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для посещения лечебно-оздоровительных курортов.
Всё это является толчками для быстрого развития данного вида туризма во всех странах мира.
Список использованной литературы:
1.Ветитнев, А.М. Курортное дело [Текст] / А.М. Ветитнев, Л.Б. Журавлева. - М.: КНОРУС, 2007.
2.Кусков, А.С. Основы курортологии [Текст] /А.С. Кусков, Л.В. Макарцева. - Учеб. пособие. -Саратов, 2002.
3.Николаенко, Д.В. Рекреационная география [Текст] /Д.В. Николаенко - М., 2001.
4.Соколова, М.В. История туризма [Текст] /М.В. Соколова. - М.: Академия, 2004.
Дададжанова Мартабохон Махмудовна Кандидат экономических наук, доцент Андижанский машиностроительный институт Кафедра "Организация промышленного производства" DOI: 10.24412/2520-6990-2022-16139-45-48 ВОПРОСЫ ЭФФЕКТИВНОСТИ СИСТЕМЫ УПРАВЛЕНИЯ ПЕРСОНАЛОМ НА СОВРЕМЕННЫХ ПРЕДПРИЯТИЯХ
Dadajanova Martaboxon Mahmudovna
Candidate of Economic Sciences, dotsent Andijan Machine-Building Institute "Organization of industrial production" department
ISSUES OF THE EFFICIENCY OF THE HR MANAGEMENT SYSTEM IN MODERN ENTERPRISES
Аннотация.
В данной статье был разработан ряд рекомендаций по повышению эффективности системы персонального управления на современных предприятиях, при этом был проведен комплексный анализ.
Abstract.
In this article, a number of recommendations have been developed on improving the efficiency of the personal management system in modern enterprises, while a comprehensive analysis has been carried out.
Ключевые слова: Система персонального управления, инновации, цифровая экономика, корпоративный подход, личность сотрудника, корпоративное управление личностью, комбинация.
Keywords: Personal management system, innovation, digital economy, corporate approach, employee personality, corporate governance of personal, combination.
Today, our country aims to occupy a strong position in the ranks of advanced and developed countries. And the reforms carried out in this regard are aimed at creating decent living conditions for our people. In the following years, Uzbekistan's large steps are recognized by the world community.
In the address of the head of our state to the Oliy Majlis in 2020, "in order to achieve progress, it is necessary and necessary that we acquire digital knowledge and modern information technologies. This gives us the opportunity to go on the shortest path to growth," he said, noting that the task of moving to the digital economy in the next five years was defined as a resolute goal [1]. Digital economy this is the transfer of the existing economy to the new system by creating new technologies and business models and introducing them into everyday life. At the same time, the digital economy is a system that can be implemented on the basis of the use of digital technologies of economic, social and cultural relations.From this point of view, when we look at it, the management system of personal will consist in selecting and maintaining the necessary personnel for the organization, their professional training, proper evaluation of the activities, actions of each employee and increasing their efficiency. In particular, the formation of modern organizations consisting of highly
qualified personnel at the stage of innovative development of our economy remains a requirement of the present period. One of our research objectives is to build and broaden the foundations of a new paradigm of personal management, which affects the proper organization of organizational structure in modern enterprises and how it is implemented in practice. In this process, in fact, a common phenomenon, it is important to first take into account the variety of orientation to the personality of the employee in the management process, but in practice the opposite is observed. An individual is understood here as a trait that belongs to an individual, and an individual orientation as an individualiza-tion means adaptation to the characteristics of a particular employee's individual professional requirements and forms of communication with management. The issues of individual values are decreasing and technological problems are rising to the forefront. In this regard, modern information technology is more effectively solving this problem, that is, it dictates the conditions for the provision of other characteristics and professional abilities of the employee. The classical approach to the management of personal interprets the management of personal as the process of labor activity and the organization of employees: jaryonida the performance of personnel functions jaryonida the sum of the principles, methods and means of influence on the behavior
and performance of employees in order to guide them in the effective application of knowledge and Skills[2]. Condemning the traditional view of the leader as the driving force of a single management process, he rejects that the personality of the leader as the controller can influence the employees at hand[3]. This type of interpretation has defined the methodological way of absolute contrast to the development of the" leader -employee " system. Thus, in solving the tasks of the organization, the concepts of "status - activity", "objectivity - uniqueness of the subject", "influence" of the leader on the employee appeared. In these concepts, a dialectic of the analysis of human and organizational development arises: the leading force of the development of personality not only in the individual, but also in the organization and society.
Recognition of the social nature of the above concepts that ensures employee development goes beyond the individual boundary of the subject and leads to the entry into a relationship with the environment. The methodological essence of the listed categories is that the control over the activities of the individual only covers the circle of the organization in which the structure of the interaction and relations is formed, rather than within the individual. The new paradigm embodies a solution to specific automatism problems in the human management experience that include. The new paradigm of the management of personal research questions is not only the inertia of management practice, but also the methods of the leader's ability to think.
The next change directions of the paradigm are the characteristics of open systems: it includes taking into account the requirements of the dynamics of the organization's goals, the interaction of the organization with the external environment, the change in the demand of customers and the Coordination of organizational goals with them, the development of cooperation and relations in the process of Labor.
• In modern enterprises, we consider it expedient to define the following main directions, proceeding from the interpretation of this type of paradigm of management of personal:
• Rationalistic approach to the management of personal: to develop a management system that will respond to the final results of the activities of the personnel;
•Attitude approach: the objective is to form an environment that determines the effectiveness of the activities of the organization and transfers the official rationalistic model of the organization to the feedback of the management authorities;
• Cooperation and interaction of managers and employees: the goal is to create a favorable zone for the prospective development of each employee, ensuring the competitiveness and sustainable development of the organization.
The paradigm features that we offer in the management of personal in modern enterprises are the following: the systematic approach to the management of personal in enterprises provides a unified approach, principles, objectives, functions and organizational structure, the systematic approach to the management of personal should be the leader.
The concept of managing personal we can classify as follows:
- It is based on the concept of having an organization in the form of an open system, to go economic activities kengaytirib through the implementation of independent functions of the personal on issues that have not previously been included in the organization's competence (Strategic Planning, marketing Research, foreign economic activity and taking into account the wishes and requirements of consumers and the whole;
- Variety of management methods, control of labor activity based on "hard" and "soft" elements in the organization: in the transition period personalga relatively reduced the share of command, "hard" handle, in modern conditions the responsibility of the result of employee activity is promoted, the performance of the tasks assigned to him, the application of "soft" levers of the control of personal motivation by means of social cooperation. The formation, functioning and development of an organization in the form of a socially oriented system determines its two social roles: the satisfaction of the society's need for services to be developed and rendered, the solution of the social problems of the labor community; the first direction is aimed at developing the relations of the employees of the organization with the external environmenttirishga (the need to study, formulate and satisfy customer needs), the second direction is aimed at solving issues related to the formation of relations between the employees of the organization, determining the position of the organization in society in the external environment.
The transition to self - management and three-stage goal compliance in all the stages of the organization: it includes maintaining the stability of the organization in the society, the orientation to the goal (external organizational goals that have arisen as a result of the effective internal development of the organization) and the aspiration of Sarah to the goal (the organization itself chooses and achieves its goals), for the implementation of the listed rules, it is necessary to ensure the development of labor legislation.
Compared to the traditional approaches to the management of personal per the system of forms, methods and principles of influence has been defined in this paradigm as the role, interaction and influence of individual - position factors and the importance of personality (manager and employee), directed towards the client. In this way, as a fundamental aspect of the paradigm of the management of personal in organizations, not employee activity, but changes in the socio - economic elements of tourist structures are taken into account. This type of paradigm we interpret as the interaction between the activities of managers and employees in effective cooperation and the orientation to customer needs. As criteria for assessing the effectiveness of interaction, components of motivation - meaningful and focused - research are introduced, which increase the importance of personal experience of the employee, and not execution, flexibility and reproduction. This affects the organizational structure of the leader and changes the quota of his practical assistance activities. The effectiveness of the activities mastered in this context will increase, since the person between the
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manager, the employee and the client will ensure the transformation from a mutually binding form that increases the positive side of the relationship to a self-organizing process.
In the process integrity, the indicators of the concrete nature and interrelationships of the organization along with the system organizers and systematic sequencing are of decisive importance and place in the activity under study[4].
Based on our proposed paradigm, it is an expression from the formation of a new model of the management of personal in enterprises. As the main adhesives of the new model, we consider the following to be the purpose of the cometirib transition:
• Komplex approach to the management of personal objectives of the dynamics-based personal management system;
• Personal management system that enables the process of managing personal in a dynamic environment to perform its functions;
• Organization of management of personal based on objective and sub-dynamic factors and effective use of personal in Organization activities, customer oriented.
On the basis of the presented paradigm, we will be able to trace the modern model of the parsonal control system in the following form:
- Set the goal of managing the personal based on the results of the analysis of diagnostic studies and the requirements of the client;
- Formation of a personal management system based on the object and sub-factors of interaction in the team;
- Corporate culture.
As a multi-ukladic process of managing personal, firstly, it is classified as a complex management process and secondly, personal is the most dependent and unconventional management object in an organization. As a result of the specialization of enterprises, the dependence of managers on their employees (technical specialists, economists, commercial and other directions) in decision-making has significantly increased. The responsibility of the decisions taken in the process of interaction between the internal divisions lies in the leader. The complexity of the problems arising from the competition of enterprises and their increased demand for high-qualification employees, which in turn led to the optimism of the management and planning of personal.
Below we will be able to classify the complexity of the process of managing personal:
• selection of personal professional training in relation to the movement of positions and these processes - in these processes, managers should take into account the problems and difficulties in the psycho - physiological, socio - household and aspect that arise in the employee and influence the change in the needs of personal;
• age, belonging to social groups, nationality, world view and other characteristics in Personnel Management constitute the social problems of Personnel Management;
• the complexity of the management of the labor
process is associated with the abundance of information and its understanding (many examples can be cited that managers are based on incorrect asymmetric information about the development and lifestyle of the organization personali);
• the process of transformation of personal (change of purpose, advantages and needs) occurs when the external environment is in conflict with the working environment, which forces it to influence and make new decisions;
• the complexity of the management of labor activities in customer-oriented organizations is associated with the Coordination of the needs of shareholders, personal, suppliers, competitors and society;
• technical base of the organization:
• the system of mechanization, computerization and automation of labor management intellectual potential,
• leads to an increase in creativity and awareness;
• granting managers the right to enter news;
• compliance with the norms of ergonomics and aesthetics of Labor;
• instutsional bases regulate issues.
In our opinion, the nature of the management of personal is manifested for the purpose - to optimize the interaction of the management system of personal and its subsystem elements, to increase the efficiency of the organization through the arrangement of mutual proportionality of the production activities of employees.
On the part of us, as a support of the concept of personal management in the enterprises that have been put forward, the following is intended to be used::
• Terminologically "system of Organization of enterprises", "management of personal in enterprises", "management of human resources";
• modeling the behavior of individuals with the aim of improving the quality of external environment monitoring and production, service activities and communication culture in order to meet the needs of consumers and discover new sources and means of strategic development of the enterprise;
*to clarify the laws of the management system of personal and the principles of the management of personal;
• detailing the personalii management system, taking into account the object, subject and integral Om;
• diversification of socio - economic indicators of the effectiveness of the management system of personal.
The proposed concept provides for the advantages associated with strategic programs in the management of the parcel of enterprises, structural reorganization, development of the parcel, evaluation of the result of the activity of the requirements for the goal, task and qualification of a particular place of work and the procedure for remuneration for Labor. There are the following theoretical and methodological aspects of the concept:
- to increase the effectiveness of all activities of the personnel in the enterprises and to guide the com-
prehensive development of the personality of the employee;
- to organize events dedicated to the aggregation of the management process of personal, that is, its improvement, increasing the level of information and scientific accessibility;
- to implement models of management of personal based on leading national and foreign experience in order to ensure the competitiveness of the organization and the Labor team;
- monitoring the external environment resulting from the life cycle phase of the organization, innovative design and planning, implementation of prospective projects and the management system of personal;
- coordination of all subsystem systems of an organization in order to ensure effective co-operation, integration, communication;
- to provide specialization and co-operation in the activities of personal;
- to ensure their cooperation and interaction with the aim of organizing effective activities of managers and employees.
The concept of personal management, which is recommended by US, requires the choice of a model based on the organizational structure, forms and methods by which modern enterprises carry out rational activities and develop the management system of personal management (Table 1).
1-table.
Basic principles and functions of personalii management in modern enterprises
Principles Functions
Aggregation of the process of managing personal ■ Ration of relations, Organization of Labor and means of Labor; ■ Design and improve the efficiency of the labor process; ■ Division of Labor and cooperation.
Increasing labor productivity in modern enterprises Rational use of labor resources: ■ Motivation and motivation of personal; ■ Rationalization of methods and methods of Labor; ■ Improve employee skills; ■ Normalization of Labor performancetrish; ■ Reduction of personnel resettlement; ■ Strengthening the labor order.
Applying advanced experiments ■ Improve employee skills; ■ Exchange of experience; ■ Teacher-shogird relations; ■ Management advice.
External environment monitoring in the management of modern enterprises personal ■ Compliance with the needs and objectives of the management of personal in modern enterprises; ■ Analysis of the decisions to be made.
Targeted specialization and cooperative ■ Rational assessment of labor resource costs; ■ Monitoring of the physical and socio - psychological competence of the employee
Interaction and interaction between the leader and the personal ■ Increase labor intensity; ■ Creative development of employee personality; ■ Increase in the competitiveness of the enterprise.
The paradigm of personal management in modern enterprises, that is, the personlani method of corporate management, which we put forward from the side, covers the impact of exogen factors on the organization, the transformation of the need of the client, the issues of compliance between the objectives of the enterprise and the methods and methods of personal management. In its place, it leads to the optimism of the collaborative activities of the managers and employees. The effectiveness of interaction, in turn, depends not only on the performance and adaptability of the employee's activities, but also on the components
of motivation - consciousness and orientation - research, which leads to the relevance of the personal experience of the employee.
List of used literature:
1.Address Of The President Of The Republic Of Uzbekistan Shavkat Mirziyoyev To The Supreme Assembly. 24.01.2020. http:/ / www.press-service. uz
2.Marr S, Schmidt G. Upravlenie personalom v usloviyax sosialnoy rnochnoy ekonomiki.M.,2009.-
3.Armstrong M. Praktika upravleniya chelovecheskimi resource. - M., 2012.
4.Kaming M.A. Theory I personala praktika menedjmenta. - M.: Novosti, 2015.
