Due to the fact that deep transformations have taken place in modern production, the role of personnel in production processes has significantly increased. In connection with the introduction of bio - and laser technologies, widespread computerization, flexible production complexes, a much smaller number of personnel is required. At the same time, the remaining specialists must be professional and highly qualified to meet all the requirements.
Modern concepts of personnel management differ from previously existing ones in the following series of features:
- according to performance criteria (the main emphasis is placed on the potential of employees, rather than minimizing costs);
- on the basis of control (the employee must control himself independently, whereas previously only external control existed);
- in the form of organization (not bureaucratic, but flexible and organic);
- by personnel management styles (not authoritarian, but democratic).
The basic concepts of human resources management focus on the integration of all aspects of working with employees, from hiring him to honorable retirement with a decent reward.
The concept of personnel management is a certain system of views on the nature, content, tasks, goals, technologies and methods of personnel management . There are several important tasks that the personnel management service in a modern enterprise is called upon to solve: analysis of group and personal relationships in the team, conflict resolution and stress minimization, personnel marketing, personnel potential analysis, business career planning , motivation management, ergonomics and aesthetics of work.
Here are some modern concepts of personnel management.
- Management by exception MBE. From English Exclusion management. The essence of this method is that the head intervenes in the labor process only in exceptional cases. Employees make decisions themselves and solve tasks until the expected results fail. It is then that the leader intervenes in the process and solves the problem. But: employees are not always willing to show personal initiative, more often they shift the solution of tasks to the shoulders of management. Sometimes management reserves the solution to the most interesting problems.
- Management by delegation - MBD. As the name implies, this concept is based on delegation of responsibility. According to it, of particular importance is the consistency in the delegation of tasks and authority, as well as the acceptance of responsibility for its solution. Cons: lack of motivation; invariance of hierarchy; focus on the task, not the goal; accounting for vertical hierarchical relationships.
- Management by objectives - MBO. A concept based on alignment of goals. Each organization has specific goals. In order for these goals to be achieved, each employee of the organization must have a specific goal that is consistent with other goals.
The focus is on the goal, not the methods for achieving it. The employee chooses the path on which to move. Goals need to be periodically agreed upon to respond quickly to a changing situation. To increase motivation, the distribution and formation of goals occurs with the participation of employees. Almost all modern concepts of personnel management have drawbacks, and the concept of matching goals did not escape this fate.
Sometimes it’s almost impossible to articulate goals; Planning and implementation take a lot of time, implementation of the concept is quite expensive. Very often, employees focus on quantitative goals to the detriment of qualitative ones.
All of the above modern concepts of personnel management are actively used, although the latter is most popular.