Romankova R., Aimaganbetova O.

Al-Farabi Kazakh national university, Kazakhstan

INTRODUCTION OF MODERN METHODS AND TECHNIQUES FOR HUMAN RESOURCES MANAGEMENT (BASED ON “BTA” BANK EXPERIENCE)

Keywords: methods and techniques of human resources management, Assessment-centre, competencies.

Contemporary Kazakhstan is a successful and economically developed country. In this connection a human resources management problem has become especially topical.

In new conditions human resources management appears to be a process of organization impact on its employees by means of special methods aimed at achieving specific goals of that organization. That is why successful Kazakhstan organizations are beginning to use personnel management systems based on the principles stimulating flexibility, speed and resourcefulness. In this connection, Kazakhstan organizations are testing the latest human resources management methods and techniques such as Assessment-Centre and structured interview.

We have conducted a field research based on one of the largest banks in post-Soviet area – the “BTA” Bank. The research object was the JSC “BTA” Bank personnel. The research subject was modern methods and techniques of organization human resources management, analysis of their effect on the personnel development.

Taking into account the “BTA” Bank strategic goals and objectives the method of personnel working efficiency maintenance was applied as the main method of human resources management.

This method allows solving the following human resources problems:

- to assess potential for promotion and decrease of risk of hiring incompetent employees;

- to encourage sense of justice among the employees and increase work motivation;

- to arrange feedback to employees concerning quality of their work;

- to develop professional programs for personnel training and development.

T. Ellers’s method “Success Motivation”, “V.F. Ryahovskiy’s Questionnaire” and “Stress-Resistance Test” have been used as the main methods to define the level of the selected competencies.

The basic technique applied in the research was an Assessment-Centre technique.

October, 2010, when the diagnostic of the competencies development level (communicativeness, stress-resistance, success motivation of the JSC “BTA” Bank personnel) was carried out.

The second stage of the research, December, 2011 - implementation of the “Assessment-Centre” technique in the Bank.

The third stage of the field research was held in March, 2011. Its aim was a repeated diagnosis of the development level: communicativeness, stress-resistance, success motivation of the personnel, data processing, comparison and interpretation.

30 Bank employees (12 men, 18 women) took part in the research.

To achieve that aim the following objectives have been set and realized:

- to define and implement relevant to the “BTA” Bank modern methods an techniques of human resources management;

- to work out and test a special program of the field research of the “BTA” Bank human resources management;

- to elicit the process of human resources management improvement from the point of view of employees social-psychological characteristics development, which would facilitate realization of their personal and professional potential. 1 Research stage.

Analysis of the results of defining the degree of the “BTA” Bank employees’ competencies manifestation showed the average index of 13.93 which was interpreted as a medium motivation level.

Analysis of the results on defining the degree of the “BTA” Bank employees’ communicability manifestation (the Ryahovskiy’s Questionnaire) showed the average index of 18.5.

The stress-resistance test showed the personnel average index amounting to 26.73.

2 Research stage

After processing and interpretation of data obtained as a result of the three methods and identifying the current problems of necessary qualities development for the “BTA” Bank personnel we preceded to working out further improvement of human resources management program for that organization.

To this end we applied the Assessment-Centre technique. It is not only personnel assessment regarding competencies, but a technique facilitating personnel development, in our case, by such competencies as communicability, stress-resistance, success motivation suggesting equal possibilities for their promotion potential demonstration regardless of current working responsibilities and results.

Assessment-Centre participants: 30 “BTA” Bank employees.

As the procedure used in the Assessment-Centre we played business games simulating collective activity situations and obtaining information on typical ways and means of human behaviour in such situations as well as peculiarities of people interaction in groups when solving common problems. During the business games we were assessing such qualities as stress-resistance, communicability, success motivation, and evaluating individual positions of group discussion participants. Besides, the improvement program included case-studies and self-presentation.

The first procedure we used in the Assessment-Centre was a “Participant’s self-presentation”. The qualities assessed were: communicability, stress-resistance, ability to make speeches, and answer the questions.

One of the business games conducted with the “BTA” Bank personnel was a “Clean Water” game. The qualities assessed were: communicability, success motivation. Moreover, another business game was played – “Excessive Zeal”. The qualities assessed were: stress-resistance, communicability, success motivation.

After self-presentation and business games we carried out a case study “Administration, secretariat” aimed at identifying the qualities we needed.

Having conducted business games, case study and self-presentations and summarised their results with the “BTA” Bank personnel as well as discussed the conclusions with the organization management, we made recommendations to each participant.

3 Research stage.

The third stage of the field research (March, 2011) was devouted to the repeated diagnostic of the “BTA” Bank personnel competencies development level, comparison of the data received before and after the human resources management improvement program, as well as giving recommendations to the organization management and employees with a view to plan further management interaction.

At this stage of the field research based on the results of the research first and second stages we held a repeated diagnostic of the necessary qualities development level. It pointed out that the success motivation level had risen up to the heavy medium one (Fig.1).

Fig. 1 Success Motivation

The average communicability index was 16.83. Its level had lowered demonstrating that the competence became closer to the optimal category (Fig.2).

The average stress-resistance index was 15.9. The average index had significantly lowered demonstrating that the stress-resistance level had raised (Fig.3).

Fig. 2 Communicability

Fig. 3 Stress-Resistance

The average shift index by T. Ellers’s method “Success Motivation” is 3.03, by V.F. Ryahovskiy’s method it is 1.67, when by the stress-resistance method it amounts to -10.83.

We can definitely stress the important role use of management methods and techniques relevant to the “BTA” Bank in the process of this organization human resources management.

References:

1. Bazarov T.U.Assessment Centre Technique.//Human Resources Manager. HR-League. Issue N3, 2008. http://hrliga.com

2. Kibanov A.Y., Durakova I.B. Organization Human Resources Management: Selection and Assessment during hiring, attestation. – M.: Examen, 2008.-C.156.