Personal’s Management Systems in Georgia’s Public Structures

Abstract

The real revolution in staff work was due to the systemic approach to management after the World War II. The Establishment of system management has led to the development of human resources management principally with the new management of staff management. This technology has been incorporated into the strategic management system and the personnel management function has become the competent authority of corporations. The character of the personnel policy has changed: it has become more active and purposeful. Although the differences in the internal domestic traditions of the personnel are quite large, it is possible to allocate a number of common characteristics of staff management that were developed and disseminated in the developed nations in the XX century. On the background of radical changes in corporation management within 15-20 years, it is surprising that the personnel management, which is quite normal and marginalized, has not completely disappeared, but on the contrary, real prosperity. The main reason is the third "architectural" model of dominating management in practice in the 80s. Instead of a rather fragmented structure of staff management used during the dominance of the first and second model of personnel management, the management system is established, primarily focused on human capital development. The mission of this system - among the other prior strategic goals of the corporation, is to realize the main goals of its personnel policy. Keywords: personnel management, sales management, human resources, management models, strategically plans, inner communication, management effectiveness.