In many organizations, managers have long realized the need for a stimulating corporate policy that would not only help increase productivity, but also encourage staff to start building their own careers within the organization. There are various methods of personnel management , which are divided into two main groups: economic incentives and non-economic incentives.
In general , career management of personnel can be subordinated to several rules:
- It is necessary to make subordinates feel significant and important in the company where they work. To do this, it is possible to allocate your own office, equip the workplace in accordance with the latest developments, send employees for internships and much more. A person must understand that his work is appreciated and that he is important for the full work of the entire system. This stimulates responsibility and the pursuit of career growth in the organization.
- The financial methods of personnel management should be for the most part unexpected for the employee, since in the opposite case the personnel have a feeling that this is not a bonus for good work or non-standard solutions, but part of their salary.
- The leader should highlight the positive aspects in the work of his staff and make the main emphasis on this, because negative criticism is not effective in increasing motivation to work.
- The most effective personnel management methods are always prompt and timely. In other words, if the boss wants to encourage his employee to be more productive, then he must immediately reward him for finding a non-standard solution to the problem, for example.
Staff should be rewarded for intermediate achievements, then they will have an incentive for further effective work. The fact is that few people succeed in big victories in the professional field because of their complexity. It is interesting that if you positively evaluate the employee’s work at different, significant stages, this will give him more confidence in himself and his work, which will necessarily lead to the achievement of a positive result as a whole.
In large firms , personnel development management is individual. There are standard solutions to this issue, but they must be used by the manager precisely in the proportions that are optimal for influencing the employees of this organization.
Sometimes, to increase motivation to work, the method of punishment for an incorrectly performed task is used. This method is best applied very delicately. So the punished must know exactly his mistake and its consequences. In this case, there should be no monetary fines, except in cases where the company suffered significant losses through the fault of the employee.
If the company is limited in resources, then it can use intangible methods of personnel management , which may be such as written recognition of the merits of employees, their appointment to a new position, an offer to represent the company at any official event, etc. You should not underestimate the effectiveness of their methods for compared with economic incentive methods. So sociologists have proved that the respect of the employee in the team and the recognition of his services by management is a very strong incentive to achieve new heights in this company.
Another interesting and at the same time productive way of stimulating staff to work was the investment in their vacation. According to Western scientists, a person who has a good rest will be much more useful for the company than a tired employee or someone who cannot afford a decent rest. This measure is still not widespread in Russia.
Thus, in order for staff to work and develop in a particular organization, it is necessary to develop a system of incentives, and the manager must be able to appreciate the work of his employees. Even in the absence of financial stimulation, the person whom the boss praised for work will work for the future of the company, associating it with his own.