The use of any models of personnel management is aimed at increasing labor productivity and the volume of manufactured products. There are a number of tasks that a competent choice of a personnel management model can and should solve:
- increase productivity and quality component of labor;
- Creation of the “most productive” qualification structure of personnel ;
- the formation of a workable and close-knit team;
- staff development ;
- stimulation and motivation of labor;
- improvement of labor organization;
- optimization of funds for staff;
- automation of personnel workflow, etc.
Modeling personnel management systems allows you to simulate the economic processes of the enterprise. But the first type of simulation is considered the most difficult, since it is difficult to predict and predict. An organization’s staff is not just the number of employees involved in the production process, since each employee has his own character, his own needs, and his own abilities to work. Therefore, the main goal of any modeling is to assess the security of the enterprise with labor resources and the effectiveness of their use.
Classical models of personnel management: authoritarian, democratic and liberal. These three types of models in their pure form practically do not occur, therefore, we consider the modern classification of models, which distinguishes the technocratic group, economic and modern. Before giving a detailed description of these models, we consider various types of control.
Management by objectives provides for a decentralized organization of leadership and the determination of the achievement of specific results. Such management also involves a change in thinking in the team, when the emphasis is on staff motivation, ongoing cooperation and mutual assistance in achieving the goals.
Management through motivation is based on the choice of an effective motivational model, a healthy moral and psychological climate in the team, and the development of human resources. Popular motivational models: rational, self-realization model, and ownership model.
The framework management is based on increasing the level of job satisfaction, corporate management style, responsibility, initiative and independence of employees.
Delegation - based management is an even more modern model of personnel management when employees are vested with all the authority in making and implementing decisions. Naturally, decision-making has a certain framework and each employee has clear goals and objectives. Responsibility for action and outcome is clearly delineated.
Participatory management implies the active participation of an employee in the affairs of the company, when employees participate in decision-making, independently control the quality of products, the use of resources, labor remuneration, etc.
Entrepreneurial management , in essence, is entrepreneurial activity within an organization, a joint activity of several entrepreneurs within one firm.
Crisis management models, which have completely different construction principles, are singled out separately.
So, modern models of personnel management:
1 . Technocratic (using technocratic management methods, the work is characterized by execution, external control, and personal dependence).
2. Economic (based on motivation, initiative and collective control).
3. Modern (the most important thing for this model is creativity, commitment, leadership and partnership).
Each personnel management model has its own advantages and disadvantages; an ideal management model does not yet exist.