Economic sciences / 5. Management of a manpower

 

Doctor of Economics Trukhachev V. I,  Candidate of Economics Lazareva N.V.

The Stavropol state agrarian university, Russia

 

Features of regional personnel selection

 

The degree of the develop­ment of human resources, the level of motivation, the level of the requirements allow to estimate the efficiency of this or that economical model and the development of the social sphere. The measures aimed at the satisfaction of the bare necessities such as public health services, security habitation, labour employment, availability of education direct­ly influence the development of the human resourc­es. The state should provide conditions for the expanded reproduction, i.e. to create conditions for the formation of the personnel potential of the necessary quality to achieve the main objective of the development. The personnel selection policy is one of the major elements in the mechanism of influence on the motivation of the activity of the society. The economic and social measures make it possible for the managing subjects to develop whereas the personnel selection is directly directed on the formation of the their manpower.

The task of achievement of the economic and social stabilization in Russia is revealed in the re­distribution of resources inside the country. And the state policy of the manpower movement is pos­sible only through the coordination the state and regional management with the management of the industry or the enterprise. The process of the coor­dination of interests brings to life a special mecha­nism of manpower redistribution based on the meth­ods of both economic and direct control. From V.B. Shirenko's point of view, this mechanism should carry out the following functions [1]:

         - to coordinate the interests of the country, regions, branches, enterprises for the attraction and use of the manpower;

         - to provide the public expediency of the move­ment of the manpower and efficiency of labour expenses in various sectors of economy;

         - to promote the establishment of the balanced workplaces and labour.

The structure of the personnel processes in the country is a complex, hierarchical and dynamic sys­tem. However, to study its functioning the person­nel policy should be examined at the level of the region. This way the region nowadays becomes the basic subject of the state personnel selection policy as it allows considering such factors as ex­isting distinctions in social and economic develop­ment, natural and ecological conditions.

The basic object of personnel selection is peo­ple who live in territory of the region. The state creates the certain conditions for the development, creates a general mechanism to influence the moti­vation of the staff, develops the general principles of personnel selection, and carries out the function of control. In this connection the regional personnel selection policy becomes of significant interest being one the basic tools of the creation of the new mechanism of motivation.

The development of the new model and the system of the realization of personnel selection policy in the territory of the region can strengthen an investment appeal of the region or the city. With this purpose the suggested project should be carried out in coordination with other pro­grams, especially with the programs of reform­ing and re-structuring of the large and medium-sized enterprises as well as with the programs of the preservation and creation of new work­places. A variety of the economic, geographi­cal, demographic and reproductive conditions of Russia predetermines the nature of the prob­lems which may arise in this sphere. The economic reforms, conducted in the coun­try, are to a large extent based on the strength­ening of the role of the regions in the develop­ment of all economic complexes of Russia. As mechanisms and technologies of the development of the regional economy in Russia are only being formed, it puts regions of the Russian Federa­tion in a difficult position [2]. From the point of view of the systematic approach the economy of the region should be considered as an integrity which interrelates to several parallelly existing environments.

The main objective of the regional personnel selection is to provide high professionalism of ad­ministrative process with the qualified, actively working employees, capable to participate in sta­bilization economy of region and growing manu­factures. Here are the necessary stages:

        - to determine the strategic objectives of per­sonnel selection of the state and region;

        - to establish a connection of each worker with the property and authority, and make the person­nel selection of the open and legal;

        - to take into account interests and will of a person, who individually chooses their employment place;

        - to cardinally reconstruct the systems of the professional education (especially postgraduate), retraining and improvement of professional skill of the staff;

        - to decentralize the state personnel policy, transferring a significant part of functions of per­sonnel selection to independent companies, keep­ing a number of positions giving to personnel work systematic and integrated approach.

The questions of the formation of the person­nel selection at the regional level are connected to the laws of the economic development with em­phasis on the features regional reproduction. The regional economy reproduction process determines the personnel selection of the region which in its turn influences the development of the separate branches and the investment policy of the region. These contradictions should be solved at the level of the state, region and the enterprise by means of the certain programs. The basic factors of the per­sonnel selection are political and economic ones.

Nowadays in Russia, from our point of view, an inefficient approach to the definition of the la­bour cost is accepted. In our country a share of wages of the employee in the production cost is 1,5-1,8 times less than that in the economically advanced countries, therefore the strengthening of stimulus to work requires the reorganization of the mechanism of distribution. Together with the development of the market it is necessary to raise a role wages in the satisfaction of people's needs.

At the regional level the normative acts of per­sonnel selection are, unfortunately, either underde­veloped or do not work in full force. The sizes of pensions, grants and social payments in Russia do not provide for the adequate standard of living. The difficulties of the regional management are caused by the one-sided development of the eco­nomic base. As a rule, industrial enterprises of the region used to be created as parts of the large economic technological complexes working for one and the only consumer % the state, which in the market conditions makes them especially vulnera­ble. Another cause is the deformation of social - demographic structure.

In the past the dependence of the planning of the human productive forces on the prospective development of the regions predetermined the struc­ture of their today's economic base, including the presence in the highly industrial areas of the per­sonnel of the high technology manufactures which resulted in a low level of a city infrastructure. The social sphere was formed not to answer the needs of the population but to provide for the uninter­rupted functioning of the industry.

The optimization of the region management systems can be achieved only on condition of the complex approach using the integrated approach to the formation of the regional management. The designing of an effective control system requires a conceptual model which would adequately describe the complex of the regional processes with an em­phasis on the interaction with an environment. Such a model can be based on principles of the system analysis, which distinguishes structural-eco­nomic, dynamic and ideological aspects. The forma­tion of a similar model is methodologically based on this system approach, and the information and oper­ative bases of the areas having a leading position inside and outside the system are used.

At the regional level the system of stimulus is necessary for the enterprises successfully engaged in the personnel development including: measures on boosting the interest of employees in a continu­ous updating of the knowledge and skills; full and partial compensation for the expenses on the per­sonnel training; norms of the compensation for the expenses on the professional adaptation of the grad­uates of; improvement of the financial position of the system of in-service training; systems of stim­ulus for the employers who improve the profes­sional level of the employees; system of stimula­tion of the persons working in the field of develop­ment of the personnel.

Hence, the personnel selection policy is one of the factors determining the competitiveness of the region. The peculiarity of the personnel selec­tion policy of the region is that the regional author­ity cannot directly form or influence the personnel policy of the enterprise, but, nevertheless, is obliged to create conditions for its effective functioning. The task of the regional authorities is to create legal, normative, economic and social conditions for the development of the human potential as a source of the personnel potential. It is at the regional level where it is possible to speak about a full cycle of the formation, develop­ment and use of the personnel potential as these processes are beyond the limits of one enterprise. It does not contradict the fact that within the frame­work of each enterprise there is its own personnel cycle.

In the conclusion it should be stressed that for the personnel selection at the regional level an effective interaction of the state and regional institutes, and the interaction of employees and employers are necessary. For the solution of the problems of the employment the authorities de­termining the personnel selection should fore­cast the situation on a labour market, find and support the growth point of the industry, carry out regional investment policy to promote the adaptation of the employees to the requirements of the labour market.

The literature:

1. Shirenko V.B. The organization of the redistribu­tion of manpower in the region // Ways of formation of the labour market: Theses of reports at the scientific-practical conference, 10-11 September, 1991. Part 11. Omsk, 1991.

2. Shabunina I.M., Lomovtseva O.A, Trubin M.Yu. The theory and practice of the regional economics: the textbook. Volgograd, 1996.

3. Volgin N.A Economy of labour. Social-labour rela­tions. M., 2006.