In order that activity of the company was successful, it is insufficiently simple to employ highly skilled workers, it is necessary also to organize their work so that in total it was the most effective. Therefore the right choice of strategy of personnel management allowing firm to get the greatest profit is very important.
What is the strategy of personnel management?
First of all, the essence of strategy of personnel management consists in the following:
- careful selection of shots at employment;
- classification of personnel by a sex, age, professional skills, etc.;
- adaptation of personnel to specific conditions of work;
- development of flexible behavior model in relation to each of workers;
- definition strong and weaknesses of personnel to involve a certain part of employees to performance of any given tasks;
- making decisions on staff reduction, the translation of the employee with one to other position, etc.
Also very important components of strategy of personnel management of the organization are:
- material stimulation of workers;
- existence of corporate culture that promotes increase in unity of personnel;
- creating favorable conditions for professional improvement of employees (holding trainings, seminars, etc.).
Standard strategy implementation of personnel management can be presented in the form of the following scheme:
Social policy and individual approach is also very important for effective work of employees, then the strategy of personnel management can be realized thus:
Main types of strategy of personnel management
It is possible to carry the following to the most significant types of strategy of personnel management:
- Strategy of business. This strategy of personnel management is most characteristic of the organizations which are engaged in absolutely new type of activity. Therefore preference at employment is given to young people with high performance, ability to work in team and creative thinking. In this case the strategy of a personnel management system is directed to strengthening of material interest of the worker and continuous increase in its qualification.
- Strategy of rapid and dynamic growth of the organization. Here high qualification of employees and their full devotion of the organization and also high adaptation to often changing requirements is very important. Therefore this strategy of personnel management of the organization, first of all, differs in aspiration to continuous increase in competence of employees.
- Strategy of profit. Constant improvement of personnel management is characteristic of this strategy the company could gain the maximum income. Therefore preference is given to already ready highly qualified personnel, and the control system is directed to rather strict control of activity of employees and strict discipline.
- Strategy of elimination. It is one of the most necessary types of strategy of personnel management if revenues of the company sharply decrease. In this case the assessment of professional activity of employees is carried out to solve who should be fired first of all, and measures of social protection (reduction of the working day, internal displacements of employees, etc.) are taken as much as possible to avoid staff reduction.
- The strategy of circulation assumes developing the skills of already available employees for the solution of new tasks and their advance on service without additional employment of beginners.
Main requirements to the HR manager as realization of successful strategy of personnel management
Usually emergence of effective strategy of personnel management is directly connected with professionalism of the HR manager. He has to employ the personnel which are the most suitable for the company, be able to prove economically salary increase and application of material incentives, to analyze compliance of employees to posts, to improve their skills and to make detailed duty regulations.
"