Personnel policy in the personnel management system and its planning

Personnel management in the company has strategic and operational aspects. The personnel management system is created on the basis of the enterprise development Charter, consisting of three provisions:

• ·    production;

• ·    financial-economic;

• ·    social (personnel policy).

The main functions of personnel management necessary for the enterprise are created with the help of personnel policy.

Personnel policy - a tool of influence on the staff, a set of Central principles that are implemented by the personnel Department of the enterprise. Human resources policy implies a strategic framework for work with personnel. Personnel policy is an activity on the embodiment of labor collective which promoted combination of the purposes and priorities of the company and its collective.

The main object of the company's personnel policy is the personnel. The staff of the enterprise is called the backbone of its employees. Personnel is the primary and decisive factor of production.

They recreate and force to move means of production, constantly improve them. The efficiency of production largely depends on the qualification of employees, their professional skills and business qualities.

The Central task of personnel policy can be solved in different ways, and the choice of similar options is quite wide [1, c.104]:

• 1.    reduce staff or leave; if left, which way is better:

• - put on reduced forms of employment;

• - engage in non-core work, in other positions;

• - send for serious retraining:

• 2.    improve employees on their own or look for those who already have special training;

• 3.    to recruit from or perepodgotovki of employees subject to release from the company;

• 4.    to recruit additional personnel or to manage this population provided a more balanced use.

When choosing a personnel policy, factors peculiar to the external and internal environment of the company are used, such as:

• ·    requirements of production, development strategy of the company;

• -    financial capabilities of the company, the maximum level of costs for personnel management;

• - quantitative and qualitative characteristics of existing staff and directions of their changes in the future;

• ·    the situation in the labour market;

• ·    the demand for labour on the part of the competitors prevailing wages;

• -    influence of trade unions, commitment to the interests of workers;

• -    requirements of labor legislation, adopted culture of work with employees.

The company's growth strategy depends on the personnel policy. Staffing policy is the staffing of the implementation of this strategy. Human resources policy needs to be completely flexible. It should be stable, because it is the stability associated with certain requirements of personnel, dynamic, that is, to improve in accordance with the shift of the company's tactics, production and economic situation. Stable should be the parties that are aimed at taking into account the interests of personnel and are related to the organizational structure of the company.

Personnel policy should be economically sound, that is, based on the real financial capabilities of the company.

The personnel policy should ensure an individual approach to its personnel.

Human resources policy should aim at the growth of such a system of work with personnel, which would be oriented not only to obtain financial but also social effect, subject to compliance with the current legislation.

Personnel policy must strengthen the ability of the company to respond to the changing requirements of the market and technology in the future [2, p.129].

HR policy properties:

• -    relationship to strategy;

• -    focus on long-term planning;

• -    the importance of the role of staff.

Personnel policy is an integral part of all management activities and production policy of the company. It aims to create a cohesive, responsible, highly developed and high-performance workforce.

Personnel policy creates very good working conditions, provides opportunities for promotion and confidence in the future. The main objective of the personnel policy of the campaign is the daily personnel activities to take into account the interests of all categories of personnel and social groups of the workforce.

The main objectives of the personnel policy are related to the company's attitude to the external environment and to its personnel. Human resources policies need to be equipped with strategic and operational management systems. The objectives of the HR strategy include:

• -    increasing the prestige of the company;

• -    analysis of the atmosphere within the company;

• -    analysis of the prospects for the development of capabilities of personnel;

generalization and prevention of the reasons for dismissal from the post.

The re-creation of the HR strategy, one-time assistance to managers, during the management of the company, are in the operational area of personnel management.

The personnel policy of the enterprise is a holistic personnel strategy that links different forms of personnel activities, the style of its implementation in the company and plans for the use of human resources [3, c.39].

The concept of human resources planning is simple. But it is difficult to reproduce. Corporate strategy does not often develop well, as not always in time there is a technique, or it does not perform the functions that were expected. Sometimes there is more than predicted staff turnover in some parts of production and regions. There is no planned recruitment. Step-by-step training is designed with blotches, potential flyers are discredited. As a result, the plans are not implemented. In order to create a sense of perspective, at least a plan is needed, and systematic analysis and monitoring of its implementation can help to correct the difference between strategic plans and reality.