MEI Fundamentals of Personnel Management. Counter opera

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Question 1. What are the concepts of personnel management you know?
Question 2. Explain the notion of "organizational culture" and "corporate culture".
Question 3. What types of organizational cultures do you know?
Question 4. What are the main paradigms of personnel management in the 20th century?
Question 5 What is the difference between a functional organizational structure and a linear one?
Question 6. What factors influence the process of recruiting candidates
Question 7. What methods of rationing of labor do you know?
Question 8 What are the stages of professional development for a specialist?
Question 9. What are the methods of labor evaluation you know?
Question 10. What principles of personnel management of a crisis enterprise should be taken into account by the manager?

Additional information

Question 1. What are the concepts of personnel management you know?

In the theory of management, there are different approaches to the analysis of the role of man in production.
In general, four concepts are distinguished depending on the gravitation of the economic or social system, depending on the consideration of the worker as a resource and as a person in the production process:

1. Human resource management. It is based on the social system, the employee is considered as a resource of the organization.
2. Social management. Based on the social system, the employee is treated as a person.
3. Managing Human Resources. It is based on the economic system, a person is viewed as a resource of the organization.
4. Personnel management. It is based on the economic system, a person is considered a person.

The system of work with personnel is a set of principles and methods of management of workers and employees in the organization.
The system of work with the personnel of the organization consists of 6 interconnected subsystems:
1. Personnel policy. Defines the general line and the basic attitudes in the work with the staff for the long term (includes the styles of leadership, the organization´s philosophy, the rules of internal labor regulations, collective agreement, etc.).
2. Recruitment. It consists in the formation of a reserve of personnel to fill vacancies (includes the calculation of the needs for personnel, the model of workplaces, the professional selection of personnel, the interview).
3. Evaluation of staff. It is carried out to determine the discrepancy between the employee of a vacant or occupied position. (Includes methods for assessing staff, assessing the potential of employees, assessing individual contributions and attesting staff).
4. Staffing. Provides continuous movement of personnel based on the results of assessing their potential, individual contribution, planned career and the availability of vacant posts (includes typical career models, career planning, conditions and wages, personnel turnover, rotation).
5. Adaptation of staff. Adaptation to the changing conditions of the external environment of the organization, and individual workers to the workplace, the workforce (includes a probationary period, adaptation of young professionals, mentoring and counseling, development of human resources).
6. Training of personnel. It is designed to ensure the compliance of professional knowledge and skills of employees with modern level of production and management (includes professional training, advanced training, retraining of personnel, additional education).


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