Besides the obvious convenience and traceability, consistency in the management of personnel carries an additional "burden": it helps to anticipate emerging issues, control them and to solve with maximum efficiency.
Naturally, HR management can be as manageable as the production process, as staff - people with their character, temperament, mood, interests, etc.Man, at times, he can not decide what he wants at any given time.The task of the head of the competent service or HR: identify the key figure in the team and work on them.It follows that the system of personnel management - the process of translating the emotional sphere and the sphere of relations which are inevitably present in the work of any organization, the language of management.
If the personnel management system is built correctly, it means that the team will work competently and cohesive, it will focus on the outcome and quality of work.In order to create a human resource management system, you need to create goals, objectives, structure and function of human resource management, to develop a functional relationship.
Personnel Management System includes several important elements:
- specialists of the management;
- hardware;
- information component;
- management practices;
- legal framework.
It is worth mentioning that the personnel management system of a large organization can have significant differences from a similar system of a small firm.
Like any other system, personnel management system has a certain purpose.In this case, these objectives should be viewed from two different angles: the staff their target setting, and the administration - its objectives for the use of personnel who do not always coincide.
Naturally, the better organized system of personnel management, the more effective it works.What determines the effectiveness of such a system?
- analysis and a clear understanding of the organization's strategy.Employees must clearly realize in what direction and what the company pursues the goal.Focus on strategy helps define the basic steps that you need to do to solve the tasks.We continue to develop the basic model of business conduct, which will serve as the basis for the creation of the main aspects of the personnel management system, such as career planning, appraisal, evaluation for the selection and promotion, etc.
- Creating a multi-level system of personnel evaluation.You can create a profile for success - to allocate for each specific position reference professional, personal and professional qualities, and then into this ideal model to pick up a man.The accuracy of selection in this case will be much higher, and involvement - a successful.For the Human Resources Department building such models help correct management reserve.
- sure availability of models and procedures.
- mandatory involvement of line management.
- ability to change purposes in connection with the emergence of new problems.
sure to conduct regular performance appraisal in order to assess the level of compliance of their competence profiles of success.Certification helps to track employee performance and to determine the dynamics of their development.Form of certification you can choose any, but rather individual interviews with management.
a result of any effective certification can track the basic needs of staff.The next logical step will be the creation of professional training programs, which should be a major component of complexity.Complexity - a variety of forms and methods of personnel training: coaching, conducting business training, a system of mentoring, etc.
