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IMPROVING PERSONNEL MANAGEMENT ON THE RATING EVALUATION BASE
Doctor of Economics, Professor Cherep Alla, 1Leibovich Alla
Zaporizhzhya National University, Economic Faculty; 1postgraduate student
ABSTRACT_
The analysis of personnel management methods, including rating management, is provided. It is need to improve the efficiency of labor, stabilize and improve the socio-psychological climate in the team while optimizing organizational structures and reducing the number of employees, today is relevant for many modern enterprises. Analysis of current trends HR educational institutions in movement education reforms in Ukraine is done. The expediency of using methods of rating management and human capital theory to improve personnel management is analyzed. The algorithm of introduction of personnel assessment at the enterprise is outlined, providing a gradual and deliberate use of a variety of approaches, forms, methods, elements taking into specifics of company. One of the priorities of the reform of the education system is the transition from traditional methods of human resources development to education - personnel management to a modern, proven practice in developed countries and the best domestic human resource management organizations - fundamentally different technologies for personnel management. Thus, this study has revealed that rating can be applied in various fields and sectors of activity. Widely if is used rating in the formation, marketing, advertising, economics, from the recent time - in management. Application of the rating is becoming relevant today, because, based on its main function, every head of the optimization of the workplace must have an objective assessment of the potential and personal contribution of employees to business development.
Introduction. In economically uncertain times ever need active efforts for the development of managerial innovation aimed at improving indigenous economic management of the country. This is due to the transformations taking place in the country that require specialist new type of excellent training capable of and skill, creativity and without "care" head to solve various tasks put forward at times, including to improve not only the economic benefit of the enterprise, but both general, professional, including the cultural self-development of the personnel.
In the business along with traditional HR is the formation and development of new, innovative areas such as remote personnel management, personal- management (Hr-management), event -management and so on. For the education of qualified personnel whose knowledge and skills meet the requirements of time, a modern system of secondary and higher education is needed. These are one of the most important growth factors as human capital, generator of new ideas, the key to the dynamic development of economy and society in general. To education really effectively perform these important tasks necessary update given current global trends of development of education in the broad social and economic context.
1. Literature Review / State-of-Arts / Research Background. The problem of personnel management has always been the subject of research domestic and foreign scientists belonging to various scientific schools. The following scientific problems are studied by F. Taylor, A. Maslow, D. McGregory, V. Ouchi, V. I. Kramarenko, G. V. Shchokin and others. The general problems of strategic management personnel in the organization, the growing importance of the experience of foreign enterprises in developing approaches to the priority of values are considered by such prominent researchers as I. Ansoff, K. Bowmen, O. S. Vihansky, O. I. Naumov, V. S. Ponomarenko and others. Some aspects of modern personnel management and education and training of young cadres reflected in the works S. Byelyaeva, M. Vinogradsky, M. Zhuravlova, J. Ivantsevycha, A. Kybanova, V. Kolpakov, A. Lobanova, S. Myhaylova, M. Murashko, G. Shchokina, O. Schura etc.
ARTICLE INFO
Received 2 September 2017 Accepted 14 September 2017 Published 7 October 2017
KEYWORDS
Personnel Management,
Education,
Rating,
Ranking.
© 2017 The Authors.
In addressing management issues including strategic training are in the works of E. V. Balatskiy [4], M. B. Dyuzhevoy [2], N. I. Ekimov [4]. Authors in their works indicate that workforce planning should take the form of target complex programs according to strategy development management company with mandatory taking into account the fundamental areas of modern personnel policies and demographic trends of scientific and technological progress, personnel evaluation and the results of its work, improvement of personnel work.
However, due to the complexity and multidisciplinary of this issue, in today's conditions there are issues that are not developed enough.
2. Methodology. The aim of this study is to study the feasibility of using methods of rating management and the theory of human capital; to improve personnel management and development personnel evaluation algorithm implementation in the enterprise.
It is need to improve the efficiency of labor, stabilize and improve the socio-psychological climate in the team while optimizing organizational structures and reducing the number of employees, today is relevant for many modern enterprises. Input ratings as assessment one helper on the other, allows a realistic assessment of many areas of process control systems, including objectively evaluate and optimize on the basis of existing enterprise business processes, which in turn will promote reasonable and effective restructuring of the organization in As a whole In the life of each enterprise there comes a period when knowledge of what its staff represents is becoming a key moment for the development of the organization itself, or for its preservation, survival under conditions such as the current economic crisis. It is then that there is a stage for applying to the rating (rating) of the personnel, that would not make emotional, subjective actions connected with reduction, dismissal or transfer of personnel of the enterprise. The conducted studies have shown [2] that exemption and reduction in enterprises are not based on economic efficiency of the individual worker, not according to the evaluation of its work and personal contribution to the development of business, and the subjective criteria, including: pre-retirement age employees (including retired people), recent employment in the company (in some cases, from 1 year to 3 years), marketing staff, personnel management services, in some cases the whole service, units, including psychologists and many other professionals under enterprises.
Strategy of reforming public management and civil service for 2016 - 2020 years says: "Analysis of trends in public administration reform in Ukraine over the past 10 years shows that it is moving to a model of new public management. However, despite the fact that since the proclamation of Ukraine's independence, the organizational structure of the management apparatus has undergone around 350 transformations, today public administration is still not in line with the country's strategic course towards European standards of democratic governance, since it remains ineffective, inclined to corruption, internally controversial due to a built-in conflict of interests, overly centralized, closed from society, unwieldy and detached from the needs of the citizen". [1] Such a statement can be fully attributed to the management of education.
One of the priorities of the reform of the education system is the transition from traditional methods of human resources development to education - personnel management to a modern, proven practice in developed countries and the best domestic human resource management organizations -fundamentally different technologies for personnel management.
In the system of education of Ukraine, the current practice of personnel management is reduced to the fact that the personnel services of the education management bodies are mainly engaged in the registration of documents, organizational support for the competitive selection of candidates for the position and the conduct of certification of employees. Instead, the introduction of human resources management technologies involves an active involvement of the human resources service in the strategic development of the organization.
It should be noted that this strategy is connected with management education in general, and in this context the personnel work is one of the most vulnerable and imperfect directions of education authorities in Ukraine. Recommendations for its enhancement may be as follows:
1. The rating system has several rounds (from 3 to 10), each round must be worked out and logically completed, with the obligatory summing up of the tour, with the definition of the rank of the participants in each round and obligatory accountability.
2. Terms of rating: month, quarter, half year, year, etc.
3. The terms of the rating: the input staff rating (starting point of the reference, for further monitoring of the changes taking place with the employee), the main rating (basic indicators and criteria for the assessment of the position), raising the rating: the intensity of labor, employee's initiative, rationalization, Invention, etc. (This rating should not exceed the rating of the points), an
additional rating: participation in the social life of the enterprise, participation in the formation of a favorable socio-psychological microclimate in the team, assistance in the consolidation of the labor collective, the continuity of work experience at this enterprise, etc. (Should not exceed the points of the main rating), the final rating.
4. The high rating on the rating should allow the employee to claim some kind of incentive provided by the provisions and legislation of Ukraine. It may be: announcement of a friend, awarding an honorary certificate of the enterprise, placing on the Board of Honor of the enterprise (district, city, region), entering into the Book of Honor of the enterprise, awarding the breastplate of the enterprise, increasing the duration of annual paid leave, bonus, incentive, professional appreciation. "Best in the profession of the enterprise", a performance for the best in the industry in the industry, awarding a valuable gift, etc.
The algorithm of forming a rating system in the management of personnel at the enterprise, which involves the phased and purposeful use of various approaches, forms, methods, elements, taking into account the specifics of the enterprise, may have the form, which is presented in Fig. 1
Fig. 1. Algorithm for implementing the rating system Source: own authors idea.
Conclusion. Thus, this study has revealed that rating can be applied in various fields and sectors of activity. Widely if is used rating in the formation, marketing, advertising, economics, from the recent time - in management. Application of the rating is becoming relevant today, because, based on its main function, every head of the optimization of the workplace must have an objective assessment of the potential and personal contribution of employees to business development.
REFERENCES
1. The concept of State Program of Reforming Public Management and Civil Service for 2015 -2020 [Electronic resource]. - Access mode: Www.guds.gov.ua/document/284913/koncept_ds.doc
2. The draft National Strategy for Education in Ukraine for 2012-2021 [Electronic resource]. - Access mode: http://www.mon.gov.ua/index.php/ua/zvyazki-z-gromadskistyu-ta-zmi/gromadske-obgovorennya/4710
3. Balatskyy E. V. (2011), Comparative reliability of global university ratings, Journal of the New Economic Association, 11, p. 127 - 140.
