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Differences in the cultures of different countries also determine the formation of different philosophies of team management.
In England, the first place is given to the person as an individual, respect for him, stimulation for high achievements and encouragement of success.
In Japan, the team and marketing with stockholder database respect for elders are the most important thing, loyalty to the company is cultivated and valued here. At the same time, high social guarantees are provided, the opportunity to build a career and work in the organization for life.
In the Russian philosophy and methods of building a personnel management system, all the features just listed can be considered. However, in large and small companies, the conditions may differ significantly. If in the first case, a democratic attitude towards employees and the application of collectivism principles are more often observed, then in small firms the situation often leaves much to be desired. In fairness, it should be noted that recently there has been a desire for each organization to develop its own philosophy based on the specifics of work, individual features of the enterprise, the scope of activity, etc.
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Management styles vary from manager to manager. The following principles can be used to coordinate the activities of employees:
democratic approach;
principle of single management;
scientific approach;
smoothness of action;
joint application of centralization, collegiality, decentralization;
first person;
emphasis on selection, recruitment and placement of personnel;
monitoring the implementation of decisions;
implementation of linear, functional and target direction.
Objectives, principles and methods of personnel management
Here is a list of tasks that can be solved using various personnel management methods:
Defining a common strategy for the entire company.
Evaluation of the existing staff and decision on the issue of additional recruitment of qualified specialists.
Development of staffing schedules and job descriptions.
Direct selection of personnel.
Formation of a reserve team of specialists for management positions (for the future) and creation of working conditions that minimize personnel losses.
Carrying out all organizational matters, distributing employees to work places, establishing functional and technological interaction between them. Creating optimal working conditions, determining the content and sequence of work.
Control of expenditure of funds on personnel.
Organization and implementation of measures for professional training and retraining of employees.
Quality control of the work performed.
Creation of methods and criteria for certification of specialists.
Formation of a career advancement system at the enterprise.
Organization of actions to release personnel.
Motivating employees through various benefits, salary increases, bonus rewards, and opportunities to grow up the career ladder.
The principles in the methods of personnel management of the organization are as follows:
Taking into account a person’s business and personal qualities.
Continuity between experienced specialists and young team members.
Matching the assigned work with the employee's professional capabilities.
Improving the level of qualification.
Appointing a replacement for an employee who is absent.
Organizing work and evaluating personnel performance in such a way that people have the opportunity to grow professionally and move up the career ladder.
Trust in employees and at the same time control over their activities.
The competitive principle in the actions of candidates for leadership positions.
Compliance with labor laws when making any manag