Personnel management functions are a direct source of profit increase for the whole enterprise.

This article will discuss the goals and functions of personnel management . There are several completely opposite methods for determining them, but they are all quite expensive and individual for each enterprise, so we will limit ourselves to the generalized examples given in the literature.
So, for clarity, the staff is absolutely the entire staff of the company's employees who perform various functions in the production. In our time, personnel (personnel) are considered as the main wealth of any organization.
Personnel management is one of the economic sciences that originated in the United States at the end of the nineteenth century. Previously, it developed as part of other sciences (psychology, sociology, conflictology, etc.). Its basis is the management of labor processes.

First, let's look at the goals in which personnel management is performed. They are divided into four large categories, or a block. These are social, economic, industrial-commercial and scientific-technical purposes. The content of each category can be expressed thus:
The economic goal is to profit from the sale of goods or services, and the calculated value. Social - to meet the highest social needs of workers arising in working conditions. Production and commercial - to realize a product or service in a given volume with a given periodicity. Scientific and technical - Improve the productivity of labor and the quality of the manufactured goods or services provided through scientific and technological developments.

The above division of goals into categories represents the first (lowest) level of the organization, at the next (middle) level, it is necessary to distinguish the target provision of such a concept as the functions of personnel management. There are a great number of them (more than thirty), but only a few differ from each other significantly, and not by one or two nuances. Having analyzed the thematic literature, it is possible to single out the main functions of personnel management from all this set. This is personnel planning (including strategic), organization (personnel, costs, etc.), regulation (ie, coordination of personnel actions), registration (registration), control (obtaining information on results), incentives (Income distribution).

All these functions of personnel management can be considered in more detail and carefully painted, but it is worth looking at the name of each of the functions, and it becomes clear why it is necessary, what is the semantic load.
It is better to pay attention not to the basic functions of personnel management , but to secondary, adjacent to them. We will understand, for what they answer.
Definition of ways of recruitment of employees - where to find the necessary staff and how to attract them to the enterprise. Motivation of personnel - to motivate staff to conscientious work, to show initiative.

The organization of the workplace is to maximize the potential of employees. Managing information - establishing the transfer of necessary and extinguishing harmful information. Managing conflicts - creating an enabling, friendly atmosphere in the team. Ensuring the reputation of the company is a guarantee of good customer perception.
Of course, the above functions of personnel management have not exhausted the entire list, but I hope they gave you at least an initial idea of what is the management of personnel as a type of management activity and what is its content. The economic feasibility of implementing the personnel management function is obvious, The efficiency of the enterprise, and this is an increase in profit.

The main thing to remember is that the firm does not have a chance for a harmonious development if the leader does not know anything about the goals and functions of personnel management.