Introduction
In modern management, leaders have always realized that motivational factors are increasingly important. Appropriate use of resources is an important means of ensuring staff motivation . The main purpose of the motivation process is to maximize the utilization of existing labor resources, which increases the overall performance and profitability of the industry with human resources management system.
One of the features of staff management during the transition to the market is the growing role of employee personality. Similarly, the motivation system is the ratio of intentions and needs to appear. To motivate the employees of the company today, the wealth of both the financial and non-financial economy is used.
The relevance of the problem within the consideration is due to the fact that the socially oriented market transition involves the need to create an adequate mechanism for labor motivation.
Furthermore, it is impossible to consider intentional prerequisites in practice to increase production efficiency - based on real income growth and the living standards of the population. The financial administration staff is mental
The problem of staff motivation is widespread in the scientific and press literature today. However, attempts to adapt classical motivation theories to modernity are often not systematic, making it difficult to use technology and motivational methods in practice. The complexity of the practical organization of the staff motivation system is determined by the weak learning characteristics of the workers and the motivation of the workers working in certain sectors of the production type.
The purpose of this work is to study the theoretical underlying human resources approaches and apply them from the example of OOO Phoenix, providing practical recommendations for improving HR management practices in the "Phoenix" company.
It includes an introduction to the course work , the main part, the conclusion and application of the list of resources used.
Chapter 1. Methods of Managing a Human Resources Organization
1.1 Financial personnel management methods
Financial management methods are the means by which the employees of the enterprises' employees can act in the right direction and create economic conditions that enable them to achieve solutions to the tasks set before them.
1. Planned management of the economy is the main law of any enterprise (organization), which has clearly developed goals and their strategy of achievement. Plan Economic Growth is the main form of balance between demand for goods, the balance between production and production of essential resources and products. The state order is converted into an enterprise orders portfolio, which takes on demand and suggestions. To achieve their goals, it is necessary to clearly define effective benchmarking and the ultimate outcome of production in the form of a set of indicators established in terms of economic development. Thus, the role of the planned management of the economy is to link and mobilize the categories listed on the labor collective to achieve the end result.
Economic calculation is the method of managing agriculture based on the cost of industry for the production of products with the results of economic activity (sales, revenue), because of the full reimbursement of production costs due to income, labor, material costs and material interest in labor.
This allows you to align the interests of the industry with the interests of segments and individual workers. Financial calculation is based on independence, when enterprises (firms) are legal entities and are free producers of products, performing in the works and services market.
3. Warm. Wages (Employee Salaries) - based on the qualifications of the employee, complexity, quantity, quality and working conditions, as well as compensation payments (including compensation surcharges and surcharges, including work in general variable weather conditions . Incentive payments (surveillance and servers promoting nature, premiums and other incentive payments).
Remuneration arrangements, collective agreements and local contracts are established, including tariff rates, salaries (official salaries), surcharges, and revision surges, including working under normal, system surcharges and motivational and promotional conditions. Regulatory Acts Labor laws and other regulatory actions comply with labor law rules.
143 of the Russian Federation Labor Code directly sets out the procedure for applying tariffs. This article establishes the following definitions:
• Tariff systems - Pay systems based on differential tariff systems are different categories of pay ;
The differential tariff system for different classes of workers' wages includes: tariff rates , salaries (wages), net of tariffs and tariff coefficients;
Employee eligibility is determined based on the complexity and requirements of the job with the help of tariff coefficients of the tariff mesh;
• Tariff Discharge - Value reflecting the level of labor complexity and employee eligibility;
• Qualifying Discharge - a level reflecting standard professional training employee;
Gyrification of works - the type of labor emanating or qualifying categories of labor depending on the complexity of the labor.
The complexity of the work performed is determined by their tariffing basis.
Collective agreements, contracts, local regulatory actions, and tariff wage systems have been established in accordance with labor law and other regulatory law functions. Tariff tariff systems take into account single duty Eligibility Reference Book The work and occupations of workers, managers, experts and employees are the only qualifying reference book, as well as taking into account state guarantees for pay.
The Labor Payment and Promotion System, including the increase in night, weekends, and non-working night pay, has been established by employers when taking into account the organization's elected trade union body during holidays , overtime and other occasions. Specific supplements in any case are no less than those established by the relevant articles of TC RF.
Thus, labor legislation provides organizations with work in a variety of areas: business activities , independently selected rights, and the establishment of its workforce and wage system.