Methods of Personnel Management, Enhancing Motivation for More Productive Work

In many organizations, managers have long recognized the need to pursue an enabling corporate policy that would not only help improve productivity, but also encourage staff to begin building their own career within the organization. There are various methods of personnel management that fall into two main groups: economic incentives and non-economic incentives.

In general , personnel management can be subordinated to several rules:

- It is necessary to let them feel that they are important and important to the company where they work. To do this, it is possible to allocate one's own office, arrange a working place in accordance with the latest developments, send workers for internships and much more. A person should understand that his work is valued and that it is important for the full operation of the entire system. This encourages responsibility and the desire for career growth in the organization.

- Financial methods of personnel management should be, for the most part, unexpected for the employee, since in the opposite case, the staff has a feeling that this is not a premium for good work or an unconventional solution, but part of their salary.

- The manager should allocate in the work of his staff the positive aspects and focus on this, because negative criticism is not effective in increasing motivation to work.

- The most effective methods of personnel management are always prompt and timely. In other words, if the boss wants to encourage his employee to work more productively, he should immediately reward him for finding a non-standard solution to the problem, for example.

Personnel should be rewarded for intermediate achievements, then they will have an incentive for further effective work. The fact is that the great victories in the professional field are few to anyone due to their complexity. It is interesting that if the employee's work is positively evaluated at different, significant stages, then he will have more confidence in himself and in his work, which will necessarily lead to the achievement of a positive result as a whole.

In large firms , personnel development management is individual. There are typical solutions to this issue, but they should be used by the manager precisely in the proportions that are optimal for influencing the employees of this organization.

Sometimes, to increase motivation to work, the method of punishment for an incorrectly executed task is used. This method is best used very delicately. So the punishable must know exactly his mistake and its consequences. At the same time there should be no monetary penalties, except for cases when the company caused significant losses through the fault of the employee.

If the firm is limited in means, it can use intangible methods of personnel management , which can be such as written recognition of employees' merits, appointment to a new position, an offer to represent the company at some official event, etc. One can not underestimate the effectiveness of their methods for Compared with economic incentive methods. So sociologists have proved that the respect of the employee in the team and the recognition of his merits by management is a very strong incentive for achieving new heights in this firm.

Another interesting and at the same time productive way of stimulating the personnel to work was investing in their rest. According to Western scientists, a person well rested will be much more useful for a firm than a tired employee or someone who can not afford to adequately rest. This measure in Russia is still very rare.

Thus, in order for staff to work and develop in a particular organization, it is necessary to develop a system of incentives, and the leader must be able to appreciate the work of his employees. Even in the absence of material stimulation, the person praised by the chief for his work will work for the future of the company, associating it with his own.