Personnel Management: Objectives, Principles and Methods

Personnel Management

Personnel management is a practical activity that is aimed at providing an enterprise with qualified personnel capable of efficiently performing the assigned labor functions, and optimal use of personnel.

Personnel management is one of the main components of modern management.

Areas of activity and personnel management

The areas of personnel management include the implementation of the following functions:

• search and adaptation of personnel. Adaptation is the process of entering new employees into the workforce and familiarizing them with the specifics of the enterprise;
• operational work with personnel, which consists of training and development of personnel, conducting an operational assessment of personnel, organizing the work of employees, and motivating employees;
• strategic work with personnel.

Personnel management tasks

Personnel management solves the following tasks:

• development of a common strategy;
• identification of the enterprise's need for qualified workers, taking into account the existing staff;
• staffing and development of job descriptions for employees of the organization;
• the implementation of actions for the selection of personnel and the formation of the labor collective of workers;
• creating a reserve of upcoming managers to ensure continuity, as well as taking measures to reduce the risk of personnel losses;
• construction and organization of work, including the definition of workplaces, functional and technological links between them, the content and sequence of work, working conditions;
• personnel cost management;
• analysis of the quality of work performed by employees;
• development and implementation of professional training, retraining, and advanced training programs for employees of the organization;
• development of criteria, methods, and personnel assessment for certification of employees of the organization;
• development of a promotion system (employee career management);
• implementation of measures to release personnel;

implementation of measures to motivate employees of the enterprise, which include: increase in wages, payment of bonuses, the provision of various benefits, the possibility of promotion.

HR principles

HR management is based on the following principles:

• The principle of selecting employees for business and personal qualities.
• The principle of continuity. A combination of young employees and experienced professionals in the workforce.
• Compliance principle. The assigned work must correspond to the capabilities and abilities of the performer.
• The principle of advanced training.
• The principle of replacing an absent worker.
• The principle of official and professional advancement of employees based on the use of reasonable criteria for assessing their activities and providing conditions for continuous career growth.
• The principle of combining trust in employees and control over the performance by employees of their job duties.
• The principle of an open competition between employees who apply for leadership positions.
• The principle of legal protection. All management and personnel decisions should be made on the basis of current labor legislation.

Personnel management methods

In practice, there are three groups of methods for managing the organization's personnel:

• economic methods;
• administrative or organizational and administrative methods;
• socio-psychological methods.

It should be noted that personnel management is a complex method of influencing the employees of an organization in order to achieve the company's success and its effective functioning.

Economic methods

Economic methods include all methods of material stimulation of employees of the organization, which include:

• participation of employees in the distribution of enterprise profits;
• a system of incentives in the form of an increase in wages, payment of bonuses for the quality of work and its efficiency;
• elements of social security for employees of the enterprise, such as payment for meals for employees of the organization, provision of medical insurance, payment of travel on public transport;
• a system of punishments in the form of deductions from the wages of employees of the organization and the accrual of fines.

Administrative or organizational and administrative methods

Administrative or organizational and administrative methods are based, first of all, on the application by the management of the enterprise of power, coercion, and the use of normative acts in the field of labor legislation.

Administrative methods are implemented in the form of issuing orders, orders, or instructions, which are aimed at the need to observe labor discipline and provide for liability for violations.

Administrative methods are characterized by a direct nature of the impact. That is, any order or order of the organization's management must be followed.

Socio-psychological methods

Socio-psychological methods of influencing the interests of an individual or a group are based on the laws of psychology and sociology.

The result of the application of socio-psychological methods is to minimize the manifestation of personal conflicts in the work collective.

In addition, with the help of social and psychological methods, one can form a corporate culture and manage the career of each employee.

Sociological methods of personnel management make it possible to identify informal leaders, determine the place of each employee in the work collective, and effectively resolve any industrial conflicts between employees of the organization.

Conclusion

The main task of personnel management is the most efficient use of labor resources.

The main functions of the organization's personnel management system: personnel planning, adaptation, certification, motivation, assessment, personnel training. Unistal's HRMS is a single-handed software to perform all the functions of the organization's personnel management system.