Home and Foreign experience management Resources
We know that the lion's share of research personnel management system and its leverage belongs to Western experts. According to this notice, distributed and experienced in this field. Unfortunately, during the administrative-command management is not passed by management and workforce psyche of our country.
Despite the large number of papers on the theory of organization and management personnel, foreign experts believe that none of them is universal. Successful development train long period of Japan's economy prompted scholars and practitioners from different countries to scrutinize the mechanisms and causes, through whom provides high efficiency in this country. The analysis showed that in the center of the concept of management is man, which is the highest value for the company.
Based on this concept, all management systems aimed at awakening the various skills of workers so that they are used to the maximum extent in the process of production, man has sought to prosperity in which the company operates. One of the main principles of personnel management in Japan is: "no person should be selected for work, and working for the man" because the main subject of study is just human abilities.
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The
workers Managers,
professionals
Career
guidance and professional selection
Organization
of students
Vocational
training Training
young professionals Competitiveness
of enterprises
Adaptation
of young workers, coaching The
formation and training of personnel reserve Competitiveness
staff
Initial
training Rotation
of staff
Reliability
staff
Retraining
and skills Assessment
of preparedness of staff to change
Certification Certification
Reliability
staff
Social
and psychological areas of work
Studies
reliability team Analysis
of the causes and motives of turnover Development
and implementation of the socio-psychological methods
Analysis
of the quality of the staff
Development
of social infrastructure Improving
the organization
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Fig. 1.5. Ways to ensure the reliability of personnel [13]
In this country manager operates on the basis of formal power, but informal methods and is very important is the organizational indoctrination workers, raising their attitude to their own place of work.
Addressing the West earlier in most cases reduced to develop complex techniques of the correct answers to the questions appearing in practice, regardless of whether they are placed correctly or not. The Japanese methods of solving problems involving primarily search for causes and correct wording.
Recently, the US and European countries considering the Japanese experience developed various management models, the focus of which is just a man. Typically, these models include the following components:
staff organization;
detailed infrared at appointment their to key positions to organization;
style and culture of business relationships to this organization
long-term goals of the company.
Many companies in the world believe the main way of competition - the development of staff. XXI century will be developed on the basis of intelligence personnel. Japanese HR managers and executives call these directions, which will be valid (% of respondents) [14]:
the development potential of men 86.6;
maximum use of potential employees 8.9;
development group Activities 47.1;
focus on the professional development of senior employees 42.4;
expansion was iznomanitnosti occupations 38.3;
increasing funds motivation 29.6;
improving conditions labor 29.4.
The strategic concept of personnel management in industrialized countries define employees as decisive factor remain competitive and are aimed at training to changing market demands and taking into account the introduction of new technologies. College graduates that are hired US firms, are very serious program to adapt to the requirements of professional production. It includes the following stages: selection, training before starting work, orientation (familiarity), training, adaptation, appointment and assessment (evaluated the whole process of entering the office). In the early 90's of the last (twentieth) century the cost of intra-organizational training were: "IBM" - 270 mln. USD. (5% of labor costs); "General Electric" - 260 mln. Dollars. (2%), "Xerox" - 257 mln. USD. (4%). Amounts are exclusive of salaries during the training, if they consider the amount will be nearly twice as much. From the 70th most managers of American corporations began to consider the costs of training investments as profitable as departments of personnel and internal organizational units as educational centers involved in the creation of profit. Calculations show that 1 USD. Invested in staff development, brings from 3 to 8 dollars. Profits [17].
According to many researchers foreign key moments in HR should be:
resource orientation, ie the use of individual abilities of employees in accordance with the strategic goals of the organization (primarily for the acquisition of new technologies)
integration aspirations, needs and employee requests along with those of the organization.
All greater significance with the quality of staff and service personnel acquire HR department. HR staff has partial dependence on national norms calculating the ratio of staff personnel services and staff. So in Ukraine per employee personnel services account for 40-90 people in Germany - 130-150, in France - 130 in the US - 100, in Japan - 40 people [15].
In industry Ukraine more than half of HR services staff employed rationing and wages, while as in human resources management systems in the US most of the workers employed by selection, adaptation and evaluation of staff.In the selection of one candidate in the US zatrachuyetsya to 16-18 man-hours in Japan - 48 man-hours indicators in Ukraine are lower in several times. Each year the number of employees of personnel services in the US is growing at 2%.
Now in Ukraine there is no widespread use of the experience of foreign countries in terms of personnel management. Only some companies introduced innovative remuneration system, training of specialists phenomenon still too rare, recruitment is not given the necessary attention. Only motivational innovations found a place in Ukrainian enterprises.