The twenty-first century provides humanity with new challenges. New technologies, changes in consumer demand, the transition of the economy of most countries to services, the “shrinking” of the world due to the emergence of new means of communication - all this is changing our world, including the business sphere. So, if earlier the main emphasis was on the technological base and the use of low-skilled labor, today, with the development of innovative technologies, human resource management is becoming almost the main task of a businessman. About how to properly implement such control, we will describe in this article.
Human resources management is the activity of company employees, the purpose of which is to provide the company with highly qualified and reliable employees who will fully meet the requirements of the company and work for its benefit. The CR management system (in foreign sources - HR) implies the development and implementation of a specific policy, consisting of the following aspects:
1) Recruitment policy - the establishment of certain requirements for applicants for certain positions, the preparation of special psychological or professional tests that will help determine the applicant's suitability for a particular position.
2) Actually human resources management - the organization of the employee’s workplace and working time, setting goals and tasks, building his career ladder.
3) Further training of employees is an essential component of the Czech Republic policy. Strategic management of human resources implies an increase in their quality over time - this allows the company to independently train personnel that meets its requirements instead of hiring expensive highly qualified specialists.
4) The policy in the field of rewards and punishments is the main motivational component of HR policy, which, on the one hand, motivates an employee to work better and take initiative in anticipation of a reward, and on the other hand, makes him be more responsible, because he knows that his oversight may be punished.
The last paragraph of the above list should be given special attention. Human resources management is impossible without proper organization of employee motivation to work. As a rule, motivation can be carried out in three forms:
1) Organizational and administrative form - involves the publication of any orders, orders, directives, and so on. This method assumes a direct impact on employees, but it is ineffective, because the employee performs the necessary actions “from under the stick”, and not of his own free will.
2) Economic motivation - is a well-designed system of bonuses and penalties. Encouraging or punishing the ruble or the dollar is the most effective form of influence, because the employee is interested in completing management tasks through a rational motive - he will receive a bonus for good work, and not only lose it for bad work, but also pay a fine.
3) Motivation through the socio-psychological component - involves the promotion of employees by promotion, rewarding with diplomas or thanks, awarding the title of “employee of the month (year)”. This method of exposure allows the employee to feel better and get an additional incentive to work.
Since human resource management is a complex process, special employees are allocated for its implementation, and in large companies - even entire HR departments. The presence of the CR management department indicates that the company correctly evaluates the importance of the human factor in business, and therefore, chooses the right path for its development.