Personnel Management of a Company (Enterprise) in the Modern Period

The company focuses on profitability and expansion in its activities. Its employees play an important role in this. The phrase that "cadres decide everything" now correctly reflects reality. Unfortunately, not all organizations follow this postulate even in 2020, which in many cases leads to the termination of their activities. Let's see where the other is going, the path of success.

Basic Rules for Working With Personnel

Company employees must use their full abilities. If this does not happen or the staff is overloaded with work, this leads to chaos in the management and performance of employees of their work duties. The results that the company's top management expected would not be achievable in this case. Thus, the main principle of working with the company's personnel is the need to encourage competent and active employees, and to accrue bonuses and wages in connection with this, depending on the individual contribution of each employee to the common cause. A good help in the matter of working with personnel is automation, which involves the complete or partial elimination of the human factor. If we analyze the question of what takes a lot of time in working with personnel, then these are the following actions:

• overseeing the performance of tasks by employees of the organization;

• control over the effective work of employees and the quality of their work;

• accounting of wages for each of the employees.

Some managers working at the very top of most Russian companies have not yet fully comprehended that personnel management in a complex is currently one of the most important components of modern management for our country. And this principle should be followed by all companies wishing to achieve heights in business.

Effective Personnel Management: History and Practice

As a science, personnel management was known as early as the 19th century in the United States. Initially, personnel management developed against the background of sciences such as economics and psychology. Personnel management developed into an independent industry science in the 60s of the 20th century. There was no market economy in Russia until the 90s. Therefore, there was no fertile ground where the program for maintaining personnel records and other useful components of management would show their best side. But the relations in the field of labor law were still in charge of managers, and the interaction between them and employees of enterprises was investigated within the framework of sciences, which include:

• psychology;

• the economy;

• sociology.

What is Human Resource Management in the Modern Era?

The market economy has made its own adjustments in the life of Russian society. Enterprises and large companies were gradually created, which competed with each other. So far, competition has been the main driver of the business. Modern personnel management is a system of ideas and methods of effective construction, as well as project and organization management.

Personnel management activity is a competent and purposeful influence on the work of an enterprise or company in order to realize their capabilities at the maximum level. It is necessary to make sure that the professional capabilities of employees are aimed at meeting the goals and objectives set by this or that organization or enterprise. All this is subordinated to one task - to improve the company's activities and create favorable conditions for the development of the organization.

Content of Work on Personnel Management

In this work, automated control systems provide invaluable assistance. An example is the HR program. The work of HR managers includes the following functions:

1. Search for employees.

2. Adaptation of new employees at work.

3. Training and improvement of personnel (including those employees who work with the personnel of the company - the study of such technical support as a program for personnel accounting).

Besides:

• analysis of personnel activity - how effective is their work;

• motivation of personnel to work;

• organization of the workflow;

• corporate governance.

The goals are realized using certain methods and techniques. The above goals are provided by certain methods, among which economic and organizational, in addition, socio-psychological methods can be distinguished.

Will Automation Help HR Staff?

For a long period of time, the working life of an HR employee or HR manager has been associated with Human Resource Management Software. The times when personnel officers kept their notes on sheets of paper, which were then folded into folders, are already in the past. New times dictate fashion for new working tools. This is helped by specialized programs that allow HR and HR services to work effectively. Personnel accounting, no doubt, requires automation. It is specialized personnel programs that are in great demand among consumers.

The capabilities of such a service as a program for working with personnel include:

• automation of the procedure for hiring and firing employees, moving them on vacation;

• formation of personnel documents and their forms;

• creation of the staffing table and the average number of employees;

• calculation of the length of service of employees;

• work with tariff scales and hourly rates.

In addition, personnel workers, using specialized services, can calculate the length of service of an employee and the average number of employees in the company, as well as resolve issues with military consideration for each of them. Therefore, it should be clearly understood that in the modern period, specialized programs are designed to facilitate the work of personnel officers.

What Else is Needed for Competent and Effective Enterprise Management?

Without diminishing the merits of such services as, for example, a program for personnel records, it is worth recognizing that these programs are not enough for effective management of company personnel. Companies with a holding structure have many questions if the managerial organizational structure used in planning does not coincide with the staffing system of commercial organizations. There is a growing need for personnel management, which exists in an automated form. It allows you to:

• create the organizational structure of the holding or company;

• to form the corporate culture of these organizations;

• generate reports on the personnel reserve and according to various criteria that the company's employees meet: gender, age, number;

• supervise the types and forms of monetary incentives for employees.

In addition, the activities of specialists who use specialized automated services in their work include planning and monitoring the conduct of employee assessment activities.

It should be noted that in 2020 some companies use specialized programs for an accounting of employees and wages, which are fully adapted to their needs. That is, companies use self-written programs in their activities. They are very convenient because they are easy to use. But they also have one drawback: the company runs the risk of becoming dependent on several people - programmers who wrote this program and know all the nuances. If these people are officially on the staff of the company, then the employer runs the risk of falling into their dependence. If freelancers are involved in the project, then at any time you can be left without technical support. There is only one conclusion from this: it is better to use those programs that are generally available.