Психология и социология/14. Кадровый менеджмент

Zaharova S. L. , Yerysh L. A.

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

Actual problems of personnel management

Management plays a key role in the development of the Business enterprise. It means getting any work done by other people. Management system has some core functionalities such as planning organizing, staffing and controlling the efforts of human beings who are working in the concerned enterprise.

Personnel Management is an important branch in Management of any business enterprise. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have a better cooperation, a better focus to bring out innovative ideas, their objectives, understanding in the enterprise. Co-operative relationship is achieved within the enterprise by creating harmonious relations, genuine consultation and participation and system of effective communication.

The objectives of personnel management in any working organization are to bring development of individuals, maintain a safe and effective environmental conditions, utilize the available resources, to ensure job satisfaction among workers. Experiencing problems with employees can make it difficult for any business to operate successfully. That is why many companies choose to address personnel problems as quickly as possible. Knowing exactly what the problem is, however, might require tools that allow you to pinpoint specific behaviors.

Some personnel problems are the result of poor policy enforcement. Managing people is never easy but dealing with difficult employees is a challenge. Unfortunately, employee troublemakers show up when you least expect it. The key to running a successful company is handling the problems before they get out of hand.

Successful managers know the solution to most problems, especially dealing with manipulative employees or difficult workers, is to have the foresight to see them coming.

Characteristics of good personnel management are:

- Stability, to appoint or replace key personnel executives with minimal loss;

- Flexibility, capability to handle problems encountered within the enterprise;

- Simplicity, balancing the perfect line of relationship among the workers;

- Objectivity, feature of having definite objectives for all the levels or units in the enterprise.

Functional responsibilities concerned with the personnel management are

- Managerial functions;

- Operative functions.

Managerial functions includes planning, it involves formulating policies for future development of the enterprise, program to choose adequate number of persons who can work efficiently and accomplish the business objectives, provide training to the workers in the enterprise, integration and maintenance of work force.

Organizing, it has to provide a clear layout about the inter-relationship between persons, jobs and physical factor and every worker should have proper understanding of their job. Direction involves motivation, which can be either positive or negative for the enterprise. It is necessary to motivate the workers about the nature of their job. Instructions should be clear, neatly explained and easy to understand.

Control, it helps in bringing out performance analysis of all the workers, which would be useful, evaluate and discover their deviations.

Operative functions include procurement, which deals with recruitment of right kind of persons for the available job in the enterprise i.e. right person for right job. Development, subordinates of the enterprise should be able to know what are the qualities needed to get into higher levels in the organization. Integration, it provides so-operation among the workers, efficient channel for communication, satisfactory solution for problems and grievances.

Planning in personnel management system is concerned about present manpower positions, what number and kind of employees are required for the enterprise. And this can be done only when the enterprise knows its objectives and how the plans are accomplished with right kind of resources.

These evaluations can be carried out by conducting interviews to selected number of workers in the enterprise or by having a detailed performance report. By assessing the enterprise we can also determine the plan for the future. This can be carried out by analyzing the objectives and plan of the enterprise for long term and short term required number of workers, resources needed for the future purpose, forecasting the number of personnel requirements estimate not only the number of personnel required but their qualities and their types also should be specified. So assessment for future holds a key in the development of the enterprise so it should be carefully analyzed.

Certification of personnel - a procedure for determining the qualifications, knowledge, skills, competencies and employee to determine compliance with the post. The purpose of certification - the rational placement and using them effectively. According to results of certification decision, modifying, or preserving the position held by the employee in accordance with his willingness and ability to perform the duties according to job description.

The results of personnel evaluation can be used for planning personnel education and development, selecting candidates, career growth of employees, the formation of a personnel reserve, personnel motivation. The personnel evaluation can be conducted in separate departments (for example, staff evaluation in the sales department), by position level (for example, upper management), or to meet a specific management objective (for example, the readiness of managers for new work activities). The results of such an evaluation will allow one to receive an overall picture of the competence or potential of the staff.