Thus, considered approaches can be subdivided into two subgroups: economic system of personnel management in which dominate problems of manufacture, distribution, exchange, consumption of material benefits and social system of personnel management considering questions of development of the personnel.
Keywords: Personnel management, system personnel management, approaches of personnel management, strategic direction of personnel management. Foundation of the main concepts of personnel management systems had run gradually, by development of science and society. The occurrence history of representatives of different theories, such as, human resources management, modern conditions of theory and practice of personnel management, which was reliant with forming effective system of human resources management, consist of various approaches of studies of labor economics.
All existing approaches appeared with presence of hired labor. In academic literature mentioned contribution of king Babylon, Nabuchodonosor in BC , who crated control on production, workers and motivation system by wage. Lobanov and Dj. Ivancevich2 refer appearance of personnel management to creation of first guilds of bricklayers, woodworkers and other handicraftsmen for improvement labor conditions, to entrance of precursor of labor unions for perfection personnel relations in collectives.
Activity of labor union enlarged by industrial revolution in second half of XVIII century, which was pushing 1. It caused principal changes in social forms of labor division and cooperation, founded totally new type of managers, originated differentiation between owners and managers, appeared and start to increase difference between hired managers and owners.
Changes in scale of production, technology, appearance and development of labor unions, diversification in forms of government regulations on activity of workers, initiated creation of personnel management departments in enterprises.
With 20th of XX century, more and more enterprises start to consider conflicts between hired staff and administration, by endeavoring controls or eliminating struggles. In XX century functions of personnel management department gradually expand to searching and selection of personnel, planning career of managerial staff. Increased sense of assessment and attestation of workers, institute of retraining and training become traditional.
In th of XX century designing organizational theories, in which rationalistic combined with behavioral approach D. March, P. Drucker, G. Simon 3. The concept of behavior of workers in industrial organization, 30th of XX century E. Mayo 4, is actualizing design of industrial psychology in the theories of motivation of workers V. Vroom, F. Hertzberg, D. McGregor, A. Maslow, etc.
Development of personnel management function was realized within the limits of various theories of organization management6. The scientific basis of the given approach is the theory of organization, which at early stages H. Fayol, M. Weber used transparent principles of management at bureaucratic organizational systems, recognized as the classical. In the conditions of actualization of human factor and social specificity of organizations strenuously positioned to social theory of post bureaucratic organizations G.
Simon, D. March, C. Barnard, etc. Druker P. Management: Tasks. Responsibilities, Practices. The Social Problems of an Industrial Civilization. In organizational-applied context it meant transformation of the concept of personnel management to the concept of human resources management. The person has terminated to be considering as the factor of expenses, which was necessary for minimized for efficiency of production, and perceived as irreplaceable resource of firm and element in social structure.
Instead of the theory considering the personnel with the status of costs, came the theory of human resources management according to which personnel represents a resource of firm, which need to be manage. Characteristics of the given approaches we will present to tab.
Table 1. According to the given approach, person exists not for the organization, but organization for the person, in compliance with desires and abilities constructed strategy, structures, systems and intra organizational relations of enterprise9. Generalizing the resulted approaches, can notice that changes of the points on the person in manufacture system have marked transition from one concept to another The approaches considered above graphically interpreted on fig.
Figure 1. Therefore, it is significant to define place of strategy of personnel management in the system of human resources management, based on the analysis of domestic and foreign monographs and periodicals on problems of personnel management. The review of the specified sources testifies considerable dispersion in opinions, approaches of academic community. Again, we will return to historical aspects of formation of the theory of personnel management.
Therefore, the founder of the theory of systems and Bogdanov studied mechanisms of positive and negative selection of workers. Positive selection acts increase autonomy and functional efficiency of the organization, but at the same time, causes instability of the organization, that is why needed measures, which weaken action of positive selection negative selection.
However, negative selection raises structural integrity and stability of system, at the same time reduces functional efficiency. The direction of selection on which organization activity depends, is rather stable in the invariable environment, but in quickly changing environment, selection occurs to the purpose of the fullest satisfaction of requirements of the client In centrally planned system planned economy personnel management considered in organizational-technical or social component context.
Korjeva, N. Kurtikov, N. Lapin, N. Naumova, etc. Thus, N. Lapin defined the social organization of the enterprise, as system of various social groups and mutual relations between them. The social group acts as a key structural element connecting the worker with collective and society Other author N. Bitke treated management, as a way of liberation of creative energy of workers Since 30th of XX century personnel management has been shown to workings out in sphere of the scientific organization of labor.
Other researches of managerial relations became possible in the conditions of market economy and organizational management. Modern russian authors consider personnel management on the basis of subjective and objective factors Glushenko characterises objective and subjective components of management as a basis of administrative work. Practice of personnel management at the domestic organizations is at a stage of consideration of the person as carrier of a formal role, as structure element on manufacture with elements of social and behavioral relations.
The most merchandise and system definition of the personnel management concept, in our opinion, is formulated by professor A. Kibanov, who is considered, that by the concept of personnel management at organization — is a system of theoretical — methodological seeing to understanding and definition of essence, maintenance, purposes, problems, The system of personnel management of organization — is a system in which functions of personnel management realized.
It includes subsystem of general linear and number of functional subsystems specializing on performance of homogeneous functions. Following subsystems concern to functional once: planning and personnel marketing; hiring and recording of personnel; labor relations; work conditions; personnel development; motivations of behavior of the personnel; development organizational structure of management; legal maintenance of system of personnel management; informing system of personnel management However, it needs to be postulate, that system of personnel management carries out complex influence on workers for preservation of adaptation of the organization to environment by coordination of interests of workers and organization.
In the foreign academic literature, questions of personnel management were consider at a stage of occurrence of management. Difficulty of finding of person which would have various informative, different intellectual and spiritual qualities necessary for execution of all duties, assigned to these people, appears from the list of nine qualities which are required for the ideal person: formation, special or technical knowledge, physical dexterity or force, tact, energy, resoluteness or common sense, good health.
Muni, H. Fayol, L. Urvik, P. Sloan The following stage in development of the western concepts of personnel management — theories of domination of the thesis of placing of the personnel within the limits of a concrete workplace post. There is emerging of original combination of objective and subjective factors in personnel management.
In 20th of XX century American scientists F. Roethlisberger and E. At the same time begins development of intellectualization of management and engineering activity, T. Veblen considered, that a life basis is manufacture, decreased treating communication of organizational rationalization and welfare institutes. Managers should be engaged in finding-out answers for the question, on what stimulus certain reaction and what stimulus follows are necessary for the person to bring up a useful member of a society Formation of skills and habits, carried by mechanical view, without judgement of occurring processes.
As kinds of vital abilities, which are trained in groups organizations , can counted followings: management of alarm, career planning, decision-making, communicative abilities and self-trust trainings.
In 60th XX century appears antipodal bureaucratic models of the organizations. The new approach rejects representation of organization as formalization. The given model interferes with radical changes providing adaptability of the personnel to objective requirements.
The new type of the organization in which improvisation of workers appreciated above, than planning, which guided by individual possibilities of the personnel much more, than formed by restrictions, prefers creative abilities of managers, than restrictions in behavior. In definition of organic type of structures actualized high flexibility, smaller coherence with norms and rules, usage of group brigade form of work etc.
Creative approach of work organization based on communication of mission with activity of each member, work distribution characterized not by posts, but with character of problems, constant readiness for carrying out progressive changes at the organization.
Transition to organic structures of management is impossible without taking into account subjective factors of personnel management: constant changes of leaders, change of system of norms and values of personnel, which were formed in the course of joint activity, the process approach to decision-making, possibilities of self-development and self-expression.
Within the limits of these approaches factors of subjective management ability of workers, feature of character, vision of strategy of organization and personnel in it define behavior of the manager personally, but as reasons of their development act objective factors of personnel management At the middle of XX century start to develop management theories, in which the rationalistic approach is combined with behavioral H.
Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments.
Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern.
Personnel management exist to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization. Personnel management lays emphasize on action rather than making lengthy schedules, plans, work methods.
The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern.
Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers. Personnel manager is the head of personnel department. He performs both managerial and operative functions of management. His role can be summarized as :.
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