Personnel management in the enterprise

In recent years, many managers of organizations are reviewing their personnel policies and styles of personnel management , whether it is the management of personnel in small businesses or the management of personnel in an enterprise of medium and large businesses. If earlier the main emphasis was put on a technocratic approach in personnel management, now the management of personnel in modern conditions is based on a humanistic approach. This is because the main accent has shifted from the production itself to the collective, since it is the employees, their professionalism, qualifications, focus on the tasks that are set, the efficiency of the whole enterprise depends directly.

Classical methods of personnel management distinguish three types. Let's consider these ways of implementing managerial influences on personnel in detail.

1. Economic methods are based on economic laws and operate on the principle of "stick-stick". The effectiveness of these methods depends on the elaboration of the system of material remuneration, the structure of lending, the form of ownership of the enterprise, and so on. The economic calculation of the enterprise dictates the following conditions for proper management: self-financing, self-sufficiency, self-sufficiency. Material incentives determine the level of material compensation for the work done. These include statutory wages, compensation, bonuses, benefits. The labor remuneration consists of two parts: the first is paid for by cost of production (basic salary, additional salary, remuneration for the final result of work), the second is paid for by profit (premium for basic labor results and material assistance). Each employee of the enterprise should have a clear idea of the guarantees, material benefits and privileges that he is entitled to in accordance with his position, quality performance of his duties, fulfillment of the plans, etc.

Personnel management in an enterprise can also include such a widespread economic method as securities. Bought shares allow employees to profit in the form of dividends, make it depend on the results of work and on the work of the organization. The bond guarantees a fixed annual income. Credit cards allow employees to use cashless ways to pay for goods and services.

1. Personnel management at the enterprise, based on administrative and legal methods, is a system of administrative and legal penalties, discipline and unquestioning obedience to higher management. The organizational impact is based on the application of internal regulatory documents, such as the staffing table, collective agreement, job descriptions, etc. The regulatory impact is based on orders, instructions, orders, memos, instructions, etc. Disciplinary responsibility (subordination to the accepted rules of conduct of the organization), liability (compensation for damages caused), criminal liability and various types of penalties (remarks, reprimands, dismissals) are another methods of effective influence on personnel.
2. Personnel management at the enterprise necessarily includes the third group of methods: socio-psychological. These methods are based on the laws of psychology and sociology. Personnel management with the help of socio-psychological methods is based on the laws of uncertainty of response, inadequate human imaging , the law on the splitting of the sense of management information, the law of self-preservation, the law of compensation, etc. Sociological methods include social planning, personal qualities, partnership, competition, Morality, etc.