Management at Reigning organіzatsіyah - Tsurul OA

5. Subject UPRAVLІNNYA LYUDSKIMI RESOURCES DERZHAVNІY ORGANІZATSІЇ

5.1. The point i zmіst upravlіnnya lyudskimi resources

For dosyagnennya tsіley, SSMSC stand before organіzatsієyu, vikoristovuyut resources. Resources traditsіyno pіdrozdіlyayutsya osnovnі into three groups: naturalnі, abo prirodnі, materіalnі that lyudskі. Upravlіnnya resources lezhit in osnovі upravlіnnya organіzatsієyu.

Upravlіnnya people themselves yavlyaє component upravlіnnya whether yakoї organіzatsії narіvnі s upravlіnnyam materіalnimi i natural resources. Ale for svoїmi characteristics people suttєvo vіdrіznyayutsya od іnshih vikoristovuvanih resursіv i, vіdpovіdno, potrebuyut Especially metodіv upravlіnnya.

According au-Perche, people nadіlenі іntelektom, їhnya reaktsіya on zovnіshnіy vpliv (upravlіnnya) - emotsіyno-usvіdomlena instead mehanіchna, which means that processes vzaєmodії mіzh organіzatsієyu i spіvrobіtnikom Je obabіchnim.

In another way, people zdatnі to postіynogo vdoskonalennya i rozvitku. In rannіy perіod Svoge Zhittya ditina vchitsya walks govorito, Chitat, pisati, spіlkuvatis s komp'yuterom. Prihodyachi on robot Lyudin zdobuvaє profesіynі navichki, SSMSC vdoskonalyuyutsya protyagom vsієї її kar'єri. In the minds Suchasnyj NAUKOVO-tehnіchnogo Progreso, if tehnologії and time s them i profesіynі navichki zastarіvayut protyagom kіlkoh rokіv, zdatnіst spіvrobіtnikіv to postіynogo vdoskonalennya i rozvitku Je naybіlsh vazhlivim Jerel pіdvischennya efektivnostі dіyalnostі whether yakoї organіzatsії.

In tretє, labor Zhittya Helsinki Human prodovzhuєtsya in Suchasnyj suspіlstvі 30-50 rokіv, vіdpovіdno, Helsinki Human vіdnosini i organіzatsії mozhut mother dovgostrokovy character.

In the fourth, on vіdmіnu od i materіalnih natural resursіv people coming (in bіlshostі vipadkіv) in svіdomo company profile, h i viznachenimi tsіlyami chekayut od organіzatsії Relief (nadannya mozhlivostey) in realіzatsії Tsikh tsіley. Zadovolenіst spіvrobіtnika vzaєmodієyu s organіzatsієyu Je sama neobhіdnoyu minds with such a prodovzhennya tsієї vzaєmodії, yak i zadovolenіst organіzatsії.

Stop, ale not Mensch vazhliva osoblivіst lyudskih resursіv in fact, scho cutaneous Lyudin unіkalna, oskіlki not buvaє dvoh absolutely odnakovih people. Vіdpovіdno, reaktsіya chlenіv organіzatsії one i the same method upravlіnnya Mauger Buti zovsіm rіznoyu.

Due opisanoї vische spetsifіki upravlіnnya lyudskimi resources Je Especially views dіyalnostі, vimagaє vikonannya spetsіalnih funktsіy i nayavnostі yakostey Especially in quiet people SSMSC zaymayutsya tsієyu dіyalnіstyu. Upravlіnnya people vimagaє CREATIVE (not mehanіchnogo) pіdhodu, іndivіdualіzatsії i vrahuvannya dovgostrokovoї perspective in priynyattі vsіh rіshen.

The essence of upravlіnnya lyudskimi resources polyagaє in stavlennі people to yak up konkurentnoї tsіnnostі, yak slіd spryamovuvati, motivuvati, rozmіschuvati second time rozvivati ​​s іnshimi resources s metoyu bezposerednogo spriyannya dosyagnennyu strategіchnoї methylation. Tse viznachennya away vіdtvoryuє іstotnіst zv'yazku mіzh upravlіnnyam lyudskimi resources th tsіlyami organіzatsії. Lyudskі resources slіd vikoristovuvati for zadovolennya require zdіysnennya organіzatsієyu Svoge priznachennya, not just zapovnennya vakansії.

Vazhlivim time of kadrovoї polіtiki priynyattі spetsіalіsta at the service of Je nayavnіst vіdpovіdnoї to yogo zdіbnostey, kvalіfіkatsії, dosvіdu vakantnoї planted at tsomu obov'yazkovim Je dіysna zatrebuvanіst pіdpriєmstva in danomu spetsіalіstі, іnakshe yogo nayavnіst in strukturі Je zmarnovanim kapіtalom not deprivation for organіzatsії, ale th for іndivіda, chiї zdіbnostі that obdaruvannya not vikoristovuyutsya in povnіy mіrі.

Naybіlsh away mozhna oharakterizuvati іnstrumentarіy upravlіnnya lyudskimi resources porіvnyavshi methodological upravlіnnya s ekonomіkami de vіdbuvaєtsya perehіd od derzhavnoї komandnoї system to system rinkovoї Economy.

Zasnovanih for sotsіalіstichnim principle ієrarhіchnih, tsentralіzovanih organіzatsіy dosі bagato i, i їm vlastivі harakternі osoblivostі traditsіynogo authoritarianism: pokіrlivіst Volya kerіvnitstva that sluhnyanіst, yak pobudovana on strahovі to Vlady, yak Got kerіvnik rather than povazі to kerіvnika yak spetsіalіsta ґatunku temple; marriage Dovira to storonnіh, uwagi to sluzhbovogo sotsіalnogo encampments that Vira i Mogutnov in moral and legal systems. Tsentralіzovany control i have great dosі poshireny that Malih organіzatsіyah, scho Got prikrі naslіdki for HRM practices. Sered skhіdnoєvropeyskih kerіvnikіv i dosі wider pozitsіya uniknennya riziku.

If it were vikoristovuvali praktichnі methodological HRM, rozroblenі on Zahodі, SSMSC bazuyutsya on sistemі samootsіnki, motivatsії, materіalnogo that moral zaohochennya then became pershochergovoyu b require of dokorіnnіy zmіnі іsnuyuchoї Sistemi upravlіnnya lyudskimi resources.

Sistemi upravlіnnya, SSMSC іsnuyut in our Ukraїnі sogodnі, toil zmіnitisya, zvіlnivshi Location for gnuchkіshoї, bіlsh pristosovanoї Sistemi HRM. Kolishnya sotsіalіstichna HRM system harakterizuvalasya such risami:

  • vertical upravlіnnya system, de mandates descends zgori;
  • tsentralіzovana komplektatsіya frames across vіddіl kadrіv organіzatsії;
  • Personnel planuvannya zgіdno s nav'yazanimi virobnitstva plans.

Got Tsya system postupitisya mіstsem zovsіm novіy sistemі, yak small b takі RISS:

  • horizontal upravlіnnya system, de spіlkuvannya i koordinatsіya vіdbuvayutsya bezposeredno on gorizontalі organіzatsіynoї structure;
  • deleguvannya kadrovoї funktsії dіyuchim organіzatsіyam under control zberezhennі s side the central vіddіlu kadrіv;
  • Introduction funktsіy planuvannya lyudskih resursіv in zagalny plan that tsіlі organіzatsії.

Tsі zmіni in HRM will lead to zastosuvannya novih metodіv vіdboru, motivatsії, prosuvannya on sluzhbі that pіdgotovki pratsіvnikіv Reigning yak, so i privacy of companies that organіzatsіy. Spriynyattya Tsikh novih recruitment metodіv ґruntuєtsya on fundamentalnіy zmіnі otsіnok, representations, poglyadіv okremogo pratsіvnika that robіtnika; tse new culture upravlіnnya lyudskimi resources. Nayіmovіrnіshe in maybutnomu vіdbudetsya Pevnyi zlittya cultural tsіnnostey that vіdnosin skhіdnoї that zahіdnoї cultures ale tsіlkovita asimіlyatsіya maloymovіrna, oskіlki culture toil krіm upravlіnskih otsіnok i INSHI harakternі osoblivostі. Guidance Dali perelіk visvіtlyuє deyakі tsіnnostі, SSMSC spriymayutsya effect obmіnu traditsіyami mіzh converge i Sunset on mіrі of yak bude i vprovadzhuvatis uzvichayuvatisya new practice of HRM:

  • Skhid: rіvnіst vazhlivіsha nіzh bagatstvo; robitsya emphasis on єdnostі s collectives - Person of Je іstotoyu Collective; vazhlivі protocol sluzhbove that sotsіalne encampment; mudrіst in fact dwellers uniknuti konflіktu NKVD.
  • Zahid: bagatstvo vazhlivіshe nіzh rіvnіst; nagolos robitsya on іndivіdualіzmі - Person of Je іstotoyu іndivіdualnoyu; distsiplіna on sluzhbі peredusіm; Osvita spriyaє prestige NKVD rozvitkovі; vazhlivі nevimushenіst that kompetentnіst; zanepad moralі that ієrarhіchnoї culture; konflіkt Je Jerel tvorchoї energії, yakoyu slіd upravlyati.

Naslіdki sotsіalіstichnoї HRM practices:

- Vіdsutnіst Censu pokraschannya іndivіdualnih chi grupovogo pokaznikіv: oskіlki vikonannya Plan Bulo bunt motive, the plans often vikonuvalisya Shlyakhov falsifіkatsії danih about produktsії Key infrastructure; not Bulo kriterіїv for yakimi mozhna Bulo vimіryati efektivnіst chi produktivnіst dіyalnostі; tsі pokazniki not boule zatrebuvanimi in sotsіalіstichnіy praktitsі HRM.

- Kompensatsіyna system spiraєtsya on kompromіsi she discuss it mіzh kerіvnikom i robіtnikom. Premії boule suttєvoyu chastkoyu otrimuvanoї pratsіvnikom zarobіtnoї pay, ale in the minds sotsіalіstichnoї Sistemi stench has caused postіynih konflіktnih situatsіy. Situatsіya described Pіrsom (Ugorschina): "Traditsіyna ugorska upravlіnska mudrіst repeating scho robіtniki otrimuyut fee for those scho stink just by going to the robot, and Hoca Yakscho їh kerіvnik, dwellers stink schos Zroby then Yomou bring platiti for Tse." Premії not boule incentive to vikonannya ponadnormovoї robot їh priznachennyam Bulo primusiti robіtnikіv vikonuvati їh zvichaynu robot. In such minds whether yaky view of the system vinagorodi Chi Bi stimulyuvannya becoming a victim spotvorenogo rozumіnnya її priznachennya.

- Prosuvannya on sluzhbі zavdyaki protektsіyam scho zvodilo nanіvets OAO All sprobi motivuvannya pratsіvnikіv schodo zrostannya kvalіfіkatsії, osvіchenostі toscho. Hiring at the robot on prosuvannya sluzhbі ґruntuvavsya on zv'yazkah NKVD rather than dіysnih akademіchnih that tehnіchnih pokaznikah knowledge that zdіbnostyah vzyatoї specific individuals.

- Vіdsutnіst chіtko viznachenogo rіvnya osobistoї that grupovoї vіdpovіdalnostі, vіdsutnіst gotovnostі vіdpovіdalnogo rіshennya of acceptance, the fact scho special person vіdpovіdalnіst oznachaє rizik, mozhlivy negative results, scho was used on the high road pereponoyu zdobuttya kar'єri. Pіdhіd naymenshogo riziku polyagaє in fact dwellers not uhvalyuvati rіshennya and ochіkuvati on detalnі rozporyadzhennya i deprivation pіslya їh otrimannya vikonuvati Pervin zavdannya.

On the day sogodnіshnіy Pocha vіdbuvatisya zmіni sistemі in HRM. All bіlshe z'yavlyaєtsya of companies, SSMSC zastosovuyut Elements zahіdnoї system scho uniquely ozdorovlyuє atmosphere in labor collectives. In the unfortunate attempts takі sogodnі all bіlshe zastosovuyutsya deprivation in komertsіynih, Private pіdpriєmstvah that organіzatsіyah, todі yak derzhavnі place the toil that organіzatsії zdebіlshogo Stara vertical command system.

HRM skladaєtsya s bagatoh etapіv. HEAD Etap chi funktsіyami mozhna viznachiti takі:

  • planuvannya lyudskih resursіv;
  • nabіr kandidatіv that vіdbіr kandidatіv;
  • priznachennya on Posada that orієntatsіya;
  • navchannya i rozvitok;
  • otsіnka pokaznikіv dіyalnostі.