Kazimova E.V., Usachev V.A.

Donetsk Nationale University of Economics and Trade named after Mikhailо Tugan-Baranovsky

Рersonnel management in the nowadays economical situation

In many organizations, there are one or more people who are responsible for managing the welfare and performance of everyone within the organization. This task of overseeing programs and setting policies that affect everyone associated with the organization can be referred to as personnel management. It is sometimes referred to as human resources (HR) management as well.

Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.

- Personnel management includes the function of employment, development and compensation. These functions are performed primarily by the personnel management in consultation with other departments.

- Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern.

- Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization.

- Personnel management lays emphasize on action rather than making lengthy schedules, plans, work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies.

- It is based on human orientation. It tries to help the workers to develop their potential fully to the concern.

- It also motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation.

- Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers.

Are the four functions of Personnel Management:

1. Manpower Planning

Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization.

2. Recruitment

Internal Recruitment - is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three . They are transfers, promotions and re-employment of ex-employees.

3. Selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.

4. Training and Development

Training of employees takes place after orientation takes place. Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the thinking of employees and leads to quality performance of employees. It is continuous and never ending in nature.

Determining the organization's policies and procedures as they relate to personnel is another important aspect of personnel management. HR functions for companies often include drafting vacation, sick leave and bereavement policies that apply to all employees. The personnel management team also might be responsible for administering the benefits that are provided to employees, such as health insurance plans.

Another aspect of many organizations that is a part of personnel management is the drafting of a handbook for employees or anyone else in the organization. Establishing policies and procedures, requirements for employment, commendation and disciplinary procedures and even things such as dress codes must be compared with legal guidelines before a handbook is ready to be issued. Personnel managers and HR staff members often must draft and review the organization's handbook.

Personnel management should be designed in such a way that it will have the capability to respond to the changes. They are to maintain a good relationship within the organization, to meet the enterprise social and legal responsibilities. Human relations have to be nurtured constantly in the enterprise. Only the enterprise, which is conscious of this need, can achieve their targets by efficiently handling their available resources for a particular process.

So, Personnel Management is an important branch in Management of any business enterprise. It holds a key to all actions and successful management. It is also concerned with human and social implications of change in internal organization and methods of working and of economic and social changes in the community. The main aim is to establish a better coordination between all the members from top level management to down below the subordinates to have better cooperation, 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.

Literature

1. Personnel Management [an electronic resource].- Mode of access: http://www.managementstudyguide.com/personnel-management.htm

2. What Is Personnel Management? [an electronic resource].- Mode of access: http://www.wisegeek.com/what-is-personnel-management.htm

3. Key Factors that play a vital role in personnel management and planning in an organization [an electronic resource].- Mode of access: http://www.management-hub.com/personnel-management.html