Due to the fact that in modern productionDeep transformations have taken place, the role of personnel in production processes has significantly increased. In connection with the introduction of bio - and laser technology, ubiquitous computerization, flexible production complexes, much less staff is required. At the same time, the remaining specialists should be professional and highly qualified to meet all the requirements.
Modern concepts of personnel management differ from those that existed before with the following series of features:
- on the criteria of effectiveness (the main emphasis is on the potential of employees, and not to minimize costs);
- on the basis of control (the employee must control himself independently, whereas previously there was only external control);
- in the form of organization (not bureaucratic, but flexible and organic);
- on the styles of personnel management (not authoritarian, but democratic).
The basic concepts of personnel management focus on the integration of all aspects of work with employees, from his hiring and ending with an honorable retirement with a decent reward.
The concept of personnel management - this is a certain system of views on the essence,content, tasks, goals, technologies and methods of personnel management. There are several important tasks that the personnel management service in the modern enterprise is called upon to solve: the analysis of group and personal relationships in the team, the resolution of conflicts and the minimization of stresses, the marketing of personnel, the analysis of human resources, career planning, motivation management, ergonomics and aesthetics of labor.
Here are some modern concepts of personnel management.
- Management by exception MBE. From the English. Management of the method of exclusion. The essence of this method is that the head intervenes in the labor process only in exceptional cases. Employees make their own decisions and solve their tasks, while the expected results will not fail. It is then that the manager intervenes in the process and resolves the problem. But: employees are not always willing to show personal initiative, often shift the task to the leadership. Sometimes management leaves the solution of the most interesting problems.
- Management by delegation - MBD. As the name implies, this concept is based on the delegation of responsibility. According to it, it is of particular importance to have consistency in the delegation of tasks and authorities, as well as taking responsibility for its solution. Cons: lack of motivation; the invariability of the hierarchy; focus on the task, not on the goal; accounting for vertical hierarchical relationships.
- Management by objective - MBO. A concept based on the alignment of goals. Each organization has specific goals. In order for these goals to be achieved, every employee of an organization must have a specific goal, consistent with the rest of the goals.
The focus is on the goal, not on the methodsachievements. The worker himself chooses the path by which to move. Goals need to be coordinated periodically to react quickly to a changing situation. To increase motivation, the distribution and formation of goals occurs with the participation of employees. Practically all modern concepts of personnel management have shortcomings, and the concept of agreeing goals has not escaped this fate.
Sometimes it is almost impossible to clearlyformulate goals; planning and implementation take a very long time, the introduction of the concept is quite expensive. Very often, employees concentrate on quantitative goals to the detriment of quality.
All of the above modern concepts of personnel management are actively used, although the latter is most popular.