The organizational structure of personnel management is based on identifying the basic requirements that an employee of the enterprise must meet for the quality and effective performance of their duties. Effective personnel management should lead to the development of personnel requirements, which are formulated in the form of job descriptions, models and business profiles.
The personnel of the enterprise, as an object of management, must undergo an assessment system to identify who most closely meets the requirements of their workplace. The staff should also be prepared to fulfill the tasks assigned to it, that is, have a certain motivation. The personnel of the enterprise as an object of management should be selected to identify the qualities necessary for candidates in order to occupy a vacant position. Personnel management should also include the regulation of socio-psychological relations in the team, staff development and, of course, the release of unpromising and ineffective labor elements.
Let us dwell on the assessment of personnel in more detail, since it is an all-encompassing form of personnel work. If planning is being evaluated, it is first necessary to determine the possible need for specialists of certain professions in the region and at a particular enterprise and the possibility of meeting this need with the help of already working personnel. This also includes the development potential of employees, their number and personality traits.
During the selection process, a candidate is selected for a certain position that has the qualities that are most relevant to this position. Adaptation assessment determines the level of compliance of the employee and the organization, as well as the flexibility of the qualities of employees. Assessing the development of staff, first of all, they evaluate the process and the results of training, the possibilities for further development of the staff, its business and personal qualities.
When assessing labor displacement, we are talking about employee motivation, his ability to work in a new workplace, and assessment of his potential. The personnel of the enterprise as an object of management requires close attention in terms of assessing the psychological climate in the team. One of the tasks of human resource management is to form a special corporate culture in the organization.
A mandatory assessment of the organization of labor is required, since the quantitative and qualitative content of the functions performed by the personnel, working conditions and the availability of workplaces depend on this.
All elements in the personnel management structure are interconnected and interact with each other. At the same time, the main feature of the personnel management system is that management cannot be carried out by one subject. Any personnel management system is a complex structure, the roles that have developed within the system, and various types of activities that are combined into one.
Considering the personnel of the enterprise as an object of management, it should also be borne in mind that personnel management services necessarily perform several functions, for example:
- they should develop business plans for personnel management to clearly present their goals;
- determine the organization’s need for employees at the present time and for the future;
- develop a program for the development and training of personnel, ensure its implementation;
- compile a system for assessing professional qualifications and verifying the professional and personal qualities of newly hired employees;
- draw up regulatory documents for work on personnel management: job descriptions, regulations on the department, etc.