The principles of personnel management are rules and norms that every manager and specialist must follow in the course of his professional activity. It is by practicing the main provisions that the leader will be able to discover the basic laws of the working process.
Principles of personnel management
Traditionally, personnel management is carried out on the basis of a number of principles that are common for any field of activity:
- a combination of unity of command and collegiality;
- linear, functional and target management;
- selection, selection and placement of personnel;
- centralization and decentralization;
- democratic centralism ;
- monitoring the implementation of decisions;
- unity of government;
- the first person;
- planning;
- scientific, etc.
Any of the models of personnel management traditionally rests on these principles, and ideally all of them should be implemented simultaneously. However, these principles have been fixed since the times of the USSR and at present progressive enterprises are guided by the newest principles that have been formed in recent years in the European society. These include, first of all, those related to the effectiveness of personnel management:
- each employee is a decisive factor in the effectiveness of the organization;
- social partnership and democratization of governance;
- investments in the development of human resources are justified;
- staff is seen as an object of management, and professionalization of management is needed;
- improving the quality of working life;
- strategic approach to management;
- continuous training and motivation of employees .
In Europe, the goal of personnel management is to maximize the productive work of the entire company as a whole, each person is evaluated as a professional of the whole business, which allows the company to remain competitive. Modern books on the psychology of personnel management, as a rule, recommend this approach.
Methods and types of personnel management
Different methods presuppose the need to solve various kinds of problems that arise, since personnel management is a complex and multifaceted process.
There are three groups of methods of personnel management:
- Administrative. The group of administrative methods is based on the application of authority and norms of activity. In this case, the organizational impact is based on regulation, the creation of appropriate documentation, regulations, etc. Any order is fixed on paper and is a clear guide to action.
- Economic. In this case, it is about mobilizing labor to achieve certain economic results. The most important type of motivation in this case is material encouragement, which, as a rule, is charged to
form of bonuses and bonuses for the successful execution of assignments. - Socially-psychological. In this case, the main tool for personnel management is the knowledge of the characteristics of psychology and the ability to use them so as to motivate staff in work. As a rule, this method is the most effective, and even material rewards do not give such bright results as the ability to use psychological tools. If we are talking about the impact on one person - the method is considered psychological, if the group, then sociological.
Personnel management is a delicate matter, and in different teams effective methods can differ. However, a strong, authoritative leader, leader is the basis of discipline and high performance in any company.