Personnel Management and implementation plans are inextricably linked personnel policy.Manpower policy - fundamental principles, sound strategic course of action, line of work with the staff.
In very recent times, the Union has this line was inherent ideological coloration, Submission to the party and government.The market economy has changed the content of the policy, adjusting the basic principles.Now the personnel policy is the target of creating an ideal workforce for your business, where business objectives and priorities of most workers were combined.Target, by the choice of alternatives can be solved in different ways:
- dismissal or save it (transfer to other forms of employment or other objects in the direction of training);
- employee training or search for professionals already finished;
- a set of additional workers or the rational use of the existing population, etc.
State personnel policy in general, no different from the personnel policies of individual enterprises.General requirements are as follows:
- a close link with the strategy of survival with current conditions;
- elasticity (flexibility) - stability on the one hand and dynamism on the other;
- economic validity taking into account the specific financial capabilities;
- an individual approach to employees;
- ensuring social protection for all;
- compliance with government decisions, regulations and legislation.
The base personnel work - a system of rules and a set of measures for the selection and training (retraining) personnel, their placement, use, promotion and so forth.
main types of personnel policy: active, passive, preventive, reactive.
In line with the policy is monitored reactive negative aspects in dealing with staff, to investigate the cause is the situation.Guide localizes crisis taking root in detail the lack of motivation to highly productive work.In personnel services exist diagnostics of the situation and adequate emergency exit.
preventive policies arises at reasonable estimate of the situation.Human Resources staff has diagnostic tools and forecasting medium-term staffing situation.The main problem - the development of human resources programs.
mention passive personnel policy in itself seems illogical.But there are situations in which the leadership is no specific program of action against the personnel.The objective of personnel work becomes an immediate elimination of the negative manifestations of (the consequences).Personnel prognosis of such an organization is missing.The work is an emergency response to all conflict situations, often without clarifying their causes and further predict the consequences.
most productive human resources policy with the status "active".Management features and projections, and means of exposure.Human Resources is developing a human anti-crisis programs, conducts monitoring of the situation by correcting the implementation of programs based on the parameters of the internal and external situations.Moreover, analysis of the situation is possible both with rational programs, and non-traditional, and slightly beyond description algorithmization.Personnel policy is divided into adventurist (lack of quality diagnosis, unpredictability of the situation in conjunction with the pursuit of influence), with the presence of the future plans of personnel work (according to the principle "there is a desire, but there is no possibility") and rational (qualitative diagnosis, reasonable projections, fundsinfluence; all kinds of prediction; all sorts of options to work with the staff).
