Application of any models of personnel managementare aimed at increasing labor productivity, the volume of manufactured products. There are a number of tasks that can and should be solved by a competent choice of the HRM model:
- increase of productivity and qualitative component of labor;
- creation of the "most productive" personnel qualification structure;
- formation of an efficient and cohesive team;
- staff development;
- stimulation and motivation of work;
- improving the organization of work;
- Optimization of staff maintenance;
- automation of personnel workflow, etc.
Modeling of personnel management systemsallows to model the economic processes of the enterprise. But the first kind of modeling is considered the most difficult, as it is difficult to predict and predict. The staff of the organization is not just the number of employees engaged in the production process, as each employee has his own character, his needs and his own opportunities for work. Therefore, the main goal of any modeling is to assess the availability of labor and the effectiveness of their use.
Classical models of personnel management: authoritarian, democratic and liberal. These three types of models in pure form practically do not occur, so consider the modern classification of models that distinguishes a technocratic group, economic and modern. Before giving a detailed description of these models, consider various types of management.
Management by Objectives provides for a decentralized organizationguidelines and the definition of achievement of concrete results. Such management provides for a change in thinking in the team, when the emphasis is on staff motivation, constant cooperation and mutual assistance in achieving the goals.
Management through motivation based on the choice of an effective motivationalmodel, a healthy moral and psychological climate in the team, the development of human resources. Popular motivational models: rational, self-realization model and ownership model.
Framework Management is based on increasing the level of satisfaction with work, corporate leadership style, responsibility, initiative and self-reliance of employees.
Delegate-based management Is an even more modern management modelstaff, when employees are vested with all authority in making and implementing decisions. Naturally, decision making has a certain scope and each employee has clear goals and objectives. Responsibility for actions and results is clearly delineated.
Participatory management implies the active participation of the employee in the affairs of the firm, when employees participate in decision-making, independently control the quality of products, use of resources, pay, etc.
Entrepreneurial management, in its essence, - entrepreneurial activity within the organization, joint activity of several entrepreneurs within one firm.
Separately, the models of anti-crisis management are distinguished, which have completely different principles of construction.
So, modern models of personnel management:
1 . Technocratic (using technocratic methods of management, work is characterized by execution, external control, and personal dependence).
2.Economic (based on motivation, initiative and collective control).
3. Modern (most important for this model - creativity, commitment, leadership and partnership).
Each model of personnel management has its advantages and disadvantages, the idyllic management model does not exist yet.