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Strategies for building an optimal model of a human resources management system

The development of Human Resource Management is largely explained by the change in the socio-economic context in which enterprises and organizations are located.

Every organization develops an Human Resource Management policy that emphasizes the scale of its development to reach the set goals. In this sense, the development and use of appropriate employment, pay, evaluation, and participation policies are extremely important.

Therefore, separate policies for Human Resource Management contain: elements ensuring employment, remuneration, evaluation, career development, and staff training. Reference: “Training of HR managers in the field of human resources”, https://medfd.org/training-of-hr-managers-in-the-field-of-human-resources/

To manage people means above all to influence them so that they achieve pre-set goals in the organization’s strategy. The modern management of the company’s employees is characterized by the desire of managers to guide the behavior of people at work in such a way that what the organization wants to achieve, the people working in it can, want and do their best in the best way to achieve the desired.

The strategy of harmonizing the interests and goals of the company with those of the personnel at its disposal is a serious challenge for management. Reference: “Why you want to become a Certified Human Resources Manager“, https://brightonbot.com/why-you-want-to-become-a-certified-human-resources-manager/

It requires the creation and confirmation of many prerequisites and conditions in the company. As the experience of companies in developed market countries shows, it is worth the invested resources, ambitions, efforts, and professionalism.

Experience from practice confirms that the stated strategic task can be solved by managers who have the skills to motivate people.

The need for programs in Human Resource Management is determined by the following: to manage people it is necessary, on the one hand, to use procedures related to the organization as it is at the given moment and, on the other hand, to use the segmentation in compliance with the different categories of personnel. Reference: “Implementation of Human Resource Management (HRM)“, https://www.mmrls.org/implementation-of-human-resource-management-hrm/

Thus, good practices in Human Resource Management are based on Management by Objectives, created by Peter Drucker. It is enough to add to this the communication strategy and get a human system managed connectedly and globally.

One can take as an example the development of the training plans, which can link the need for training with the strategy, and also make sense of the costs of the organization.

In parallel with this new rationality, segmentation practices developed. If the enterprise must adapt continuously to its external environment, it must also learn to do so concerning its internal environment, including the management of human resources. Reference: “Development of the concept of Human Resources Management (HRM)“, https://mstsnl.net/development-of-the-concept-of-human-resources-management-hrm/

Therefore, managers and employees, old and new, administrators and salespeople in the enterprise will not be managed in the same way. This differentiated employee management is an illustration of an open concept of the organization – close to its employees and at the same time attentive to the market and competition.

It can be summarized: the main importance of the practice of Human Resource Management is justified based on the timely developed strategy and policy for the management of human resources, which in turn brings stability to the human resources system of the organization and an opportunity for their development and motivation for implementation of the long-term strategy and goals of the organization, for financial stabilization and increasing labor productivity. Reference: “Human Resource Management for Certified HR Managers“, https://www.powerhp.net/human-resource-management-for-certified-hr-managers/

It should be pointed out that the Human Resources Management policy is integrated into the concept of the social responsibility of business, which in turn is defined as “the commitment of business to contribute to sustainable economic development and guarantee a relationship with workers, their families, the local power and society as a whole to raise the quality of life acceptable to both business and development.” Read more: For Certified Human Resources Manager: The Internal Environment for HR Management , https://customessaysonline.net/for-certified-human-resources-manager-the-internal-environment-for-hr-management/

Through this integration, the company’s contribution to society is achieved through its business activity, social investments, and charity campaigns, including engagements in the public space as well. The social responsibility of business is multi-layered.

At the first level, compliance with the principles of corporate social responsibility implies compliance with the following obligations: timely payment of taxes, wages, and opening of new jobs.

At the second level, CSR implies the provision of adequate working and living conditions for workers by increasing their qualifications, preventive treatment, housing construction, and the development of the social sphere.

The highest, third, level of responsibility is the performance of charitable activities, including improving local infrastructure.