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0PPSUTLSC-2024
PRACTICAL PROBLEMS ANO SOLUTIONS TO THE USE OF THEORETICAL LAWS IN THE SCIENCES OF THE 2IST CENTURY
tashkent, o-8 MAv 2004 www.in-academy.uz
EFFECTIVE MANAGEMENT OF LABOR RESOURCES IN ENTERPRISE MANAGEMENT AND ITS IMPROVEMENT
Musaxonov Rustam Musaxon o'g'li
Faculty of economics, an assistant Department of General Economic Sciences, University of Tashkent for Applied Sciences, Gavhar Street 1st house, Tashkent 100149, Uzbekistan ron25my@gmail.com ORCID ID: 0009-0002-9003-4978 https://doi.org/10.5281/zenodo.13335309 Annotation: Currently, enterprises need to focus on innovative products or strategic marketing, but also on an often overlooked element, the workforce. Human capital, the collective skills, knowledge and experience of employees, is undoubtedly the most valuable asset that is the heart of an enterprise. Optimizing the management of these labor resources is no longer a secondary issue, but a central pillar of effective enterprise management. This article explores the fundamental principles of effective human resource management, strategies and techniques that not only attract and retain top talent, but also unlock their full potential, resulting in increased productivity, innovation, and long-term business success. In the modern business environment, companies are distinguished by how they manage their most valuable asset -human resources. Effective management of labor resources is the key to sustainable development of the enterprise and dominance in the market. The success of the enterprise directly depends on the skills, motivation and loyalty of its employees, therefore, improving the labor resources management system is of great importance in achieving the strategic goals of the enterprise. This process covers all stages from the selection of employees to their development and helps to increase the overall efficiency of the enterprise.
Keywords: enterprise, labor resources, management, capital, resources, labor.
1 INTRODUCTION
Enterprise management involves the comprehensive management and control of the resources, operations and strategic direction of the organization. It involves the Coordination of various functions and departments within the enterprise in order to effectively achieve its main goals and objectives. The main goal of enterprise management will be to optimize the use of resources, increase efficiency and ensure sustainable growth and profitability. Key components of enterprise management include Strategic Planning, Financial Management, Operations Management, Human Resource Management, Marketing Management, Risk Management, and corporate governance. Each of these components plays a decisive role in ensuring the smooth operation and success of the enterprise. Strategic planning involves setting long-term goals, setting strategies to achieve them, and, accordingly, coordinating resources and actions. Financial management involves managing the finances of the organization, ensuring compliance with the requirements for budgeting, drawing up financial statements and regulation. Operations management focuses on optimizing processes, workflows, and systems to simplify operations and improve efficiency. Management of labor resources in enterprise management involves the selection, training, development and management of personnel to ensure compliance with the goals and values of the organization. Marketing management includes activities related to market research, branding, advertising, and customer relationship management to advance an organization's product or services. Risk management involves identifying, evaluating, and mitigating risks
that may affect an organization's activities or goals. Corporate governance refers to a system of rules, practices and processes that govern and control an organization, ensuring accountability, transparency and ethical behavior. Effective enterprise management requires strong leadership, strategic thinking, and the ability to adapt to changing market dynamics and the business environment. It also includes the development of a culture of innovation, cooperation and continuous improvement to enhance the excellence and competitiveness of the organization. Having mastered these principles and practices, enterprises can overcome difficulties, take advantage of opportunities and achieve sustainable success in today's dynamic and complex business space.
2 RESEARCH METHODOLOGY
In the management of an enterprise, human resource management is an important function that involves the control of all aspects related to the labor force of an organization. It includes various processes aimed at attracting, developing, stimulating and maintaining talented individuals who contribute to the achievement of the goals and objectives of the enterprise. One of the main goals of managing labor resources in enterprise management is to ensure that the organization has the right people with the right qualifications in the right positions. This includes recruitment and selection processes to identify and recruit individuals with the necessary qualifications, experience and cultural conformity for the organization. Once employees are hired, labor resource management focuses on their development and growth. This includes providing training and development opportunities to improve their skills, knowledge and abilities. In addition, it includes
PPSUTLSC-2024
PRACTICAL PROBLEMS ANO SOLUTIONS TO THE USE OF THEORETICAL LAWS IN THE SCIENCES OF THE 2IST CENTURY
tashkent, o-8 MAv 2004 www.in-academy.uz
efficiency management processes to set specific assumptions, provide feedback, and assess employee performance. Recruitment and incentives are also important aspects of labor resource management in enterprise management. Employees involved and encouraged are more likely to be effective, innovative, and committed to organizational success. Therefore, labor resources professionals work to create a positive work environment, recognize and reward employee contributions, and solve any problems or problems that may arise. In addition, labor resource management plays a key role in managing employee relations and ensuring compliance with labor laws and regulations. This includes a fair and consistent review of employee complaints, disputes and disciplinary penalties, as well as awareness of relevant legislative requirements.
Management of labor resources in enterprise management is an integral part of the overall success and stability of the organization. By effectively managing the workforce, organizations can use their human capital to promote efficiency, innovation, and growth in a competitive business environment. In enterprise management, labor resource management involves understanding and solving various problems and considerations related to labor within an organization. Recruitment and selection: effective management of Labor resources begins with the recruitment and selection of the right candidates for the organization. This involves identifying specific skills, qualifications and competencies necessary for various roles and positions within the enterprise. In addition, aspects such as cultural conformity, diversity and inclusiveness must also be taken into account during the recruitment process. Workforce planning: businesses must engage in workforce planning to ensure that they have the number of employees with the necessary qualifications at the right time. This involves predicting future Labor needs based on business goals, analyzing the existing workforce demographics, and identifying any qualification gaps or deficits that may exist.
Education and development: investing in the training and development of employees is essential to improve their skills, knowledge and abilities. This includes continuing curricula, workshops, and providing opportunities for professional growth and advancement. Businesses can improve efficiency, innovation, and employee retention by developing their workforce.
Performance management: labor resource management also includes waiting for accurate results, providing regular feedback, and evaluating employee performance. Efficiency management processes such as goal setting, performance evaluation, and efficiency improvement plans help to align individual productivity with organizational goals and objectives.
Recruitment and retention: recruitment and retention are essential to maintaining a motivated and efficient workforce. Businesses can achieve this by creating a positive work environment, fostering open dialogue, recognizing and rewarding employee contributions, and
offering competitive compensation and benefit packages.
Compliance and legal considerations: enterprises must ensure compliance with industrial standards governing labor laws, regulatory documents and employment practices. This includes compliance with regulations related to wages, working hours, labor protection and safety and equal employment opportunities. Awareness of relevant legal requirements and the application of appropriate policies and procedures are important to reduce legal risks and maintain ethical and responsible labor practices.
Adaptation to changing labor trends: businesses must be aware of emerging labor trends and dynamics, such as remote work, flexible planning, and concert economics. Technological advances and the application of innovative work procedures help organizations attract and retain high talent while remaining competitive in the market.
In general, effective management of labor resources in enterprise management requires a strategic and holistic approach that solves various needs and problems of the workforce. By prioritizing recruitment, training, engagement, adaptation, and adaptation to changing trends, businesses can optimize their labor resources and achieve sustainable growth and success.
Problems in the management of labor resources in enterprise management: high turnover rates.
Reasons: dissatisfaction with working conditions, lack of opportunities for career advancement, mismanagement, improper compensation and benefits. Solutions: conduct exit interviews to understand the causes of the turnover and solve the main problems. Improving working conditions, providing a supportive working environment and ensuring a balance of work and life. Offering recruitment programs, training and promotion opportunities. Review compensation and benefits packages to stay competitive in the market. Conduct leadership training for managers to improve relationships with employees and reduce turnover.
Problem: lack of skills. Reasons: rapid technological progress, changing market requirements, training and development programs are not enough. Solutions: analyze qualification gaps to identify areas of need and prioritize educational initiatives; invest in employee training and development programs to improve skills and abilities; collaborate with educational institutions or professional organizations to access specialized learning resources; To diversify skill sets and implement cross-training programs to increase flexibility in the workforce; offering tuition or sponsorship for further education or certification would be one of the most sensible solutions.
Problem: reasons for low employee morale and activity: lack of recognition, poor communication, ineffective leadership, uncertain goals and expectations. Solutions: implement employee recognition programs to recognize and reward outstanding performance; promote open communication channels, encourage feedback and quickly address concerns; create
PPSUTLSC-2024
PRACTICAL PROBLEMS ANO SOLUTIONS TO THE USE OF THEORETICAL LAWS IN THE SCIENCES OF THE 2IST CENTURY
tashkent, o-8 may 2004 www.in-academy.uz
opportunities for employee participation in decisionmaking processes and goal setting; Develop strong leadership skills among managers to inspire and motivate employees; organizational goals and expectations must be clearly demonstrated to align employee efforts with company goals. Problem: causes of labor diversity and inclusion problems: bias and discrimination, lack of diversity initiatives, inadequate support for underrepresented groups. Solutions: establishing diversity and inclusion initiatives, including training programs and staff resource groups; Introducing inclusive recruitment practices to attract different talents and mitigate bias in recruitment processes; creating respect and appropriate culture through awareness of diversity and promotion of cultural sensitivity. Providing mentoring and support programs for underrepresented groups to support career growth and development; diversity indicators need to be regularly evaluated and reviewed to track progress and identify directions for improvement. Solution method: problem identification: is an in-depth analysis and data collection to understand the root causes of problems related to labor resources. Strategy development: the formation of a comprehensive plan with specific goals, tasks and stages of action to solve identified problems. Implementation of solutions: it will be necessary to move the strategy, distribute resources and responsibilities as needed in order to effectively carry out the plan. Development tracking: it is necessary to regularly evaluate the effectiveness of solutions implemented through indicators, feedback and performance indicators. Adjusting them when necessary: continuous assessment and improvement of the approach based on feedback and developing situations to ensure continuous improvement and success.
3 ANALYSIS AND RESULTS
By effectively solving labor resource management problems in an organization, several positive results can be achieved: improved employee retention: solving problems such as high turnover rates and low morale can lead to increased employee satisfaction and loyalty. As a result, the organization can retain its best talent for a longer period of time, reducing the costs associated with hiring, recruiting, and training new employees. Enhanced productivity: when employees are stimulated, engaged and equipped with the necessary skills, they can achieve the best result. By providing a supportive work environment, growth opportunities, and clear expectations, organizations can increase employee productivity and productivity. High-quality product: skilled and engaged labor is more likely to produce high-quality work and achieve excellent results. Overcoming the lack of qualifications and providing training and development opportunities allows employees to dominate their roles and contribute to the success of the organization. Increased innovation and creativity: a diverse and inclusive workforce develops a culture of innovation, creativity and problem solving. By encouraging diversity initiatives and encouraging
collaboration between employees from different backgrounds and perspectives, organizations can encourage innovation and be ahead of competitors. Stronger employer brand: organizations that prioritize employee satisfaction, development, and inclusion gain a positive reputation as the employer of choice. This can attract a high level of talent, increase the brand reputation of the organization and create a competitive advantage in the market. Improving relationships with employees: solving problems such as poor communication, ineffective leadership and bias can improve employee relationships and create a harmonious working environment. When employees feel valued, respected and heard, they can cooperate effectively and support each other in achieving common goals. Increasing customer satisfaction: the diligent and skilled workforce is better equipped to meet customer needs and provide excellent service. Organizations can increase customer satisfaction, loyalty, and retention by investing in employee training, development, and engagement. In general, solving labor resource management problems can lead to a number of positive results that contribute to the success of the organization, including employee retention, efficiency, product quality, innovation, Employer Brand, employee relations and customer satisfaction.
CONCLUSIONS AND SUGGESTIONS
Effective management of labor resources in the field of enterprise management is the basis of the success of the organization. It is a multifaceted work that requires intelligent leadership, strategic vision, and a deep understanding of the complex dynamics within the workforce. As businesses move through the complexities of today's business landscape, they face many challenges in managing labor resources efficiently. From high turnover rates and lack of skills to problems of diversity and inclusiveness, organizations have to go through a variety of obstacles to take advantage of the full potential of human capital. Solving these problems requires a multifaceted approach that covers various aspects of Human Resource Management. Recruitment and selection processes must be improved to ensure the acquisition of high talent, while training and development initiatives must be carried out to educate the skills and competencies necessary for the success of the organization. Efficiency management systems must be designed to provide meaningful feedback and recognition, while employee engagement strategies must foster a culture of collaboration, innovation, and empowerment. In addition, organizations must be vigilant in their efforts to promote diversity and inclusion while recognizing the inherent value of the workforce that reflects the rich tapestry of human experience. By adopting diversity, organizations can use broader perspectives, ideas, and concepts to increase creativity, innovation, and competitiveness. Nevertheless, the journey towards the effective management of labor resources does not end only with the alleviation of difficulties - it stretches to tirelessly striving for improvement and optimization.
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PRACTICAL PROBLEMS AND SOLUTIONS TO THE USE OF THEORETICAL LAWS IN THE SCIENCES OF THE 2IST CENTURY
TASHKENT.MM.Y20M WWW.in-aCademy.UZ
Organizations must constantly evaluate and improve their human resource management practices, seek innovative solutions and best practices that allow them to adapt to emerging market dynamics and emerging trends. Thus, organizations can present themselves as employers of choice, attract and retain the best talents, stimulate productivity and innovation, and ultimately achieve sustainable growth and success in the ever-changing landscape of modern business. In conclusion, effective management of labor resources is not just a registration task, but a strategic imperative that is the basis of the success of this organization. By addressing issues, encouraging inclusion, and striving for continuous improvement, organizations can open up the full potential of their workforce to set a path towards a future marked by innovation, resilience, and prosperity.
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