One of the most common terms in economics is the concept of “labor resources”. They include those people who, by virtue of their intellectual and psychophysical qualities, can produce services or material wealth. In other words, this is the part of the state’s population that is engaged in the economy or does not participate in it, but is able to work.
The concept in question is used on the scale of a country and region, of a separate branch of the national economy, or within the boundaries of a certain professional group. Along with this, another concept is used in economics. These are human resources. This term carries a slightly different semantic meaning and content. Under human understand resources, which are the main wealth of any organization. Moreover, its prosperity becomes possible only using them, taking into account the interests of each employee. Indeed, this term contains a combination of personal psychological and sociocultural properties of people.
Definition of a concept
The development of modern management is impossible without recognizing the increasing role of each person in production processes. Under the current conditions in which technological innovations are accelerating significantly, competition is intensifying and the economy is globalizing, the main resource for improving the organization’s efficiency is entrepreneurial and creative abilities, qualifications and knowledge of employees.
Throughout the 20th century significant changes have taken place in the personnel management system of organizations. Initially, employees were considered only as a means necessary to obtain a result. Therefore, in enterprises, within the framework of technocratic management, there was a personnel management system. At the same time, people were considered at the same level as machinery, raw materials and equipment, within the framework of the main function they performed - labor, measured by the cost of working time.
In the 50s and 60s of the last century, personnel management arose. At the same time, the employee began to be regarded not as the one who performs labor functions, but as a subject of labor relations, an active element of the internal environment of any organization. In the same period a new concept appeared. He approved the existence of "human capital". It was a whole complex of inherited and acquired qualities (education, knowledge acquired at the workplace), health and other components that could be used to produce services and goods.
Over time, the concept appeared even more capacious. Employees of the enterprise began to be evaluated as a human resource that has its own specifics due to the fact that:
- People have intelligence. That is why their reaction to any external influence (or control) is not mechanical, but emotionally meaningful.
- People, due to their intelligence, are able to constantly improve and develop. And this serves as the most long-term and important source of growth of performance indicators not only of any organization, but also of society.
- People choose a certain type of activity for themselves. It can be industrial or non-productive, physical or mental. Moreover, they all set specific goals.
However, the knowledge and abilities of people, their professionalism and qualifications are distributed unevenly between them. That is why every employee needs retraining and ongoing training, as well as support for his labor motivation.
The need for managing the Czech Republic
The leaders of most Russian companies in their work focus on financial and production issues, as well as marketing. At the same time, they overlook the issues of developing a system of human resource management methods.
This direction is the most important link in the work of the head. After all, the application of enterprise human resources management methods has the following characteristics:
- It has a direct impact on the value (capitalization) of the company. This is due to the growth of intangible assets (personnel policy, brand and intellectual potential of employees) among the assets available to the organization.
- It is the competence of an internal organization that provides leadership among competitors.
- Allows companies from among the successful and good ones to become the leaders in one or another market segment.
People management is one of the most important areas of organization management. After all, employees of any company serve as its most important resource. It is with their help that the creation of new products, the accumulation and use of finance, and the quality of the final product are controlled. Moreover, unlike other stocks, the initiative and opportunities of employees are unlimited.
Various methods for managing human resources have been developed. These are the techniques and methods by which the leader directs the work of the labor collective, including individual performers, which as a result allows us to solve the tasks.
Moreover, all methods of human resource management are tools for the practical application of the laws of the economy. That is why their study and application plays an important role in the practical justification of all decisions of the head relating to personnel, contributing to the implementation of tasks that are priority for the company.
HRM technologies
Human resources management is possible with the normal functioning of such a system, as well as with tools to influence the employee. All this in aggregate constitutes HRM technology. In its most general form, it means the services, skills and techniques that are used to change a material.
Technologies used in human resource management are:
- multi-link, representing a whole series of interrelated tasks that are performed sequentially (hiring, training a specialist, his adaptation, work, etc.);
- intermediary, which is the provision of services by one group of people to another to solve a specific problem (the interaction of the personnel service of the company with the heads of structural divisions);
- individual, applying skills and techniques to a particular employee.
HRM objectives
The final desired result of the implementation of human resources management is the selection of personnel with such qualitative and quantitative characteristics that correspond to the objectives of the organization.
Each company certainly sets itself four goals:
- economic, which consists in profit growth;
- scientific and technical, implemented through the implementation of the achievements of scientific and technical progress and productivity growth;
- production-quantitative, leading to efficient production and sale;
- social, designed to meet the social needs of man.
Based on the specific goals of the organization, various methods of human resource management can be applied. But at the same time, they are all considered in two ways. On the one hand, their use should take into account the needs of employees, and on the other, all actions of personnel must be subordinated to the implementation of the goals. And it is important for all these parties not to conflict with each other.
HRM functions
This concept refers to certain types of people management. At the same time, the following HRM functions are distinguished:
- selection of personnel with their further employment;
- adaptation processes;
- employee assessment;
- staff growth and training;
- strategic planning of personnel matters;
- security provision;
- formation of a system of benefits and remuneration;
- coordination of all labor relations.
HRM principles
Human Resource Management Management adheres to the following basic rules:
- Science. This principle means constant knowledge of the laws governing the development of a team under the influence of various external as well as internal factors, and the resolution of arising contradictions, taking into account objective possibilities.
- Progressiveness. The principles and methods of human resource management should provide a qualitatively new solution to problems arising before the manager without the use of outdated methods of influencing staff.
- Collegiality and unity of command. Making managerial decisions should take into account the opinions of all specialists expressed on a whole range of issues. For their implementation, personal responsibility lies with the head.
- The optimal combination of decentralization and centralization. This principle is very important for company management.
- Construction of the HRM system. When carrying out such work, managers at all levels of the company must be guided by the principles that are the norms and rules of objectively operating psychological, social and economic laws.
- Purposefulness. All HRM functions should not be formed and changed arbitrarily, but based on the goals and needs of the organization.
- The optimality of human resources. The number of employees and the organizational structure of the company should depend on the volume of production.
- Prospects. The formation of a human resources management system should take into account the further development of the organization, as well as take into account the latest experience of domestic and foreign companies.
- Complexity. The construction of the HRM system must be carried out taking into account all factors that will subsequently affect it (economic, psychological conditions of the facility, as well as tax and contractual requirements).
- Hierarchy. According to this principle, the interaction between all management links should be based on compliance with step relationships.
Following the above principles is an important condition for the company.
We turn to the consideration of human resource management methods. Each of them can be applied to achieve collective goals.
Administrative method
This method of personnel management is characterized by its compliance with existing legal standards, as well as with orders and acts of senior management.
The administrative method of managing human resources is distinguished by the direct nature of the impact, because any regulatory act is mandatory.
The impact on the employee when using the administrative HRM method is provided by:
- a binding directive addressed to a particular managed entity;
- establishing principles (rules), as well as norms designed to regulate the activities of subordinates with the development of standard procedures for managerial influence;
- development and subsequent implementation of recommendations conducive to the organization and improvement of administrative principles;
- supervision and control over the activities of each employee, as well as the staff of the organization as a whole.
The administrative method of HRM cannot be implemented without operational intervention and management. Such an action is designed to direct employees to the effective solution of tasks.
Administrative methods of human resource management in an organization are divided into three groups. The first of them includes a system of organizational and stabilizing influences, which are designed to establish stable organizational ties and assign certain responsibilities to employees. This includes regulation and regulation, as well as instruction.
The second group of administrative methods for managing human resources in an organization is subject to the principles of administrative influence. Such methods reflect the use of existing organizational relationships, as well as their some adjustment in case of changing working conditions. These include orders and resolutions, resolutions, instructions and orders.
The third group of the administrative system of human resource management methods includes disciplinary methods. Their mission is to maintain organizational relationships through responsibility. This includes orders in which reprimands and comments are announced, and also says about the dismissal of employees.
All of these groups of administrative methods for managing human resources can be used both separately and in combination when they complement each other.
Economic methods
This is a special way to solve management problems. Unlike administrative, it is based on the use of economic laws. At the same time, company management can apply various methods in their work.
Economic methods of human resource management take the form of planning and analysis, as well as providing economic independence. Such conditions can cause employees to become materially interested in the results of their work.
Key approaches and methods of human resource management in a market economy include setting clearly designed goals and developing strategies to achieve them. This becomes possible due to the fact that in modern conditions the work of enterprises is not subject to central planning. Each of them is considered as a free commodity producer, acting as one of the partners in the framework of social labor cooperation.
Economic methods of human resource management allow us to reach our goals only when a number of requirements are met. They are as follows:
- Individualization, that is, each employee receiving what he deserves, based on the final results of his work.
- Unified system for the formation of material remuneration of personnel.
In matters of human resource management, the main methods of economic orientation are as follows:
- Direct material compensation, which includes salary, bonuses, as well as dividends.
- Social benefits, which include meals and subsidies, full or partial payment for the education of the employee and his family members, soft loans, etc.
- Penalties.
Economic methods of human resource management are methods aimed at enhancing the work of each employee in the right direction and at the same time at increasing the financial potential of the enterprise. With their positive use, the end result of the company’s activities will be high-quality products and high profits.
Socio-psychological method
This method involves a control action. Moreover, he relies on the principles and laws of psychology and social development.
The objects of influence of this method are individuals and entire groups of people. According to the direction of its influence and its scale, this method is divided into two groups:
- Technologies and methods of human resource management aimed at the outside world of a person, that is, at groups of people, as well as their interaction, carried out in the production process.
- Psychological methods. Their application allows you to purposefully affect the inner world of a particular person.
Using socio-psychological methods allows you to establish the place and purpose of employees in the workforce. Using these methods, leaders are determined and their support is provided, as well as the motivation of people associated with the ultimate goals of production. In addition, socio-psychological methods are designed to provide effective communication and resolve conflicts in the team. When used, a creative atmosphere is created at the enterprise, and social norms of behavior are strengthened.
These methods include sociological studies that are conducted in a team. As part of this method, competitions, communication, negotiations and partnerships are carried out.
Psychological method
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- The use of motivation. Among modern methods of managing human resources, this is one of the most effective. It provides for the orientation of the personnel policy towards strengthening the moral and psychological atmosphere in the team, as well as the implementation of social programs.
- Framework management. Such a system provides for independent decision-making by employees within the established boundaries.