Maintain high efficiency of the workforce. Definition of staff remuneration system

The next stage of personnel management is the evaluation of the activities of employees and their results. Performance appraisal is the process of determining how well employees perform their duties in accordance with established standards, job descriptions, and delivering this information to employees. There are many objectives for performance evaluation:

1) improving the performance of duties;

2) determining the basis for the differentiation of wages;

3) stimulation of individuals and groups in general;

4) collection of information for making decisions about raising, lowering, transferring, dismissing;

5) informing about the need for retraining and training;

6) the formation of new standards, criteria and objectives of the work.

The listed goals can be combined into three groups:

1) administrative purposes;

2) informational;

3) motivational.

Management training is aimed at developing the knowledge and skills required in leadership positions. Methods of management training are: lectures, discussions in small groups, analysis of specific business situations, role-playing training, rotation in the service, business games. For management training, many companies develop career management programs that are aimed at disclosing the abilities of employees and using them in the interests of the organization.

The HR management in developed countries involves the creation of programs to improve the quality of working life. The quality of working life is understood as the degree of satisfaction of important personal needs of a person through his work in an organization.

The concept of " high quality of working life" includes such components as:

1) interesting, meaningful work;

2) fair remuneration and recognition of merit;

3) good working conditions (cleanliness in the workplace, low noise, good illumination);

4) minimal management oversight;

5) participation in making decisions concerning the work of subordinates;

6) ensuring job security, employment;

7) a favorable climate in the team, friendly relations with colleagues;

8) availability of domestic and medical services for employees.

Determination of wages and additional benefits. The remuneration of the staff consists of two parts - wages (salary), i.e. monetary remuneration for the work performed, and additional benefits - non-monetary forms of employee remuneration. There are a large number of such benefits, the main of which are: health insurance, life insurance, paid vacation, additional pensions, the provision of housing, a personal car, payment for children's institutions, and a program of physical rehabilitation.

Market conditions require flexible systems of remuneration for work and new principles of the approach to solving the problem, how and for what people should be paid. And first of all, the results of labor should be paid for: the work done, productivity, efficiency, quality. Innovation, skill, initiative, the combination of professions, labor activity, group cooperation to achieve the goals of the enterprise should be encouraged.

The constant part of the salary should be sufficient to attract and retain qualified employees in the enterprise. The variable part should take into account and stimulate an increase in labor efficiency, labor results, and efficiency at the level of the group and the enterprise as a whole.

 

Литература:

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2.Под редакцией профессора К.Е. Кубаева. Теория и практика менеджмента. Учебник. - Алматы: Казак Университет!, 2008. - 486 с.

3. М.Х. Мескон, М. Альберт, Ф. Хедоури. Основы менеджмента [пер. с англ. О.И. Медведь]. - М.: Вильямс, 2012. - 672 с.

4.О.С. Виханский, А.И. Наумов. Менеджмент. Учебник - 5-е изд. - М.: ИНФРА-М, 2014. - 576 с.

5. Ричард Дафт. Менеджмент. - Спб.: Питер, 2012. - 863 с.

6.К.Е. Ахметов. Менеджмент непздерг Оку куралы. -  

 

Test questions:

1. What is the essence of human resources?

2. What are the differences between the concepts of " human resource management" and " personnel management."

3. How do you understand the diagnostic approach to the personnel management system

4. What is the organization's personnel management?

5. Name and highlight the main external and internal factors affecting the personnel management system.

6. Give a description of the main activities in the personnel management system

7. How is working career planning carried out?

 

 

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