In addition to the obvious convenience and control capabilities, systematic management of personnel carries an additional “burden”: it helps to predict emerging problems, control them and solve them with maximum efficiency.
Naturally, the sphere of personnel management cannot be as controllable as the production process, since personnel are people with their own characters, temperaments, moods, interests, etc. A man, at times, himself cannot decide what he wants at a certain moment in time. The task of a competent leader or human resources service: to identify key figures in the team and influence them. It follows that the organization’s personnel management system is a process of translating the emotional sphere and the sphere of relations that are inevitably present in the process of any organization’s work into the language of management.
If the personnel management system is built competently, it means that the team will work competently and cohesively, it will focus on results and improving the quality of work. In order to create a personnel management system, it is necessary to formulate goals, objectives, structure and functions of personnel management , develop functional relationships.
The personnel management system includes several important elements:
- specialists of the management apparatus;
- technical means;
- information component;
- personnel management methods ;
- legal framework.
It is worth mentioning that the personnel management system of a large organization can have significant differences from a similar system of a small company.
Like any other system, the personnel management system has certain goals. In this case, these goals need to be considered from two different sides: the staff has their own goals, and the administration has its own goals for the use of staff, which do not always coincide.
Naturally, the better organized the personnel management system is, the more efficient it is. What determines the efficiency of such a system?
- Analysis and a clear understanding of the organization’s strategy. Employees must be clearly aware in which direction the company is heading and which goals it pursues. Orientation to the strategy helps to determine the basic steps that need to be taken to solve the tasks. In the future, the basic models of business behavior are developed that will serve as the basis for creating the main aspects of the personnel management system, such as career planning, certification, evaluation for selection and promotion, etc.
- Creation of a multilevel personnel assessment system. You can create a profile of success - to allocate reference professional, personal and business qualities for each specific position, and then select a person for this ideal model. The accuracy of selection in this case will be much higher, and the involvement will be more successful. For the HR service, the creation of such models will help to adjust the managerial reserve.
- Mandatory availability of models and work procedures.
- Mandatory involvement of linear management.
- The ability to change goals in connection with the emergence of new tasks.
It is imperative to conduct regular certification of employees in order to assess the level of compliance of their competence with success profiles. Certification will help to track the performance of employees and determine the dynamics of their development. Any form of certification can be chosen, but an individual conversation with management is preferable.
As a result of any effective certification, you can track the basic needs of staff development. The next logical step will be the creation of professional training programs in which complexity should become the main component. Integrity is the various forms and methods of employee training : coaching, conducting business training, creating a mentoring system, etc.