The personnel management system: translation sphere of relations on the language of management

In Addition to the obvious convenience and control, consistency in management of staff incurs additional “load”: it helps to predict problems, to control them and to provide maximum efficiency.

Naturally, the field of personnel management can not be governed, as a production process, as the staff – people, with their personalities, temperaments, moods, interests, etc, sometimes, he cannot decide what he wants in a specific moment in time. The competent supervisor or service to work with staff to identify key figures in the team and can influence them. It follows that the system of personnel management – is the process of translating the emotional sphere and the sphere of relations which are inevitably present in the work process of any organization, in the language of management.

If the HR system is built correctly, then the team will work competently and cohesively, it will be focused on results and improving the quality of work. In order to establish a system of personnel management, we need to establish goals, objectives, structure and functions of personnel management, to develop a functional relationship.

The HR System includes several important elements:

specialists of the control unit;

- technical means;

- the information component;

- methods of personnel management;

frameworks.

It is worth to mention that the personnel management system, large organizations may have significant differences from similar systems of a small firm.

Like any other system, the personnel management has certain objectives. In this case, these goals need to be viewed from two different sides: the staff their targets, and the administration has – your goals for the use of staff that do not always coincide.

Naturally, the better organized system of personnel management, the more effective it works. What determines the efficiency of this system?

1. Analysis and clear understanding of the strategy of the organization. Employees must be aware of the direction in which the company and what goals pursued. Focus on the strategy helps to define the basic steps you need to do to solve the task. Further develops the main model of business conduct, which will serve as the basis for the creation of the main aspects of the personnel management system, such as career planning, certification, assessment for selection and promotion, etc.
2. Creating a multi-level system of personnel evaluation. You can create a profile of success – to allocate for each particular position of the reference professional, personal and business qualities, and then under this ideal model to pick a person. The accuracy of selection in this case will be much higher, and attraction – successful. For the personnel management, the establishment of such models will help to correct the administrative reserve.
3. Be Sure availability of models and procedures.
4. Mandatory involvement of line management.
5. The Ability to change objectives in connection with the emergence of new problems.

Be Sure to carry out regular assessments of employees in order to assess the level of compliance with their competence profiles of success. Certification will help to track the performance of employees and determine the dynamics of their development. The form of the certification, you can choose any, but preferable to individual interviews with management.

As a result of any effective certification you can keep track of the main development needs of staff. The next logical step will be creation of professional learning programmes in which the main component should be the complexity. Complexity – various forms and methods of training employees: coaching, business training, creation of mentoring system, etc.