This article continues the abstract of lectures on discipline “Economics of personnel management” under the bachelor program. The article reveals the concept of planning and budgeting personnel costs based on the assessment of the contribution of human resources and staff management system in achieving the objectives of the organization. Presents the stages of the budgeting process in personnel costs. Consistently contents of the main tasks of budgeting personnel costs: evaluation plans for personnel management, evaluation complexity of work to plan implementation in the fi eld of personnel management, the calculation of staff costs and costing of the activities for each planned direction, budget development, staff costs, protection and approval of the budget, the monitoring of budget execution.
This article continues the abstract of lectures on discipline «Economics of personnel management» under the bachelor program. Thechange in the principles of labor productivity management in the context of management evolution is displayed.Thefeatures of labor productivity managementdependent on the type of management are reviewed.The article reveals distinctive features of high performance organizations focused on noneconomic factors of productivity growth:increasing of commitment, involvement; development of competencies and multitasking of employees; support of creativity and teamwork. Areas of labor productivity management are identifi ed: performance management, managing costs of labor, management of labor factors, and management of people as bearers of ability to productive labor. Management processes of successful companies, that provide stable labor performance, are characterized.
The article considers the essence and prospects of use of technology of road mapping for realization of state policy in the fi eld of employment of the population and regulation of regional labor market. This technology allows to provide the qualitative analysis and forecasting of prospects of development of labor potential of the region, risks and possibilities of functioning of labor market in the long term, to plan measures of active policy in labor market in the region for achievement of the objectives of federal and regional programs on assistance of employment of the population. The authors present the technique of creation of a road map of regulation of regional labor market on the example of the Orenburg region, including development process, structure and the maintenance of elements, objects and the directions of regulation, communication between them is. Application of this technique has allowed to receive an objective assessment and to make the forecast tendencies in development of labor potential of the area and situations on labor market the region as in general, so and his certain territories, to defi ne perspective needs of the region for labor, to reveal risks of approaches of the adverse phenomena in regional labor market. As a result problems of formation and use of labor potential of the region for elimination which are developed additional measures of active regional policy in labor market are defi ned, including, formation of mechanisms of early vocational orientations and primary vocational training of the population of younger age groups and creation of the territorial migratory center developed for attraction of the qualifi ed labor, household arrangement of migrants, their vocational orientations and socialization.
The paper continues the compendium of lectures on “Personnel Management Economics” under the Bachelor-degree program. The concept of «personnel costs» is defi ned, personnel costs are classifi ed. Examined are factors, determining the size of an organization’s personnel costs. The system of personnel costs management is characterized in terms of its essence and constituents, the objective of personnel costs management is clarifi ed, ways to manage it are revealed. Also specifi ed is how to manage and control various categories of personnel costs, such as payroll costs, training costs, costs of a company’s social commitments and social safeguard.
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