The primary task for any supervisor(not to mention the HR manager) should be the creation of a system for analyzing and planning work, vocational guidance and social adaptation of employees in the team. Every employee of an organization is a person, and an organization is a social system, and they are interconnected. Analysis and evaluation of the effectiveness of personnel management are based on certain factors that also do not exist in a vacuum, but are closely related to each other.
- Physiological factors (gender, age, mental and physical abilities, etc.)
- Technological factors (complexity of labor, technical equipment, level of use of scientific achievements, etc.)
- Structural and organizational factors (mode and length of service, volume of an enterprise, level of personnel utilization, etc.)
- Socio-economic factors (social benefits, living standards, insurance, material incentives, etc.)
- Socio-psychological (gratitude, status and recognition, moral climate, etc.)
- Critical situational (inflation, competition, unemployment, corporatization of enterprises, etc.)
Evaluation of the effectiveness of personnel management - a comprehensive assessment of all these factors. Now let's take a closer look at what management efficiency is about, i.e. what we value.
First, personnel performance evaluationnecessarily characterized by the end result. If management is effective, with the help of a specially selected, motivated and trained team a certain result of the activity is achieved. This team is formed on the basis of personnel policy chosen by the personnel department. If the costs for obtaining the production result are reduced in comparison with those that were before, or the costs increase at a slower pace than the rate of increase of the result, then efficiency increases. On the effectiveness of the work also shows an estimate of the cost of enterprise labor.
Secondly, management performance evaluationthe staff has a material component, since it is possible to talk about efficiency if a minimum of funds is spent to achieve the goals set. In this case, the estimated cost of the system itself. However, it should be clarified that in this case we are not talking about the maximum possible savings on labor, because cheap labor is just cheap labor. In this case, it means the achievement of a certain economic and social effect due to a certain state of labor potential. Cost minimization refers to the implementation of certain activities, obtaining certain qualitative and quantitative parameters of labor potential, and not to reduce the cost of personnel policy.
Third, the assessment of management effectivenessstaff depends on the effectiveness of the selected management methods. That is, here we have in mind the assessment of the effectiveness of the organizational structure of management. Some managers mistakenly believe that the more and “extensive” the personnel service, the more effective it is. Experience shows that too many human resources departments lead to duplication of certain functions, difficulties in coordination and coordination of activities, the level of workload of workers and an increase in the cost of maintaining this apparatus. The effectiveness of the personnel management apparatus depends on the dynamism of the structure, the speed of response to the complexity of tasks and new goals, the level of adaptation to changing production conditions.
