In any organization, personnel policy is the pillar on which its normal functioning rests.
This concept includes the rules, methods, principles and techniques of working with employees, designed in the system and formulated in a set of documents. The more conscious the management strategy, the better each team member understands it, the more successfully each employee, and therefore the enterprise as a whole, functions. Personnel policy is not an end in itself. It is designed to ensure a timely influx of labor, its balance in accordance with the ultimate goals of the enterprise, its needs and place in the market. Today, there are companies that do not have a documentary strategic base. However, the absence of clearly formulated documents does not mean that personnel policy is a non-existent factor. It may not be fully realized by the leadership, incorrect or unproductive, but it always exists.
The personnel policy system, its construction
The creation of a personnel concept begins with a study of the tasks of the enterprise, its needs, potential leadership as a process, analysis of the strengths and weaknesses of the organizational strategy. A competent personnel policy is a system that can be built only by taking into account factors (external and internal) that affect the enterprise. Some of them can be changed by leadership efforts, others can not be changed. Internal factors:
• Final goals facing production (organization, etc.).
• Leadership style. Authoritarian, liberal and democratic leadership requires specialists of different classes and levels of training.
• Management style . Centralized or decentralized management implies the presence of specialists of different profiles, different levels of training.
• The staff of the organization. It is understood that the effective management of personnel policy depends on the correct assessment of employees, their capabilities, and the competent distribution of production responsibilities.
All internal factors can be corrected within the organization. External circumstances someone is powerless to change, so they are especially important to consider when lining up personnel management. The following should be considered:
• The situation in the market, trends in its development. The state of education in the country, the direction of its development, demographic situation, and social characteristics of the time dictate their conditions for the establishment of a particular personnel policy system.
• Continuous progress, which requires an influx of specialists of a higher level or retraining of personnel.
• Legal environment and constantly updated regulatory acts. The activities of any enterprise in any field must absolutely comply with the legal framework of the state.
The main directions of personnel policy:
• Recruitment and placement of employees.
• Preparing a reserve for workers and managers.
• Assessment, certification and development of personnel.
Changing the policy in the selection of personnel can significantly increase the success of the organization.