Personnel management at the enterprise
Posted: Wed Jan 22, 2025 4:31 am
Analysis of work
Applies to current and potential employees. Consists of assessing the employee's performance and studying the content of his work. The natural result of work analysis is the creation of a job description that formulates correct and specific requirements for the organization's employees.
This document must contain the following information:
Purpose and place of work in the management system.
Job responsibilities of nurse database the employee.
Description of the required skills and competencies of the employee occupying this position.
Requirements for the level of education and qualifications.
Responsibility of an employee for the performance or non-performance of certain actions and reference to his immediate supervisor.
Planning staffing requirements
A competent calculation of the required number of employees affects the expected result no less than their qualifications. If the number of specialists exceeds the required level, the enterprise is forced to bear losses due to overspending on wages and insurance premiums. And the large amount of free time that employees have leads to a weakening of motivation and a decrease in the efficiency of activities.
Personnel management at the enterprise
The opposite situation: there are fewer workers than the actual need for personnel. This situation may threaten to disrupt production deadlines or exceed the salary fund budget, because the organization will be forced to pay employees for overtime work.
Selection of job candidates and hiring of new employees
This stage must be carried out in full compliance with the job description. The hired employees must have the necessary knowledge and skills to perform the work. In addition, the organization's need for personnel must be taken into account. It is necessary to hire the number of employees that is optimal for performing the work and achieving the goals of the enterprise.
When hiring new personnel, it is necessary to rely on the company's need for quantity and quality. The first indicator indicates the number of employees that need to be hired to implement production processes. The qualitative need reflects the knowledge and skills that a candidate for the position must have, as well as the required level of education and personal qualities.
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Professional development and training of enterprise employees
This is very important for achieving the goals of the organization's HR strategy. According to Article 196 of the Labor Code of the Russian Federation, the need for training specialists (professional education and training) and additional education, as well as their referral for independent assessment of qualifications for their own needs is determined by the employer.
The frequency of referrals for training and the scheme for selecting an organization with the help of which this process can be carried out must be specified in the agreement with the employee or in the local regulatory act of the enterprise.
Health and safety of personnel
This item is presented in the list of activities aimed at preserving the life and health of employees. The section includes compliance with organizational and technical, legal, sanitary and hygienic, medical and preventive, socio-economic and other requirements for the employer.
A competent specialist must be responsible for compliance with the requirements of the law on labor protection. In large enterprises, a separate labor protection service is created for full control of personnel safety. In small organizations, it is often the practice to involve third-party specialists to perform this work. In addition, if there is no person responsible for labor protection on staff, his functions can be performed by the entrepreneur or the head of the company.
Management of the system of remuneration and motivation of labor
This part of the HR strategy is very important for both the specialist and the employer. Proper formation of motivation in employees allows increasing the efficiency of their activities and, as a result, the profit of the enterprise.
Applies to current and potential employees. Consists of assessing the employee's performance and studying the content of his work. The natural result of work analysis is the creation of a job description that formulates correct and specific requirements for the organization's employees.
This document must contain the following information:
Purpose and place of work in the management system.
Job responsibilities of nurse database the employee.
Description of the required skills and competencies of the employee occupying this position.
Requirements for the level of education and qualifications.
Responsibility of an employee for the performance or non-performance of certain actions and reference to his immediate supervisor.
Planning staffing requirements
A competent calculation of the required number of employees affects the expected result no less than their qualifications. If the number of specialists exceeds the required level, the enterprise is forced to bear losses due to overspending on wages and insurance premiums. And the large amount of free time that employees have leads to a weakening of motivation and a decrease in the efficiency of activities.
Personnel management at the enterprise
The opposite situation: there are fewer workers than the actual need for personnel. This situation may threaten to disrupt production deadlines or exceed the salary fund budget, because the organization will be forced to pay employees for overtime work.
Selection of job candidates and hiring of new employees
This stage must be carried out in full compliance with the job description. The hired employees must have the necessary knowledge and skills to perform the work. In addition, the organization's need for personnel must be taken into account. It is necessary to hire the number of employees that is optimal for performing the work and achieving the goals of the enterprise.
When hiring new personnel, it is necessary to rely on the company's need for quantity and quality. The first indicator indicates the number of employees that need to be hired to implement production processes. The qualitative need reflects the knowledge and skills that a candidate for the position must have, as well as the required level of education and personal qualities.
Read also!
"USP examples to help you come up with your own that's even better"
Read more
Professional development and training of enterprise employees
This is very important for achieving the goals of the organization's HR strategy. According to Article 196 of the Labor Code of the Russian Federation, the need for training specialists (professional education and training) and additional education, as well as their referral for independent assessment of qualifications for their own needs is determined by the employer.
The frequency of referrals for training and the scheme for selecting an organization with the help of which this process can be carried out must be specified in the agreement with the employee or in the local regulatory act of the enterprise.
Health and safety of personnel
This item is presented in the list of activities aimed at preserving the life and health of employees. The section includes compliance with organizational and technical, legal, sanitary and hygienic, medical and preventive, socio-economic and other requirements for the employer.
A competent specialist must be responsible for compliance with the requirements of the law on labor protection. In large enterprises, a separate labor protection service is created for full control of personnel safety. In small organizations, it is often the practice to involve third-party specialists to perform this work. In addition, if there is no person responsible for labor protection on staff, his functions can be performed by the entrepreneur or the head of the company.
Management of the system of remuneration and motivation of labor
This part of the HR strategy is very important for both the specialist and the employer. Proper formation of motivation in employees allows increasing the efficiency of their activities and, as a result, the profit of the enterprise.