Each employee has a number of peculiar qualities that somehow affect his work, how he represents your organization to customers, partners, competitors, potential employees. The personnel policy of the enterprise can stimulate the manifestation of the best professionally important qualities, and may vice versa, encourage the manifestation of negative behavior.
The personnel policy of the company is implemented through certain measures and measures, which include:
- moving personnel, promoting staff or receiving qualified specialists from outside;
- meeting the needs of staff by creating normal working conditions, incentives, incentives (moral and material);
- creating a favorable atmosphere, encouraging mutual assistance, mutual respect for the opinion of each employee;
- a system for resolving conflict situations (a personnel manager or an entire department develops and operates);
- staff development plan in accordance with the corporate strategy;
- personnel requirements forecast;
- selection of qualified personnel and ways of advanced training.
If none of the above is done at the enterprise, such a policy is called passive. If done, but partly reactive (i.e., the reaction goes only to negative factors that already take place). If the personnel policy at the enterprise is a developed system of measures, which is based on both the forecast of the situation and the corporate strategy of the company - proactive. Add to this the staff development plan, and you will get the perfect picture - an active personnel policy.
A book can be written about each of these items, which was done by practitioner-managers and theorists. So much has been said about many of the nuances that it makes no sense to repeat itself; each leader knows them. But there are moments that deserve special attention, without which the personnel policy of the enterprise is not possible at all.
An important qualitative characteristic of the personnel policy is the organization’s rules for accepting new employees. If the management prefers to promote their employees in positions, this helps to create a corporate spirit, stimulates the development of the organization as a single organism with its own characteristics, and the style of doing business in the market. If you accept a person from a serious position, this brings a fresh stream to the way of doing things. Sometimes both are useful.
The personnel policy of the enterprise is aimed at unlocking the potential of each individual employee. This task will not be possible if the team has a tense atmosphere. Hence the need to work on team cohesion. The highest level of collectivism is observed just in companies where there is a possibility of career growth, there is a certain corporate ethics, the slogan of the company, the motto and other specific features. If the company has a personnel department and a system of personnel events is developed, this increases the chances of creating a team of like-minded people, each of whom is a highly motivated, professionally active and qualified “staff”.
Of course, in order to achieve such a result, it will take years. But in this matter, the main thing is to start and choose the right strategy, constantly work on it, implement your decisions, bring to each employee both the requirements and the benefits that the organization can endow (for example, in the form of social support).
Do not underestimate the role of control, which is carried out by evaluating the effectiveness of each employee and measures to increase it (in addition to dismissals). For example, the development of clear job descriptions indicating labor standards.
The personnel policy of the enterprise will become more real if you describe it in a special internal document of the company and familiarize all employees with it. Only in this way is each employee aware of responsibility and involvement in a common cause.