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2. Psychological methods that are targeting on the personality of the individual.

Sociological methods play an important role in the management of personnel, they can set an appointment and place employees in a group, identify leaders and provide them with support, motivation of people associate with the final results of production, to ensure effective communication and conflict resolution in the team. Through sociological methods can achieve a stronger connection between the linear parts of the organization, between the leader and his subordinates. Just the very personnel management becomes much easier, as the sociological methods of personnel management to better understand the head of various hidden motives and desires of their subordinates.

Formulation of social objectives and criteria, the development of social standards (standard of living, wages, the need for housing, working conditions, etc.) And targets, the achievement of the final results provide social social planning [14].

Sociological methods of research (research tools) allow you to obtain the necessary data for the selection, evaluation, placement and training of personnel, as well as for the adoption of major personnel decisions. Table 3 summarizes the main research tools.

Table 3 - Basic sociological methods of research personnel.

Psychological methods play an important role in working with the staff, they are usually strictly individual and personalized as aimed at a particular person or employee working. Their main feature is the appeal to man's inner world, his intelligence, personality, behavior and images is the main feature of these methods. These methods are aimed at the development of man's inner potential to solve certain problems of the organization [15].

Personnel management methods are also classified on the basis of affiliation to the control functions:

- the valuation function;

- the function of the organization;

- the planning function;

- the function of coordination and control;

- the function of motivation;

- stimulating function;

- control function;

- analysis function;

- accounting function.

A more detailed classification of staff on the grounds of membership of a particular HR function allows management to build them in the process chain of the entire cycle of work with personnel. On this basis distinguished methods:

- recruitment, selection and reception staff;

- evaluating business personnel;

- socialization, vocational guidance and labor adaptation of personnel; motivation of labor activity of the personnel;

- organization of personnel training system;

- conflict management and stress, safety management personnel, labor personnel, business management and career service and professional advancement of personnel;

- employee displacement [16].

Thus, the staff consists of a complex and interconnected structure, which is provided by a variety of human resource management practices. These methods, in turn, are classified as belonging to different control functions. All this makes the staff and the most important and extraordinary among other resources of the organization.

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