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ПРИЛОЖЕНИЕ

Раздел 1.1.

Концепция управления персоналом

Хабаровск 2016

1. THEORETICAL FOUNDATIONS OF PERSONNEL MANAGEMENT COMPANIES

1.1. Personnel Management Concept

Throughout the 20th century in the practice and theory of management we used a set of terms that reflect the people's direct participation in the process of social production:

- work force;

- personnel;

- staff;

- labour forces;

- human resources.

These terms reveal various aspects of staff management, as well as indicate the characteristic of the previous century, changing social attitudes.

Management development in the 20th century occurred in parallel with the fixation in the public consciousness of the human role in the production. Practical experience and research have allowed to formulate the concept of human resource management [1].

Personnel management concept - a system of theoretical and methodological views on the understanding and definition of the nature, content, goals, objectives, criteria, principles and management practices, as well as organizational and practical approaches to the formation mechanism of its realization in concrete terms the functioning of organizations.

Personnel management technology is a different set of methods include:

1. Hiring, selection, reception staff.

2. Business assessment, career counseling and adaptation of personnel.

3. Training, business management career and professional service and promotion of staff.

4. Motivation and organization of work of the personnel.

5. Conflict management and stress and social development organization.

6. Employee displacement and others.

This also should include issues of cooperation between the leaders of the organization with the trade unions and employment services, as well as various methods of safety management personnel.

Nowadays, the direct essence of the concept of human resource management in the organization is constantly growing role of the individual employee, in recognition of his motivational systems, as well as their ability to form and direct in accordance with the objectives and tasks that face a certain organization.

Various changes in the economic and political systems, can carry a great potential for development and a serious threat to every person they introduce a significant degree of uncertainty in the lives of virtually every man. Human resource management in this situation is becoming of paramount importance, as it allows to realize and synthesize a range of issues of individual adaptation to create external conditions, and produced records the personal factor in the construction of the organization's personnel management system. Three factors that may affect people in the organization, shown in Table 1.

Table 1 - Factors that affect the people in the organization

These factors influence - concepts rather complicated and in practice is rarely implemented separately. Which of them is given priority, and this is the face of the economic situation in the organization [2].

Given that the transition to a market economy there is a slow shift away from hierarchical control system with virtually unlimited executive power to the softer market relations, which are based on economic instruments necessary to make the development of entirely new approaches to the priority of values ​​in organizations.

The main within the organization are employees, while outside it - consumers of products. It is necessary to turn the consciousness of working to the consumer, and not to the head; profit, not wasteful; to the initiator, not the mindless artist, go to social norms, based on sound economic sense, not forgetting about morals. Hierarchy of falling by the wayside, giving way to the culture and the market [3].

As a rule, new human resource management services are based on the traditional services, such as:

- staff office;

- methods department and wages department;

- occupational safety and health department and others.

Implementation of personnel policy and coordination of human resources management in organizations are the main tasks of the new services for personnel management. In connection with the above, these services are beginning to expand the range of their functions, moving from a purely personnel matters such tasks as:

- development of systems to stimulate employment;

- management of professional advancement;

- conflict prevention;

- research of human resources and other.

A number of organizations formed the personnel management system, uniting under the unified leadership of the Deputy Director for Personnel Management all entities relevant to the work with the staff [4].

Organization Personnel management focuses not only on the laws and the laws that are being studied by various administrative sciences, but also on the laws that are unique to this, specific, process.

organization of personnel management system - such a system, which has consistently implemented the HR function. It includes the line management subsystem, as well as various functional subsystems, which are specialized in the implementation of homogeneous functions.

Allocate the following personnel management subsystem of the organization:

1. Subsystem line management - performs management of the organization as a whole, separate functional control and production departments. The functions of this subsystem is performed: the head of the organization, his assistants, heads of functional and production departments, their deputies, masters, foremen.

2. Subsystem of planning and marketing staff performs the following functions: the development of personnel policies and human resource management strategies, workforce analysis, labor market analysis, workforce planning organization, planning and forecasting staffing needs, the organization of advertising, maintenance of relationships with external sources, providing personnel, organization .

3. Subsystem hiring management and accounting personnel shall: organization of recruitment, interviewing, organization, evaluation, selection and reception staff, account administration, movements, promotions and dismissals of personnel, professional orientation and organization of rational use of personnel, employment management, documentation support personnel management system .

4. Labor relations management subsystem carries out analysis and control of group and personal relationships, analysis and regulation of relations management, control of industrial conflicts and stress, socio-psychological diagnosis, ethics relations, relationship management with the unions.

5. Subsystem ensure normal working conditions carries out functions such as compliance and psychophysiology of work ergonomics, compliance with technical requirements of aesthetics, health and environmental protection of the paramilitary organizations and individual officials.

6. Subsystem Management personnel development exercises: training, retraining and advanced training, induction and adaptation of new employees, evaluation of candidates for the vacant position, the current periodic evaluation of personnel, organization and rationalization of inventive activity, the implementation of a business career and service and professional promotion, organization work with the personnel reserve.

7. Subsystem of motivation and stimulation of labor management staff performs the following functions: control of motivation and stimulation of labor behavior, regulation and tariffing of the labor process, the development of pay systems, the development of forms of staff participation in the profits and capital, the development of forms of moral incentives for personnel, organization of regulatory and methodological providing human resource management system [5].

8. Subsystem social development management provides: catering, organization, management of housing and consumer services, the development of culture and physical education, provision of health and recreation, providing child care, social conflicts and stress management, organization sales of food and consumer goods, the organization social security.

9. Subsystem of organizational management structure performs functions such as analysis of the current organizational structure of management, designing new organizational management structure, staffing development, the formation of a new organizational structure management, development and implementation of recommendations for the development of the style and methods of leadership.

10. Legal Support personnel management system performs subsystem: the decision of legal issues of labor relations, regulatory approval and other documents on human resource management, legal issues of business, consulting on legal issues.

11. The subsystem of information support of personnel management system performs the following functions: accounting and personnel statistics, information and technical support of the personnel management system, providing scientific and technical information of personnel, organization of work of the bodies organizing the media, conducting patent and licensing activities. [6]

The composition of the units will vary, since it depends on the size of the organization: in smaller organizations a single unit may fulfill the functions of several subsystems, in large companies, most often, a separate unit takes over the functions of each subsystem.

The poll of experts showed that currently the greatest efforts of HR units (for elapsed time) aimed at improving the employment relationship, the selection of candidates for the vacant posts, the development and implementation of training programs and social development programs, as well as the organization of wages. Thus far, in all cases they can independently make appropriate decisions, and share this responsibility, especially with line managers and other services [7].

Today, it is substantial analytical and organizational aspects of the activity predominate over the accounts. At the same time, the professional level of personnel services specialists has grown significantly. It is composed of experts in management, psychologists, specialists in teaching methods (teachers) and labor relations, which are prepared in universities across the country.

In recent years, highlighting a number of new professions and specialties in internal governance, including:

- specialists in recruitment (recruiters);

- interviewers (psychologists, conducting interviews with applicants for a job);

- methodologists and instructors;

- career counselors;

- vocational guidance and organizational planners.

We can formulate the main goal of personnel management system, summarizing the experience of foreign and domestic organizations: ensuring the organization personnel, their efficient use, professional and social development.

Organization of personnel management system is formed and operates in accordance with these objectives. Laws of methods and principles developed by science and proven practices are used as a base for its construction.

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