This article will address the objectives and functions of personnel management.There are several completely opposite methods of their determination, but they are quite expensive and are specific to each company, therefore confine ourselves to the literature given in generalized examples.
So, for the sake of clarity, the staff - it is absolutely part of the entire staff of employees performing different functions in the workplace.In our time, the staff (staff) is considered as the main wealth of any organization.
Personnel Management - one of the economic science, which originated in the United States in the late nineteenth century.Previously, it was developed as part of other sciences (psychology, sociology, conflict, etc.).Its base - labor management processes.
First, consider the purpose, which is made of personnel management.They are divided into four broad categories, or block.These are social, economic, industrial, commercial, scientific and technical objectives.The contents of each category can be expressed thus:
economic purpose - to receive profits from the sale of goods or services, and, calculated velichiny.Sotsialnaya - to meet the highest requirements as social workers, resulting in a raboty.Proizvodstvenno-commercial - to sell the goods or services in a givenvolume with a given periodichnostyu.Nauchno and technical - to improve productivity and quality of manufactured goods or services rendered at the expense of research and development.
The above division into categories is the purpose of the first (lowest) level of the organization, the following (average) level should be earmarked to ensure such thing as HR function.They exist a great many (more than thirty), but few differ significantly, not one or two nuances.The analysis of relevant literature, can all of this set to highlight the main features of personnel management.This planning staff (including strategic), the organization (staff costs, etc.), regulation (ie Coordination of staff), accounting (registration), control (getting information about the results), promotion(revenue sharing).
All these HR function can be considered more carefully paint, but should look at the name of each function, and it becomes clear why it is necessary, what meaning bears.
better pay attention not to the basic functions of human resource management, and the secondary adjacent to it.We will understand, for which they are responsible.
Identify ways to recruit employees - where to find the necessary staff and how to attract them to predpriyatie.Motivatsiya personnel - to encourage staff to work in good faith, show initiative.
Workplace - the maximum use of the potential of information sotrudnikov.Upravlenie - establish the necessary transmission and suppression of harmful informatsii.Upravlenie conflicts - a supportive, friendly atmosphere kollektive.Obespechenie goodwill - a guarantee of good customer perception.
course listed HR function have not exhausted the whole list, but I hope it gave you at least an initial idea of what a human resource management as a kind of management and what its soderzhanie.Ekonomicheskaya feasibility of the HR function is obvious, as sharply increasesoverall efficiency of the enterprise, and this - the increase in profits.
The main thing to remember - the company has no chance of harmonious development, if the manager does not know anything about the purpose and function of human resource management.
