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Thus, the concept of human resource management - a complex system consisting of a set of interrelated subsystems, thanks to which is carried out human resource management of modern organizations.

1.2. The essence of the meaning and content of personnel management system

Staff organization - is a type of enterprise resources.

This species differs from other resources that the employee has the right to refuse the terms on which he is going to be used to negotiate the level of wages, retrain other professions. He can resign at his own request, take part in strikes and decide what professions are socially unacceptable. Moreover, the staff can not be considered as a homogeneous substance, as everyone has individual values ​​and motivations.

Of great importance for the increase of production volumes and increase the efficiency of production enterprises have a sufficient supply of the necessary human resources and their rational use, as well as a high level of productivity. The scope and timeliness of all work, and the effectiveness of the use of mechanisms, machines and equipment depends on the security of the enterprise human resources and the effectiveness of their use.

Staff and staff - this is the main staff of the organization employees performing various production and economic functions. It is characterized, above all, his strength. It also depends on the nature, size, complexity, labor-intensive production processes, the degree of mechanization, automation and computerization. [8]

In a broad sense, the personnel management system is the specific techniques, methods, and a variety of technologies and operating procedures with the staff of some of the organizational structure.

Personnel management system includes:

- human resource planning;

- determination of the need for hiring employees;

- recruitment;

- selection;

- the subsequent hiring of certain personnel;

- adaptation of the hired staff;

- training of personnel;

- career;

- evaluation;

- motivating staff component;

- regulation of labor.

All elements of the personnel management system can be grouped into three large blocks:

1. Technology for the formation and representation of staff.

2. Technology for the development of personnel.

3. Technology, aimed at the rational use of the resources of the current staff.

It is best characterized human resources Payroll number, that is, to those employees who work in the formal organization at this time, since such information is the most objective. Frame deficiency greatly affects the payroll number of employees, it can differ significantly from the normative population. To the payroll includes all categories of workers: permanent, seasonal, temporary, designed for at least five days. Recruiting the number of employees is the best criterion for determining the true value of staff, as not all employees for various reasons are in the workplace every day.

The staff is not in a frozen state, rather, on the contrary, is in constant flux due to constant hiring and firing workers.

Indicators such as turnover rate, persistence rate, turnover rate, and so on can be described any movement of personnel.

Due to the fact that people differ in gender, age, education, work experience, occupation, profession, qualifications, position and various natural and acquired characteristics, the composition of the staff of any organization is not uniform.

On the basis of these principles, a group of workers who form the structure of the staff. In another way it is called social structure. It can be analysis of statistical and [9].

Statistical personnel structure reflects its movement and distribution by category of posts and groups. You can allocate staff core activities:

- persons working in the main and auxiliary units;

- persons working in the administrative apparatus;

- persons engaged in the creation of products or services;

- individuals who carry out maintenance of various processes.

Also allocate staff non-core activities:

- maintenance workers, housing and communal services;

- social divisions.

Analytical structure can be divided into common and private. The main features of the overall structure - work experience, education, profession. Private Structure defines the relationship of certain categories of workers.

Staff also consists of a complex and interconnected structure:

1. Organizational structure - structure and the subordination of the interconnected control units.

2. Functional structure - distributing administrative functions between different departments and management.

3. Role structure - defines the composition and distributes communication, behavioral, and creative roles between individual employees of the company.

4. Social structure - shared by staff on various social indicators, such as gender, age, profession and others.

5. Established structure - determines the composition of units, the list of positions, payroll and the amount of salaries.

You can certainly say that without well-trained qualified staff to achieve great results is impossible, since it is the staff does the organization work, developing new ideas and allows the company to exist. No person may be no organization, while at the same time, no organization can achieve its objectives without qualified personnel.

Organization Personnel management is based not only on the laws but also on a variety of patterns, which are studied by various sciences related to the management.

Basic laws:

1. Compliance with the objectives of the personnel management system, features, status and trends of the production system.

2. System formation of personnel management.

3. The optimum combination of centralization and decentralization of personnel management.

4. A proportionate combination together subsystems and elements of personnel management system.

5. Proportionality of production and management.

6. The necessary diversity of personnel management system.

7. Changes in the composition and content of personnel management functions.

8. Minimizing the number of personnel management levels.

9. Interaction of human resource management laws.

Laws of directly interact, influencing each other in their properties, the laws are constantly interacting with each other. If we consider the relationship more management personnel laws we can see that the pattern of changes in the composition and content of personnel management functions directly related to the regularity of minimizing the number of personnel management levels [11].

Principles of human resources management - the rules, regulations and guidelines, following which various experts and leaders to improve human resources management process. Due to the principles of personnel management opens up new laws, while at the same time, they are objective principles, since they reflect the objective requirements of the laws and regularities. Principles of this kind are many, however, there are fundamental principles of personnel management that have traditionally been established in local organizations.

Table 2 - The principles of personnel management in domestic enterprises.

At the same time, Japanese and American corporations make extensive use of the following personnel management principles:

1. The principle of lifetime employment.

2. The principle of monitoring the execution of tasks, based on trust.

3. The principle of the combination of control with the corporate culture.

4. The principle of decision by consensus, that is, mandatory approval of the decisions made by the majority of workers.

Principles of human resources management system - the rules, regulations and guidelines, following which, specialists and managers formed organization management system. These principles are the result of systematizing people objectively existing economic laws and regularities. Just as the economic laws, the principles are objective.

Principles of human resource management system needs to be distinguished from the methods of construction of the personnel management system. The first constant and are binding and easy methods can vary depending on changes in the conditions of internal and external environment, at the same time the principles of permanent and binding.

There are two groups of principles of construction of the personnel management system:

1. The principles that characterize the requirements for the formation of the personnel management system of the organization.

2. The principles governing the development direction of the organization's personnel management system.

All the principles of human resource management system implemented in cooperation. Their combination depends on the specific conditions of the personnel management system functioning in the organization [12].

Personnel Management Methods - different ways of influencing the teams and individual employees for the purpose of coordinating their activities in the process of organizing the operation. Science and practice have developed three groups of personnel management: administrative, economic and socio-psychological [13].

Administrative methods are based on the discipline, authority and penalties, they are to some extent associated with the "carrots". Economic methods are based on the correct use of various economic laws and economic resources, according to the methods of their impact can be divided into "stick techniques". Socio-psychological methods based on various moral influence on people and motivating them is defined as "persuasion." Administrative methods are focused on such motives as a sense of duty, a conscious desire to labor discipline, the human desire to work in a particular organization, on working culture in a team.

Economic methods - these are elements of the economic mechanism to ensure the continued development of the organization. The feasibility plan is the most important method of personnel management that combines and synthesizes in itself all the economic management methods. organization program is directly determined by this planning process. Manual work for the implementation of plans takes place immediately after the approval of plans for line managers.

Market economic system and the complex interaction of the system of prices, profits and losses, the supply and demand stimulates and strengthens the role of economic management. Efficient, integrated and flexible system of economic management organization is created only by the developed economic methods of management. The basic form of a balance between market demand for the goods, the resources and the production of goods and services is an economic development plan. Because of all of the above, the state order is transformed into a portfolio of orders, taking into account the organization of supply and demand, and, no longer has a state order early dominant values.

Performance criteria and outcomes produce clearly defined as a set of parameters that are set in terms of economic development. Summarizing, we can conclude that the mobilization of the workforce to achieve the end result is the main role of economic management methods.

The essence of the socio-psychological management methods is the use of social control mechanism (system of relations in the team, motivation, social needs, culture, etc.). Using a variety of informal factors, the individual's interests, groups, staff in the personnel management process is the main specificity of these methods. Due to the fact that the socio-psychological techniques based on the use of the laws of sociology and psychology, the objects of their impact are individuals and groups of people. These methods greatly simplify the management of personnel management process, revealing certain information about the organization's staff, previously hidden.

These methods can be divided by the scale and impact of the methods into two main groups:

1. Sociological methods, which are aimed at a group of people and their interaction in the workplace.

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