Staffing of the personnel management system. Information, technical and legal support of the personnel management system

The term "staffing of the personnel management system" means a set of the necessary quantity, composition of quality employees in the personnel service. To determine the number of employees, the needs of staff structures and the company's charter are taken into account.

Factors affecting recruitment

Among the main factors affecting the number of employees of the organization, it should be noted:

• How many workers are there in the company.
• The scope of the company's activities, in what conditions does it work, its scale and characteristics, the availability and number of branches.
• What are the social characteristics of the organization, the categories of employees and the qualifications of workers.
• What tasks are being accomplished, their complexity, how complex they are.
• How much management is provided technically and much more.

Methods of calculation

Since the definition of the number of employees each company makes independently, deciding what requirements for personnel it needs and what qualifications it should have, there is no precise and precise calculation.

The whole literature gives only recommendations on this matter.

You can calculate the number of employees using the following methods:

• Multifactorial correlation analysis.
• Comparison.
• Economic-mathematical analysis.
• Direct calculation.
• Calculation taking into account the laboriousness of work and so on.

Correlation analysis

It is based on a multifactor evaluation of the functions of managers and the responsibilities shared between them. There is a scheme developed by researchers to assess the performance of companies, taking into account factors affecting the number of employees. To apply it, you need to reduce all the necessary factors, then use the mathematical formula and perform a correlation analysis. It allows you to determine how the number of employees depends on these factors. It is also important to take into account the specifics of the enterprise sector. But since the enterprise operates in a competitive environment, this method can not be accepted as the only correct one. Modern management of personnel assumes the account of a condition of market economy at the moment of calculations.

Direct calculation, comparative, expert and other methods

To analyze the needs of the company by comparison, it is common to evaluate two economic systems. One of them should be more developed. Thus, there is a search for the difference between systems and the definition that makes one more successful than the other.

The calculation by the expert method implies the work of experts and scientific employees who express their opinion on the set tasks. Usually it is used only in combination with other methods of calculation.

It is also possible to develop economic-mathematical models based on the mechanism of work in real time. This will allow you to see a more accurate picture, but you can get very little data from it. Direct calculation of the number of employees involves determining how much labor it takes to implement all management functions. But most often the calculation is based on the costs of labor and labor intensity.

Foreign Personnel Services

In various industries and foreign countries there is a certain average number of employees of management personnel. So, in America, one chief on average manages a hundred workers. In Germany for one and a half hundred workers one manager is responsible. But in Japan there are 27 managers on average for a thousand workers. Naturally, this number can vary in different branches.

It is believed that the introduction of the information technology base and the development of the management infrastructure have influenced the reduction in the number of employees who are given work in the personnel department.

The most important difference of foreign companies is that they recruit management personnel on the side. That is, they hire employees who have been trained and qualified, but who are not employees of the company. When calculating the number of employees, they take into account their professional capabilities, specialty and qualification of future employees. As for domestic companies, work in the personnel department usually goes to people who have not received a certain education and do not have the necessary skills. And job descriptions do not correspond to modern standards and do not reflect all the tasks of the enterprise.

Business management of EMS

The personnel and documentation support of the personnel management system has documentation in its circulation, and such provision presupposes the organization of work with it. Thus, it includes a full cycle of processing documentation, from its creation and ending with the transfer of finished documents to the business units.

Basics of record keeping:

• We need to process all documents in a timely manner.
• Providing management documents necessary documents for their execution.
• Printing.
• Registration of employees, saving of all data.
• It is necessary to form business, and as it is required for a particular enterprise.
• It is necessary to copy and copy documents.
• It is required to monitor their performance and much more.

Information support of the SUP

Personnel information support of the personnel management system is a stream of operational, documentary and normative-reference information in the company. Computer-aided systems are considered to be: classification and framing, management documentation, organization, storage and registration of information. Intra-machine support is considered to be data sets, from which the information base on carriers is formed. In addition, this includes programs for the accumulation, organization, introduction and receipt of information contained in arrays.

When designing and developing information support, the most important is to establish the composition and structure of information that is necessary for management. For the qualitative performance of functions, it is necessary that the information conforms to the norms that require staffing of the personnel management system. It should reflect all services and their activities, describe in a comprehensive way the organizational, technical, technological, social and economic services and their relationship with external conditions. It must quickly enter the system, reflecting the processes occurring in real time. Enter information into the database systematically and continuously, if there is such an opportunity. Also, it must be reliable.

What information system to choose

When a company faces the need to transfer storage of information to electronic media, there is always a question of what to choose. There are many bases on the domestic market, but independently developed security will better meet the needs of the firm. In addition, taking into account the products presented, it is possible to improve the staffing of the personnel management system of the organization only by improving or altering them. After all, they reflect outdated principles and concepts. If a company can afford to use specialists capable of creating a quality guarantee in a qualitative and reliable way, this will save not only time, but sometimes money. As such software products are often much more effective than those that are presented in the domestic market.

When choosing you need to take into account a lot of criteria, for example, what are the system's features, how much does the product cost, is there a prospect for software development, what are its technical characteristics and what percentage of risks of its use.

Functional capabilities of the system and its correspondence

An information system that presupposes the staffing of the personnel management system should correspond to those functions of the business that are used in the company or will be implemented in the near future. For example, if through this system the organization plans to reduce the marriage in production, then it should already have automated quality control of products. To determine the conformity of the system, it is necessary to clearly understand in which direction the company will move and what its development strategy is. If management does not know what exactly it needs, experts recommend hiring freelancers who will be involved in the evaluation and selection of the system.

Such an approach will help not only to clearly structure business processes and build the company's information system, but also to better understand its work, gain experience from other companies.

Information Technology

If we consider IT, then these are certain technologies and software, through which automation and improvement of business processes takes place, which includes the staffing of the personnel management system. In other words, these funds help coordinate the work of different departments of the organization and monitor the relationship between the management team and employees. Communication passes through a network connection, telephone line and in person. Also, the software allows management to receive all the necessary information about employees in order to better plan for various activities, including payroll, decisions on upgrading skills and much more.

Technical support of EMS

Such provision is a complex of technical means. In other words, they are interconnected autonomous, managed technical means that allow collecting, registering, accumulating, transferring, processing, making and providing information. Also in this list is the organizational technique. To ensure staffing of the personnel management system from the technical side was carried out effectively, it is necessary to ensure the growth of the labor productivity of employees. To do this, we usually use problems derived by the economic-mathematical method. After all, it is this technique that gives a more complete and accurate result, representing calculations taking into account the events taking place in real time. Technological processes take place in several stages. The management service uses them to carry out their activities more quickly and efficiently.

Management by means of technical means

First of all, tools are used to collect and record information. These devices prepare data on what is the personnel reserve, register all the necessary information and collect it in one place. They are designed to convert data into the desired form, which can then be used for further data processing.

Next, a technique is used to transfer information within the organization. These are telephone, teleprinter and facsimile means of communication. With their help, you can transfer information between departments and branches of the enterprise.

In order to keep personnel records in the organization, the HR department also needs tools that will allow it to store all the necessary information. Basically for this use card files and external media. With their help, information is stored for a long time.

The computer technology helps to process the stored information. This equipment can be considered the main one in the complex of technical means for managing employees. It is this equipment that makes it possible to transform the data that make up the personnel reserve into the kind of information that is necessary to make managerial decisions.

Also, tools are needed to provide information that is available for processing by human resources. It is through printing devices, voice and video, employees can use information in a form that is acceptable for human perception.

These are only the most important and conditionally significant technical means necessary for working with personnel. The fact is that different structures and companies need different techniques. It all depends on where the company works and what goals it pursues. In each organization the personnel service, personnel policy are different, and this must be taken into account. Therefore, when choosing the type, model and other characteristics of the equipment, many factors should be taken into account.

Normative and methodological support

This type of collateral is a collection of documentation of a different nature. This may include organizational, methodological, administrative, technical, economic documents. Also it is reference information, organization rules, labor standards and the like. In general, all the necessary information that is required for management. It is with its help that personnel management evaluation is conducted.

Legal support

For him, forms and means of legal impact on the objects of the UE are used. This is necessary to improve the performance of employees. It is possible to provide legal support for leadership. In some cases, part of the responsibilities are shifted to petty bosses. Usually, they are instructed to perform one or more legal support functions. It all depends on how big the company is and how much work needs to be done. In large organizations, there is a legal department, which deals with such issues or is the main one in solving such problems. In most cases, staffing problems arise on the background of the fact that the work is carried out directly with people. In this regard, only when account is taken of clearly regulated rights and duties, the human resources department will be able to carry out its activities. After all, his duties include accepting employees for work, appointing to positions, transferring to other departments. And the main task of the management service is to avoid conflicts and take into account all the rights of employees.

There are laws, acts and norms in the legislation of the country, allowing to settle such questions. At the same time, in each organization additional requirements are imposed on the personnel, and this must be taken into account. Therefore, the duties of the legal department may include the development of projects, examination of submitted documents for compliance with legislation, organization of work with data, clarification of their rights and duties to employees. Thus, the work of the legal department is extremely important for personnel management in large enterprises and large companies.