This article will discuss the goals and functions of personnel management . There are several completely opposite methods for their determination, but all of them are quite expensive and individual for each enterprise, therefore, we restrict ourselves to considering the generalized examples cited in the literature.
So, for clarity, the staff - this is absolutely the entire staff of the enterprise, performing various functions in the workplace. Nowadays, staff (cadres) are considered as the main wealth of any organization.
Personnel management is one of the economic sciences that originated in the USA at the end of the nineteenth century. Previously, it developed as part of other sciences (psychology, sociology, conflictology, etc.). Its base is the management of labor processes.
To begin, consider the goals in which personnel management is performed. They are divided into four large categories, or blocks. These are social, economic, industrial-commercial and scientific-technical goals. The content of each category can be expressed as follows:
The economic goal is to make profit from the sale of a product or service, moreover, the calculated value. The social one is to satisfy to the highest degree the social needs of workers arising under working conditions. Industrial and commercial - to sell a product or service in a given volume with a given frequency. Scientific and technical - to improve labor productivity and quality of manufactured goods or services due to scientific and technological developments.
The above division of goals into categories represents the first (lowest) level of organization; at the next (middle) level, it is necessary to single out targeted support for such a concept as personnel management functions. There are a great many of them (more than thirty), but only a few differ significantly from each other, and not by one or two nuances. After analyzing the subject literature, one can single out the main functions of personnel management from all this set. This is personnel planning (including strategic), organization (of personnel, expenses, etc.), regulation (i.e. coordination of personnel actions), accounting (registration), control (obtaining information on results), incentives (income distribution).
All these functions of personnel management can be considered in more detail and carefully described, however, it is worth looking at the name of each of the functions, and it becomes clear why it is needed, what semantic load it carries.
It is better to pay attention not to the basic functions of personnel management , but to the secondary ones adjacent to them. We will understand what they are responsible for.
Determining the ways of recruiting employees - where to find the necessary personnel and how to attract them to the enterprise. Motivation of personnel - to encourage the personnel to conscientious work, the manifestation of the initiative.
Organization of the workplace - maximize the potential of employees. Information management - arranging the transfer of necessary and extinguishing harmful information. Conflict management - creating a favorable, friendly atmosphere in the team. Ensuring the reputation of the company - a guarantee of good customer acceptance.
Of course, the listed personnel management functions did not exhaust the entire list, but I hope they gave you at least an initial idea of ββwhat personnel management is as a type of management activity and what its content is. The economic feasibility of introducing a personnel management function is obvious, since it sharply increases the overall the efficiency of the enterprise, and this is an increase in profit.
The main thing to remember is that the company does not have a chance for harmonious development if the manager does not know anything about the goals and functions of personnel management.