УПРАВЛІННЯ РОЗВИТКОМ ПЕРСОНАЛУ

Abstract

The article considers the current goals of staff development, areas of staff development, some principles of staff development, namely: individuality, interest of the company and employee in career development, material incentives, moral incentives, compulsory professional growth, social and psychological comfort and objectivity. The process of personnel development management has many aspects, as evidenced by the large number of points of view and different management methods; they include professional growth, continuing education in the workplace, staff development, and renewal of human resource management methods, talent management and other combinations of these aspects. Particular attention is paid to staff development strategies. After all, the need to train staffs that are able to qualitatively solve a wide range of problems necessitates a strategy of staff development. Situational and system strategies, as well as their components, as a set of actions and a sequence of decisions to assess, analyze and develop the necessary system of influence on staff to ensure the achievement of the necessary overall competitive potential to implement the chosen development strategy. Directive, interactive and personal methods of personnel development are also highlighted. It is noted that the basis of directive methods is the interaction of the student with the mentor, instructor, teacher, coach. There are such methods as: lectures, seminars, mentoring, instruction, training, secondment. In turn, interactive methods are seen as the participation of staff in training, in which a large role is given to modern technological capabilities. Interactive methods are presented: adaptation of personnel in the organization, distance learning, online conferences and webinars, video lessons. And personal methods are based on self-education and self-training of staff. Considerable attention is also paid to the types and forms of staff training. The need to synchronize detailed personnel development programs with the main business strategy is considered. After all, a successful program of personnel development management in the organization starts from the synchronization of personnel development strategy and enterprise development strategy.