HR managers choose models and methods of management of personnel in the organization depending on personal style of the management and the policy admitted to the companies. In overwhelming number of cases these models are turned on effectiveness of use of human resources, increase in performance and the organization of efficient collective.
Main methods of management of personnel
Personnel of the company are not just certain workers, it is the collective designed to solve the tasks set for it. The mission of the HR manager consists in ensuring coherence between organizational and professional parts of personnel potential.
The complexity of activity of the HR manager is that he has to be able to organize subordinates as it is individual, and all collective. Leaning on the available conditions, the head of HR department selects the most acceptable model and a method of management. Distinguish from classical methods of creation of a personnel management system based on the principles:
- liberal views.
At once it should be noted that to meet these classical models it is purely almost unreal. In overwhelming number of cases the modern HR managers use:
- the modern model placing emphasis on development of creativity, leaderships, associations and commitment of the company;
- the economic model based on enterprise, motivation and collective control of results of work;
- the technocratic model which is characterized by discipline, obedience and the strengthened control of results.
Choosing model of management, the HR manager needs to take into account the prospects of the company delayed in time and also concrete specifics of the organization since in some conditions of optimum there can be that model which is unacceptable in other cases. Besides, in any collective there are individuals with various level of sense of duty and initiative that also should be considered.
Also it is necessary to consider two more widespread models unitary enterprise which will be characterized by this table: