Personnel management is a prerequisite for effective work of every modern company. HR-manager is a rather new profession for Ukraine. In many enterprises it replaces the usual for Soviet-era position: head of the personnel department. He was responsible for the compliance with labour legislation and personnel papers execution (hiring, firing, job transfers, vacations). New economic conditions have greatly expanded the charge of his duties, the sphere of his influence on the company business activity and, finally, it success and planned development.
Personnel Manager is responsible not only for the new staff recruiting. He plans and organizes regular staff training, and professional development and quality control, works out the system of staff motivation. He is obliged to examine and analyze the internal climate in the company and the latest trends in the labor market. He develops a human resource strategy and policy, he is the creator and main keeper of the corporate culture. So, HR-manager does everything to provide a firm with qualified workers and to ensure good conditions of work for the staff.
Ideally, every staff member should be under the HR department’s control from the first to the last day of his work within the company. Personnel management have to become not a set of separate, unrelated transactions, but a system. Only in this case all HR manager‘s efforts will provide real benefits. For example, regular and well organized staff training can increase the efficiency of work and make a profit, and high level motivation can keep the highly skilled specialists in the company.
Of course, the creation of HR management system is long and complicated process. High professionalism, profound skills and creativeness are required of personnel manager in his work. At the same time, a lot of the HR management operations are, in fact, routine. Once devised, these programs with minor changes can work in the company for years. Furthermore, up-to-date IT make it possible to automatize these regular operations completely.
For example, unified testing methods for employment can help to simplify and systematize the personnel selection and registration or formation of potential workforce. Training programs for new employees (introduction to the range of functional responsibilities, firsthand view of the corporate culture, structure and mission of the company) make much easier the psychological and professional adaptation for new staff members. Regular qualifying evaluations, surveys to determine the degree of staff motivation or different types of assessment can reduce personnel turnover. All these activities even allow to identificate some internal problems in the company before they start adversely affecting the quality of work.
It has long been a cliche that the continuous staff training is a vital necessity for every modern company, but this issue also requires a systematic approach. A lot of large domestic companies came to realize this fact. And there is no doubt: the well-organized and elaborate system of personnel management can help to make a company more successful and prosperous.