Usachev V. A., Tishenko M. V.

Donetsk National University of Economics and Trade named after Mikhailo Tugan-Baranovsky

Human Resource Management

The effectiveness of the management system of any organization is determined by its contribution to achieving organizational goals. This is especially true in the management of human resources, permeates all aspects of the organization and influencing the effectiveness of other management systems. If the sales system is working effectively enough - a reflection of poor management of staff, as in the sales department are working the wrong people, they are not motivated, professionally trained, etc.

Thus, the effective management of personnel as well as employees of organizations uses their potential to realize its goals, is success in achieving these goals. Adoption of this provision as an unshakeable postulate (one of the basic values of the organization, if you will) is the most important prerequisite for an effective personnel management system. Unfortunately, for many organizations is characterized by the opposite tendency - to evaluate the effectiveness of personnel management with the help of specially created for this performance: employee satisfaction, employee turnover, hours spent on vocational training. Taken in isolation from the overall objectives of these potentially important factors, contribute to the isolation of human resources services, transforming it into an organization in the organization, the thing in itself. Contributes to this trend (while acting as its consequence) and the widely held notion that specialists in human resources management are far from the core business and practically have no any effect on it.

However, an alternative to linking human resource management systems with the goals of the organization is not, rather it is an alternative - the inefficient use of human resources, inability to achieve organizational goals, crisis and dying organization. In order to ensure that the personnel management system can be used the following techniques and methods:

- Conducting periodic audits of existing systems of personnel management in terms of their consistency with the goals of the organization. Such audits should be carried out in the case of a change in strategy of the company;
- Attracting officers to the management of human resources development and revision of strategic and short kosrochnyh plans of the organization. Presenting detailed information about the department of human resources for the organization and progress in their implementation;

- Ensuring continued involvement of senior management organization in the development and review of management practices;

- Assess (including material rewards) work of human resources as a result of the entire organization.

The objective of human resource management is the formation of productive behavior of employees, ensuring the achievement of organizational goals. As we have seen, the desired behavior of the production is determined by two main factors - the desire (motivation) and the ability of employees to perform required functions. The mechanism of human motivation is very complex, so the employee wish to perform the necessary functions of the production is influenced by all the methods of personnel management. The same is true of the ability of staff member determined in the first place, at the stage of selection, the organization developed in the process of training and depending on the feedback and compensation received by an employee of the organization. Therefore, the integrity of the personnel management system is essential for its effective functioning. If the system of selection and development managers are oriented to achieve the strategic objectives, in-depth business knowledge, broad vision, the ability to absorb and use new knowledge and the feedback system and reward celebrate special skills, accuracy in the performance of individual plans, personal devotion to the supervisor, employees of the organization are conflicting "signals" about what behavior is positively assessed the organization, which negatively affects their performance.

The organization can enhance the integrity of the personnel management system by:

-A clear definition of objectives and their own explanations for all employees;
- Detailed modeling of the "ideal" behavior of the production for all positions of the organization;
- Coordinating the work of the service departments of human resources;
- Constant interaction of human resources professionals to line managers, HR managers directly.

Effective personnel management is impossible without the active th and continued involvement of senior management organization in the definition of lenii problems of human resource management, modeling the behavior of the production, creation and implementation of management systems, evaluating their effectiveness. Because people are the most important organizational resource manager must pay the bulk of his time is personnel management. Unfortunately, this is not all modern organizations zatsiyah, especially on the lower floors of the hierarchy - at the shops, brie bastard groups. This significantly reduces the organization as a whole, because the leaders are an important tool for implementing the methods of personnel management, and insufficient attention on their part to these issues is transformed into a low quality of personnel management and poor performance of the organization.