Effective management helps to achieve strategic goals in less time from human resources , creating conditions for economic growth and business development. Employees are considered the main thing that allows them to take first place in the competition.
How to Organize Human Resource Management
Effective HR management affects all areas of the industry. With the help of a well-developed management system, it is possible to increase the share of the company's intangible and general assets. The ability of specialists is one of the key factors that can help ensure key positions and advantages in a competitive fight. Firms get the opportunity to live with increased competition in a particular market segment with human resources management system
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The organization's human resources are the most important. Creating new products, ensuring quality control, and strengthening the financial situation makes it impossible for the industry to do so without experts capable of managing their work. Systematic improvement and development , the possibilities of the core resources and initiative are unlimited. Therefore, the use of an effective management system is considered the basis for addressing the long-term tasks faced by a particular company.
Human resource management refers to the system:
Further the implementation of strategic development and decisions relating to labor relations and employment control within the same organization;
Creating conditions for the successful performance, development, growth and achievement of the company.
The concept of human resources
The human resources concept is considered from the perspective of the development of staffing decisions that are essential for the next successful functioning of the industry. This cannot be compared with the concept of personal management . This characteristic is often used in daily work with staff.
Human Resource Management includes:
- Essentially the strategic element needed to address new or global tasks;
- Typical planning tasks;
- Development of interpersonal skills, taking into account advanced training;
- Expenses according to the firm's budget.
- Economic method
Attention is given to technical training. As part of a unified HR management system, management verticals are strictly observed. A subset of all the structures of the organization are made up. Balance is achieved between the management system and the levels of responsibility.
Organizational approach
A new perspective of the organization's staff is being formulated. Employees are treated not as a labor resource, but as a human resource. Particular attention is paid to the socio-cultural and socio-psychological aspects. External and People's Reactions Internal management is emotionally responsible. Human resources have the wisdom, the ability to systematically improve professionalism. Therefore, they are an important and long-lasting source of sustainable development for the organization.
Humanitarian approach
It aims to create a cultural phenomenon in the organization. The core values of the company are taken into account and the joint activities of the people are carried out. Special attention is given to the development of corporate culture.
The main functions of human resource management
Human resource management functions are a practical basis for making personnel decisions. It is necessary to set clear goals and objectives, take into account all the criteria and analyze the development prospects. It is impossible to use voluntary decisions or intuitive practice as a basis for management. It is recommended in advance that all decisions made to carry out a strategic plan are based on the meaningful mission of the Compliance Assessment Agency.
Common Mistakes Human Resources Management is as follows:
Company management focuses on solving current operating problems, not focusing on long-term planning programs;
In terms of employment, the view is aimed at the conclusion of open labor contracts, which may result in lower levels of labor mobility;
While the own recruitment policy has not been developed, the decision to accept the applicant is largely based on the managers' intuitive perception;
The foundations and principles of the career plan are not developed, the staff does not want promotion;
Staff evaluation systems and incentive methods have not been finalized;
There is no unified communication system, with a lot of attention being paid to the development of corporate culture;
The information exchange process is not organized;
The guidance structure was not developed when more experienced experts encouraged the newcomer.
All this leads to inefficient HR management. The company continues to have high employee turnover. A lot of money is spent on staff search and selection, training and advanced training.
- The task of development human resources management is as follows:
- Systematic selection is undertaken in the recruitment of personnel;
- Much attention is paid to the adjustment system;
- A method of evaluation and certification is being developed;
- Training and development, advanced training;
- Created favorable conditions for career planning;
- Security is provided;
- Devising a system of incentives, compensation and benefits;
- Labor relations are regulated;
- The entire workflow is analyzed and designed taking into account the basics of the strategic plan.
- Influence of factors on human resource management
- Conducted under the influence of human resource management
Actor internal and external environment , functionality, complexity and security of processes.
Security is considered
The ratio of material, financial and labor indicators. Excess use is wasted and reduces work efficiency. Disadvantage is expressed within the team and between different structural components. Saving on staff leads to a shortage of labor, an increase in the number of marriages, poor-quality and unproductive work. Under conditions of social stress the business of the industry has negative economic consequences.
Internal environment is considered under external and dynamic
Management of human resources by taking into account the level of mobility in response to changing conditions. Such changes may occur in the areas of technical processes, recruitment strategies, incentives, mobility and coordination.
The level of distress is considered
Level of competition in the regional market for services or products. A large number of competitors contribute to the aggressiveness of policy in the market. It imprints on everything from control systems . Human resources are forced to systematically analyze the situation and make informed decisions in the field of improving the staff selection system.