Modern personnel policy is one of the guarantors of the success of any company today. Build it helps the correct concept of personnel management. We will talk more about its essence, varieties, formation later in this material, not forgetting to analyze the classification of personnel.
What is it?
The concept of personnel management is a complex of methodological and theoretical views that determine the goals, essence, methods, criteria and tasks of influencing company employees. An important addition to it is practical advice on the formation of a mechanism for influencing personnel.
Today, employers are successfully applying four modern concepts:
- Humanistic.
- Economic.
- Organizational and administrative.
- Legal and organizational.
We will analyze each in detail.
Humanistic concept
Its base is Japanese management. The employee here is not just an employee, but the main subject of the organization, which is why his opinion is always important for company management.
The main goal of this concept of personnel management is to create a set of conditions that will allow the worker to dynamically advance along the career ladder and develop in general. It is not enough just to use modern technology. It is important to review and change staff values.
Economic concept
More typical for companies where workers with low classification are employed, engaged in serial production. The main goal of this personnel management system is to "reveal" the potential of each employee. Namely, his discipline, diligence, preparedness.
Companies with this concept are characterized by an authoritarian leadership style. Personal interests here are always subject to the general idea.
Organizational and administrative concept
The main goal here is to maximize the use of the labor and personal potential of each employee. This concept of personnel management can be characterized by the additional implementation of subsystems.
The management here seeks to achieve full compliance of the employee with the position held, the required qualifications. The concept is ideal for companies with a clear organizational structure.
Organizational and social concept
What is important in this personnel management system? Competent management of human resources of the company, achieved by creating favorable external conditions.
The man here is the most important resource. But at the same time, its full compliance with the corporate spirit, as well as its position, is required. The system is typical for medium, large companies.
Formation of your own concept
Corporate executives need not dwell on the above concepts. The system can be formed independently taking into account the current needs of the organization. It can be developed by both its own personnel department and freelance specialists.
The developed system is based on domestic and foreign experience. The most important thing is to decide on the goals that the concept should help achieve:
- Providing high-quality personnel.
- Organization of the correct use of labor.
- Social, professional development of staff and so on.
It is important to rely on the current needs of the corporation, the direction of its development, and the current state.
When forming the concept of personnel management in the organization, experts carry out, perform:
- Comprehensive analysis of the situation on the labor market.
- Creation of a common information system, which includes all departments of the company.
- Organization of mass retraining (training) of personnel, the purpose of which is to increase professionalism and qualifications.
- Development of motivational programs for personnel.
- Coordination of work aimed at stabilizing working conditions.
- Certification, assessment of human resources.
Concept basics
What are the basic concepts of personnel management that are independently developed without fail include the following:
- Planning, attracting new highly skilled workers.
- Assessment of investments in human capital.
- Development, staff training.
- Evaluation of the contribution of each worker to the achievement of a common goal.
- Motivation for effective work, its reward.
- Regulation of psychological, personal resources, development of innovative, creative working approaches.
- Extension prof. skills through timely staff rotation, managerial modeling.
Concept development
The development of the personnel management system has the following features:
- It is possible only with a constant analysis of the labor market, qualifications and competitiveness of personnel, the level of modernization of the company.
- Application of development methods: changing leadership style, retraining of personnel, etc.
- Creation of a comprehensive personnel information database.
- Accounting for employee loyalty, their motivation, readiness for retraining. If the position of the staff is passive, a new corporate culture is developed, the management style, methods of stimulation are changing.
- The goals and interests of not only the organization and employees are taken into account.
- The effectiveness of each employee is monitored, and appropriate measures of influence on him are selected.
Personnel classification
The entire staff can be divided into two large groups:
- Non-industrial staff. Social area of activity.
- Industrial and industrial personnel. Both production and its maintenance.
Classification of personnel based on the main task:
- Workers Create a product, perform a service. Internal gradation - the main (directly engaged in production) and auxiliary (maintenance, repair, transportation) workers.
- Employees. Workers whose element is intellectual labor. These are managers (top, middle, lower level), specialists (lawyers, economists, engineers, accountants, etc.) and other personnel - cashiers, technicians, secretaries, etc.
According to the degree of qualification, the staff is graded on:
- highly qualified;
- skilled;
- low skilled:
- unskilled.
This concludes the conversation about personnel and human resource management concepts. As for the latter, today four main ones have been identified. However, each company can develop its own concept.