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UDC 004.942.330
Gusenov M.R. master student 1 course, faculty of "informatics and information technology" Technologies Dagestan State University Makhachkala, Russian Federation CURRENT PROBLEMS OF PERSONNEL SELECTION AND SELECTION AND THEIR DECISION
Annotation: The efficiency of organizations of any level and profile depends on the quality of management of various resources and today one of the important resources is personnel.
Keywords: personal, company, economics, business, company performance.
For a company, it is important to be able to extract the maximum benefit from the work of an employee, who, in turn, makes profit for himself in the form of wages, various kinds of incentives, and opportunities for professional and personal growth. For this, it is equally important to build a competent process for the selection and selection of personnel in the organization.
Today, the personnel department should work not only to fill vacancies in a timely manner in order to maintain production levels at an adequate level, but also to organize the company's work in such a way as to achieve a permanent increase in qualified personnel aimed at a result that will lead the organization to a higher level.
The selection and placement of personnel should ensure the coordinated activities of the team, taking into account the scope, specificity and complexity of the work performed, and the following conditions should be met:
— uniform and full load of workers of all services and departments;
— use of the organization's personnel in accordance with their profession and qualifications (the employee must clearly understand his functions and tasks, there should be no duplication of functions);
— providing the necessary horizontal and vertical interconnections between different departments;
— ensuring that everyone is fully accountable for the performance of his work, i.e. accurate assessment of its quantitative and qualitative results.
— securing the performer work that corresponds to the level of his knowledge and practical skills [3].
Ultimately, the enterprise should develop a coordinated personnel policy, including recruitment, training, improvement, and remuneration systems, as well as well-functioning cooperation between the administration and the employee.
At the stage of selection and selection in any organization problems may arise. Firstly, not every employee of the personnel department can correctly evaluate the applicant for a free vacancy. Secondly, many do not devote enough
time to this difficult task or rely on one source of information, usually an interview.
Common problems are:
— the lack of a clear understanding of what should be the future employee, the requirements with which he must meet and the duties that he must fulfill in the organization. Because of this, the search for the right employee may not continue unsuccessfully for a long time;
— incorrect identification of sources and methods of searching for employees; as a result, extra funds and time are spent on searching for candidates;
— lack of professionalism of the employee involved in the selection, ignorance and misunderstanding of what competencies and what methods should be assessed in the selection. This leads to an incorrect (understated or overstated) assessment of the professional and personal qualities of the candidates [4].
Recruitment in an organization should be done by trained and competent specialists who can relate the candidate's abilities to the requirements of a particular job, know the state of the labor market in their industry and region.
Another problem that an employer may encounter during the assessment is an incorrect interpretation of the selection results, which leads to an erroneous assessment of the candidate's professional and personal qualities.
In order to choose the most appropriate employee for the organization, it is necessary to create a system of personnel assessment and selection, which implies the skillful use of modern and sound methods of personnel search, selection and selection by the personnel department service. Optimal in terms of reliability, and the cost of the assessment procedure are interviews (by competence, personal, business interviews), tests of professional knowledge and business cases [2].
Competency interview is a modern and quite effective approach to recruitment. Its main difference is that the applicant is invited to talk about work situations from past experience. With the help of special questions, you can find out whether the candidate possesses the qualities and competencies that are required for this position. Based on the previous experience of the applicant, it is possible to predict his behavior in the future.
The theoretical knowledge of a candidate can be tested with the help of tests of professional knowledge, more often they are used for applicants for such professions as an accountant, financier, engineer to determine the level of knowledge of basic knowledge abilities and skills of a specialty. But these tests should not be used in the evaluation and selection of workers who have no work experience, if the candidate has not previously worked in a similar position or he does not have a special education [5].
Another modern method is the core business case - a method in which an example of a working situation is given to a candidate, the solution of which makes it possible to identify and evaluate key qualities for a given position, competencies, readiness to solve typical and non-standard tasks. In contrast to the competency-based interviews, where the candidate models past experience, case studies allow evaluating a person at the moment, but it is necessary to accurately and professionally select a work situation. Interestingly, this method can be used both
for evaluating newly hired employees and those already employed, for example, to further their advancement.
The effective work of any organization depends on the quality of its staff. It is important to choose an employee who will be suitable for the workplace in all respects: qualifications, skills, personal characteristics. A company can reduce time and material costs if hr-managers skillfully use the means and methods of personnel selection available to them, as the level of staff turnover and the need to find new employees will decrease. In addition, the correct choice of the applicant can increase productivity and, consequently, the profit of the organization [1].
When selecting personnel, it is best to use a complex of different methods, only then you can expect that the selected employees will meet the established selection criteria to the maximum and completely arrange the organization, since not one of the methods can reveal all the characteristics of a candidate applying for a particular position . The complexity of the methods will increase the objectivity of the results of the evaluation of the competencies of applicants.
Personnel service is also very important to understand the goals of the organization and in accordance with this, correctly build up their work, own relevant information on the labor market. The problem of personnel selection and selection does not lose its relevance, modern developing companies are paying more and more attention to this issue, understanding the role of personnel in its development.
Bibliography:
1. Atamanchuk G.V. Governance - social value and effectiveness. M., 2005.
2. Kravchenko K.A. Search and selection of personnel: History and the present. // Human Resource Management, 2005 - №12
3. Magura M.I. The basic principles of the personnel selection system. // Human Resource Management, 2004 - №11
4. Shichkina Yu.A., Karpuk N.V. Search and selection of personnel: A practical guide for managers and specialists of personnel services. - M .: CJSC Business School Intel-Sintez
5. Methods of business personnel assessment http://www.maximumrule.ru/mars-153-3.html (the date of appeal 04.11.2018)
