Activities on the elaboration of personnel management strategy

This article describes the development of HR strategy on the example of JSC “Zavod Fiolent”. Development of HR strategy is an important aspect of the company's strategic development. We need to develop, develop a strategy for human resources management in the organization, because it is designed to link the many aspects of human resource management in order to better promote and optimize their impact on employees, particularly their labor quality and skills and thus create a single corresponding specific target group, a combination of elements personnel management policy. As soon as at least one element fails, expect failure and the use of other instruments. The isolated, the use of economic instruments of personnel management can lead to undesirable consequences. One of the major problems at the present stage of economic development is a problem in the field of HR. With all the variety of existing approaches to the problem the most common major trends are: the formalization of methods and procedures for the selection of personnel, the development of scientific criteria for their evaluation, a scientific approach to the analysis of the needs in the administrative staff, the nomination of the young and promising employees. Human resource management is an area of ​​activity of the control of the organization, managers and experts of the organization departments of Personnel Management aimed at increasing the productivity of the organization by increasing the productivity of its employees with psychological, legal, economic and other methods. That is, human resource management is a process of influence of the organization or its personnel acting in the service of its employees through a set of specific methods to achieve certain goals. Personnel management system involves the formation of recruitment, selection, reception staff, its business assessment, career guidance and adaptation, training, management of his business career and service and professional advancement, motivation and work organization, conflict management and stress, achieving social development organization, release of staff and et al. This also should include the interaction between the leaders of the organization with the trade unions and employment services, security management staff.