Theoretical Aspects of Personnel Management in Large Industrial Enterprises

Abstract

In recent years, the urgency of finding new forms, methods and organizational and economic mechanisms to improve personnel management in large industrial enterprises has increased. The article substantiates the theoretical principles of personnel management in large industrial enterprises in order to improve the mechanism of ensuring its efficiency. The study found that personnel management is to comprehensively assess the relations in the workforce, which are related to the hiring and supply of labour, its pay, staff turnover, trends and prospects. The purpose of personnel management is to provide employees with the necessary quantitative and qualitative parameters and the organization of their effective work. It is transformed into more specific goals, which are determined by the goals of the enterprise. It is revealed that it is expedient to apply an integrated approach to personnel management, the essence of which is to combine and interact process, system, situational and strategic approaches. The article clarifies the list of functions and tasks of personnel management in a large industrial enterprise, the difference of which is that it includes the entire list of management functions (forecasting, planning, organization, control, analysis, accounting, regulation) a single interconnected set of processes in management staff. On the basis of generalization of scientific developments and results of current practice of functioning of large industrial enterprises the priority directions of improvement of personnel management are offered: maintenance of conditions of professional development of personnel; improving the system of rationing and remuneration; improving working conditions, safety and security; development of social and labour relations and organizational culture in the digital economy; ensuring social protection in the postcoronavirus period; improving the efficiency of work with youth.

Топ-Менеджмент Як Складова Системи Управління Персоналом

“…Невідповідність особистих якостей менеджера сучасним тенденціям та загальнолюдським принципам (наприклад, шовінізм, тяжіння до патріархальної системи управління, расизм тощо) Ціна помилки висококваліфікованого працівника підприємства, яким є топ-менеджер, є значно вищою, за помилку рядового робітника, що підвищує відповідальність рішення про підбор таких кадрів. Тому увага при підборі персоналу топ-менеджменту є дуже високою [4].…”