Abstract
The specifics of human resource management primarily consider the work with the personnel of enterprises and organizations, and the basic concept that existed earlier said that the human resource and personnel of enterprises and organizations are some expenses that need to be constantly repaid. Now, personnel-human resources are considered as the resources of the enterprise, and this approach is used to increase the understanding of the belonging of employees and more effective use of their competencies in the organization system. Respectively, as resources are one of the most important characteristics of the enterprise and personnel should be attributed to the resources necessary for the sustainable development and functioning of the enterprise. The general concept of human resource management provides for a set of certain beliefs and suggestions that are formed and focused in one company, so you can talk about the corporate culture, about specific factors that are accepted in the company, and are, in turn, also a certain resource. The aim of the study is to form an up-to-date approach to improving the efficiency of human resource management at an industrial enterprise. Materials and methods. As part of the materials and methods, it is necessary to note the analysis of approaches, methods and models of human resource management presented in the scientific and technical literature, as well as the results of their implementation in the practice of industrial enterprise management. Results. The article substantiates the main scientific provisions and the need to form a general strategy for personnel development, which forms employees' self-determination in the organizational structure of the enterprise and the vector of their development, and the management has a clear idea in the development of personnel management decisions. Conclusion. A vague formulation, the absence of a personnel development strategy or its inconsistency with the general strategy of the enterprise and the dynamics of the influence of external and internal factors creates some uncertainty, which further leads to the “turnover” of personnel and does not allow achieving the goals set by the management of the enterprise.
Highlights
An extensive scientific and technical literature is devoted to the study of the analysis of the state and development of human resources of enterprises and organizations. [1, 4–8, 11, 14, 19]
The economic approach assigns a leading place in personnel management not to managerial, but to purely technical training of workers. This approach is based on: ensuring the unity of the leadership; creating a clear management vertical; separation of analytical and linear production structures of the enterprise; full subordination of the personal interests of the company's employees to the goals and objectives of the enterprise. This approach was most widely used for personnel management of enterprises in the Soviet Union
The organic approach brought this type of management activity far beyond the previously established functions of personnel services, when personnel functions from registration and control expanded and extended to the search and selection of employees, career
Summary
An extensive scientific and technical literature is devoted to the study of the analysis of the state and development of human resources of enterprises and organizations. [1, 4–8, 11, 14, 19]. Personnel management of industrial enterprises should begin with an analysis of the state of affairs, the forecast of development and determination of the desired results of the enterprise, i.e. first of all, a plan-forecast of sales (sales) of products, which should be based on carefully conducted marketing research, take into account long-term contracts and the forecast of market dynamics On this basis, several variants of the plan are drawn up. This is the key task of any company in the field of human resources management, the most important link in long-term personnel processes that provide competitive advantages to the enterprise due to the uniqueness of human potential and a high level of responsibility of all its employees. Establishing effective interaction with the structural divisions of the corporation is a certain guarantee of reducing such costs, especially in the field of optimizing the existing systems of remuneration and labor incentives
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