the organization;
- the presence of a stratification of the organizational hierarchical structure and delegation of authority to the leaders of working groups.
To answer the question of how to manage personnel, certain models will help.
The first of them, which relies on human motivation, is very effective. It is based on a constant analysis of the motives, goals, moods and interests of employees, which must be combined with the goals and requirements of the organization. But this process should not be violent, and the psychology of personnel management helps to find “working” mechanisms so that employees themselves want to do this. Therefore, the personnel policy will be based on the goals of strengthening the moral and psychological climate and the development of human resources.
The second model implies the existence of a framework management that allows you to create special conditions in order to develop the initiative, responsibility and independence of employees. In addition, it is noted that it is recommended to increase the level of communication and organization in the organization, to promote the development of satisfaction with their work. As a result, corporate leadership begins to develop.
The third model, which offers the discipline "Psychology of personnel management", is one of the most effective. It is a matter of delegating one’s authority when responsibility, competence, and the right to make major decisions independently and to implement them are transferred to employees. This is one of the most advanced control systems.
The fourth model implies that it is based on the concept of “entrepreneurship”. This concept consists of two: “cooperation” and “internal”. In the main essence, there is the presence of entrepreneurial internal activity in the organization, when each employee relates in his work as an entrepreneur, innovator and creator.
The fifth model implies the existence of cooperative relations in the organization, when not only the authority of the leader becomes the base, but equal relations with employees. Therefore, each employee will be able to take an active part in the formation of goals and the main development strategy of the organization.
The discipline "Psychology of personnel management" is a dynamically developing science that constantly offers innovative approaches.