Mkrtumova A. A.
Saint - Petersburg’s
national research University of informational technologies, mechanics and
optics
MANAGEMENT
DECISIONS IN THE FIELD OF HUMAN RESOURCES
The article is devoted to questions of personnel
management – one of the most important directions in activity of enterprise and
management decisions, which play a very important role in the correct
organization of operations and financial wellbeing of the company. Examines the
process of adoption and characteristics of managerial decisions in the field of
human resources.
The realities of modern economic life is such that, despite the increasing
implementation of automation systems, the widespread use of IT technologies in
the work of economic entities, the human factor plays a key role in system
management functions. The efficiency of any organization in market conditions
to a greater extent is determined by a set of leadership abilities. This
implies the adoption of economically correct and rational management decisions,
the ability to predict the future activities of the organization, formulation
and implementation of both long-term and short-term strategies of the company.
All of the above will necessarily lead to increased productivity, motivation of
the workers in the enterprise, and this interaction in turn leads to a
successful and dynamic socio-economic development.
The solution of complex economic and social problems of company's development requires sustained improvement of labor efficiency through the use of new technologies, innovation, continuous learning and staff development, the formation of a sustainable corporate culture.To solve the above problems, in the first place requires some human resources who are able to bring facing the organization the main goals and objectives. Modern management activities are increased requirements to work in the field of human resources to develop organizational, economic, legal, social activities aimed at maximizing the potential of each employee.
Generalization
of experience of organizations and evaluations of domestic and foreign experts
shows that in the next 10-15 years problems of management will arise mainly in
the area of personnel development [6].
The
company's personnel policy is the main direction of personnel work, a set of
principles, methods, forms and organizational mechanism for the creation,
conservation, enhancement and development of personnel potential [7].
G.
Shchekin believes that personnel policy defines the goals associated with the
attitude of the enterprise to the external environment (labor market, relations
with public authorities, etc.) and their staff (participation in management,
management style, improve the system of vocational training, social issues,
etc.) [7].
For
businesses it is important to create responsible, efficient and cohesive
working team, able to react to constantly changing market demands with regard
to the development of the business strategy. Personnel policies should not only
create favourable conditions of work, but to ensure the possibility of promotion
and the necessary degree of confidence in the future. For talent management in the enterprise, like any
other, required a number of decisions as top management and Department heads.
Management decision is the choice of many alternatives
one option that is most suited to the chosen strategy of the organization.
Management decisions often have to adopt in the presence of crisis and conflict
situations, and certainly in financial matters.
Staff management - management aimed at development and
effective use of human resources of the organization.
Management decisions that have to be taken in the
personnel management can be divided into 2 groups:
Group 1: assessment of managers and specialists,
personnel reserve formation, retraining, work with young specialists, the
definition of development management functions, the identification of the
shortcomings of leadership style, identifying duplicative levels of management,
search of funds in the divisions, evaluation of psychological microclimate,
reducing labor costs in the banking technology, planning of work with senior
executives. This group of problems is solved on the basis of data
carried out staff appraisal, mentoring and other types of personnel work.
Group 2: the construction of responsibility matrix, evaluation
of quality of management, the organizational form of choice, staff schedule,
allocation of responsibilities between employees in departments, cost / benefit
analysis work, establish milestones of growth, the definition of quantitative
and qualitative indicators. These tasks are solved by analytical and other
departments.
Consider the factors affecting the adoption of
personnel decisions. These include the following: specialization (field of
activity) of the enterprise; objectives of the enterprise; legal regulation of
labor relations; the presence of trade unions; economic market conditions; the
state of the labor market; the location of the enterprise; organizational-legal
form of the company; centralization of management; corporate culture; the organizational
structure of the enterprise; the level of development of the personnel
management system; features of the working groups; the style and experience of
the leader, etc.
The object of management in the personnel management -
the personnel of the enterprise. The subject of management, i.e.
decision-makers, management professionals on staff. The composition of the
personnel service may include: HR managers; psychologists; recorders;
specialists in external relations; experts on planning staff requirements;
planning, and career development.
The peculiarity of the subjects of talent management
is that the defining characteristics of professionalism of the Manager (along
with the ownership management methods) are psychoanalytic abilities, experience
and knowledge of the nature of activities of employees.
Among the main functions of personnel management are:
- define staffing requirements;
- ensuring the full staffing of the organization
staff;
- use of personnel;
- development of staff.
When making personnel decisions has its own
peculiarities, as stated in [5, pp. 59-72]:
1) the activity of the worker has many physiological,
biological, human, social and psychological dimensions that require for
decision-making the alignment of economic, socio-technical, psychological, and
legal framework of the personnel management system;
2) the need to harmonize the decision-making process
of the interactions of the Manager, the employee, representatives of the
employer and rabotadatelya (e.g., unions, works Council, unions, employers),
authorized external third parties (e.g., institutions for advanced training,
doctors anonymous service);
3) the influence of environmental factors, and factors
related to management objectives and the characteristics of the organization
and the leader, management decisions on personnel;
4) facility staff decisions as are involved in the
process of making them and processes of formation and development of labor
potential;
5) take a variety of personnel decisions by direct
management, the composition of the staff, use and remuneration;
6) the prevalence of multi-stage technologies for
personnel decisions. For example, to improve the quality of selection is
practiced by qualifying the interview, the analysis of the statements and the
results of medical inspections, testing, trial work;
7) on the nature of the decisions is significantly
influenced by the management style of the people (orientation or orientation to
the person);
8) modern conditions of development of the personnel
management system do not fit into the traditional organizational structure of
the company: functions of personnel management are distributed among different
departments.
At each stage of development and decision-making possible the emergence of managerial errors which can be the following:- in an attempt to deal not with the causes of low productivity, and their consequences;- the desire to maximally formalize the process of working with the staff, when all the efforts are focused on the introduction of a system for selecting new employees, conducting evaluations, creating job descriptions. However, this does not create a mechanism to ensure the achievement of the objectives of personnel policy;- the erroneous belief that the leader has all the information needed to make effective decisions on personnel management [1, p. 206].
Before the head problems of choice under conditions of
greater or lesser uncertainty, and the success of decisions depends on many
factors, for example, a risk factor. When you manage a organization in modern
market conditions, the degree of uncertainty and risk is greatly increased due
to the impact of factors such as the instability of market relations, political
and legislative situation; poorly predictable behavior of market participants. The
search for optimal management decisions and development of effective methods of
their implementation become nowadays crucial for the survival of the
organization in the market in tough competition [2, p. 29-34].
So, management decision is "a creative, cognitive
act that, based on the requirements, goals and objectives and using analysis of
data and information, the program determines the follow-up of the team and
individual employees" [4, p. 3].
For the successful implementation of the decision need
to develop a plan of action. It is very important to know how to determine the
type of solution and use the right approach to its adoption and implementation.
Thus, it is possible to say that the Manager, host personnel decisions should
be guided by such considerations:
- not to make important and complex decisions, as if
they are simple;
- do not confuse one-off decisions to repetitive or
periodic;
- do not confuse decisions with highly uncertain
outcomes with decisions, the end result which can be predicted with high
probability.
Development of managerial decisions - a process that
combines all of the stages of emergence and implementation of management
decisions. The great value has definition of the goals of the organization and
making more right decisions, because errors in the solution can lead to
irreversible consequences as in the work of the staff, motivation and impact on
the financial condition of the firm in a competitive market. Only after a clear
definition is possible to carry out an analysis of the factors, techniques,
patterns, resources, affecting the development of the situation.
The implemented plan of management actions should be
subjected to careful analysis in order to assess the effectiveness of
management decisions taken and their implementation.
Should be developed by personnel decisions aimed at
reducing staff turnover, improving the quality of selection and staff
development. Having considered possible options of management decisions, and
evaluating their alternatives can be developed effective measures to solve a
complex of personnel problems and increase the effectiveness of the
organization.
References:
1.
Ivlev A., Y. Gharaibeh Organization and stimulation of labor: foreign
experience // Man and labor. - 2003. - N 12. Pp. 61 - 64.
2.
Isayenko A. New in the theory and practice of personnel management. - M., 2003.
- S.
3.
Hennekens J. Management in conditions of market economy. Theory and practice:
TRANS. with the Netherlands. - Minsk., 2003. - 192 p.
4.
Kartashova L. personnel Management: Need qualified specialists. // Man and
labor. - 2004. - N 6. - P. 45-49.
5.
Maslanova B. G. Accounting policies and incentives as support of the strategy
of the enterprise // Management in Russia and abroad. - 2003. - N 4. - S.
59-72.
6.
Bear L. A., Bagriy N. L. Strategic planning and organization of human resource
management in capitalist enterprises. — M., 1990.
7.
Shchekin GV Fundamentals of personnel management: Textbook. — 5-e Izd.,
stereotype. — K.: MAUP, 2004. — 280 p., p. 56.