Personnel and production process management.

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Plan:

1. Recruiting and orienting new employees to the profession.

2. Personal qualities necessary for effective personnel management.

3. Improving leadership skills.

 

In general, staff means specialists in various fields, as well as skilled workers whose work requires special professional training. Qualified workers are usually people who graduated from secondary special, vocational and technical schools, special colleges, and have work experience. Managerial staff means employees whose professional activity is related to the performance of full-time production management duties.

The concept of management personnel is related to two concepts: personnel policy and personnel management. Personnel policy is intended for the long term and is understood as the direction of development of highly qualified management personnel with the necessary business, professional and personal qualities. The purpose of personnel policy is to develop a long-term program of personnel training and retraining in the enterprise.

The main thing in management is to work with people. In the management system, a person is the main factor in all processes of the company's activity. Everything starts with finding the right people to do the job. This is usually done by the human resources or HR department. If the company does not have such a department, this work is performed by the manager who is engaged in hiring people. The manager is not only responsible for finding the right person, but also for the employee's well-being. A worker who does a job he doesn't like, isn't suited to, and isn't used to being paid for will be unhappy and unproductive.

Staff are divided into several categories:

• workers (main workers, auxiliary production workers, supporting production workers);

• employees (managers, specialists, technicians, junior staff).

Such a division limits not only the activity content of personnel, but also their place in the organization. Workers are people who are directly involved in the creation of goods and services. Their main task is to perform the specified operations correctly and efficiently in their workplaces. The essence and content of servants comes from the meaning of service to workers. The more complex or out-of-control the product creation process becomes, the greater the need for employees.

The role of small business in the market economy has an impact on personnel policy. It is considered the most important factor that each member of a small business should be an entrepreneur first, because rapid changes in the situation require sensitivity, curiosity, initiative and risk taking by all employees.

This requirement is considered the most important problem of personnel management in small business. On the contrary, the role and importance of personnel in the small business management system can be considered as a contribution to the solution of the problem of economic development.

A small business will have limited human resource resources compared to a large enterprise.

It is known that all sources of personnel can be divided into two groups: internal sources and external sources. In large organizations, such a division refers to the following:

1. a) promotion of employees to internal resources, horizontal rotation, promotion and transfer of employees;

2. b) external sources include the labor exchange, recruitment through advertisements in the press, selection of personnel from among graduates, etc.

In small business, the external and internal division of resources comes from the criteria of intervention in the management of the organization and preservation of its culture. It is known that individuals have the properties of interaction during communication. In a small business, since the work team is small, interaction can change the management activities and procedures. In addition, a new employee comes in with his own skills and the established organizational culture can be disrupted.

These reasons show their characteristics in the concepts of resources in small business:

• the family and relatives of existing employees to internal resources. Their living environment is similar to the environment formed in a small business and does not conflict with the direction of business activity. In addition, the promotion of external employees can also be considered an internal resource to a limited extent. Promotion of the employee is limited by the lack of positions and stops the growth of the employee;

• external sources include sources of personnel that are independent of the organization's owner or culture. Small business usually does not use the labor exchange, educational institutions, mass media as a source of personnel, but selects from the external environmental factors that directly influence this organization.

For example: a small business chooses a qualified employee first among a graduate of a vocational college and a qualified employee working in a competing company.

It should be noted that the use of human resources is based on the goals of small business. In times of growth, small businesses are forced to outsource, but the level of reluctance is high because there is a lot of turnover of personnel who are not adapted to the conditions. In a stable or busy small business, staff turnover is more of a contingency than a plan. The need to hire a new employee arises due to the resignation of a working employee for several reasons, and it cannot be considered a beneficial situation for a small business.

 Personnel policy has strategy and tactics. Personnel strategy represents the main direction and goal at a certain stage of the development of society. The current events and activities with personnel represent the content of tactics of personnel work. Personnel work: includes selection, placement, transfer, promotion, scheduling, and leadership.

As a management system, the subject of personnel work is people and departments on special tasks. In enterprises, these are: manager, personnel supervisor, personnel department.

In personnel work, the objects of management are employees, employees, and people in managerial positions.

In the process of management, a lot depends on personnel, their business acumen, skills, knowledge and the desire to improve performance.

Analysis and planning of personnel needs is one of the important management issues.

The analysis of the need for employees is carried out taking into account the aspects of quantity and quality. Quantitative side - how much?, and quality side - who? He answers his questions. The current situation is studied and the need for employees for specific jobs is identified. In the course of the analysis, the following main issues are considered:

• how many employees work, what are their qualifications, where is the demand for personnel;

• recruitment opportunities and reserves;

• ways to effectively use employees;

•  staff development conditions;

• such as sources of funding for planned activities.

 Based on the results of the analysis, the required number of workers and the composition of professional and qualification are identified in planning. For this, the planned growth of the production program, production norms, increase of labor productivity and improvement of work composition are taken into account.

The total need for personnel (A) of the enterprise is defined as the sum of the basic need (I) and additional need for personnel (K) determined by the volume of production:

A = I + K. (7.1)

The basic need is determined by the ratio of production volume (IX) to labor productivity (MU):

                                          I = IX \ MU. (7.2)

More detailed calculations are made for individual categories of employees.

When identifying additional staffing needs, it is identified as the difference between the staffing needs in the planned (Ar) and basic (Ab) periods:

                                           K = Ar — Ab. (7.3)

In case of partial replacement of working employees:

                                           K = Ar x Kv. (7.4)

here,

Kv is the employee turnover rate, which is usually 2-4% of all employees per year.

A long-term perspective is also taken into account when planning staffing needs. These calculations are made for more than three years. Different standards are used in this.

For staffing and selection purposes, job requirements and the number of employees who can effectively perform these duties must be clearly defined.

This is necessary, first of all, to be able to accurately assess the employee's abilities and his suitability for the company's goals. Second, for the regulation of the expenses that go to the employee. Payroll is a major part of the costs of many businesses. When choosing employees, the goals and characteristics of the enterprise must be taken into account.

After determining what kind of specialists and people are needed, it is necessary to solve the problem of finding them from where. Ads can be downloaded. This practice has developed in many countries.

The agreement between the employees and the firm is important for both parties. The hiring question is: Can this employee deliver the results the company expects and is he satisfied with the work he has done for the company? it is necessary to consider the question. Hiring involves a very serious decision-making process on a case-by-case basis, and as such, not all issues should be treated lightly by the HR department.

Search, selection and placement of personnel in a small enterprise

Analyzing and planning staffing needs is an important part of management. In the process of analysis, the main issues of tune are considered:

• how many employees work, what are their qualifications, where is the demand for personnel;

• recruitment opportunities and reserves;

• ways to effectively use employees;

• staff development conditions;

• such as planned activities and sources of funds.

 A long-term perspective is also taken into account when planning staffing needs. Such calculations are made for more than three years. Different standards are used in this.

People are usually hired with a certain probationary period. In America, this period is often defined as 90 days, while in our country it is around 2 months. At the end of this period, an assessment is conducted to determine how the employee has achieved the goals, how much he is used to his work. There is also the practice of setting an additional probationary period. It can last from 3 to 6 months.

Job descriptions for positions should be written before staff selection. It contains a complete list of service obligations, responsibilities and powers of the employee.

Recruitment process

 

Hiring a new employee is as important for the entrepreneur as it is for the employee. This process can be the beginning of a mutually beneficial relationship, but it is also likely to lead to many mistakes.

Two factors that influence the lack of staffing are the search for candidates and the subsequent selection process. Methods of announcing the availability of vacancies, working with applications, interviewing applicants, selecting a new employee and getting used to one's place of work. appear as elements of views.

1. Sources of potential employees of the enterprise:

• employees of other similar enterprises;

• Announcements such as "... required";

• employment centers;

• educational institutions;

• employees who previously worked for you;

• existing workers.

2. Selection Process:

• consideration of an application submitted in a certain form;

• interview;

• various requests;

• check the applicant's abilities.

Хthe process of directing a person

 

Usually, new employees get to know the company from the first day of work. New employees should be introduced to other members of the company's team, closely familiarized with the production activities of the company, and explain how their activities will take place in the general activity of the company. At first glance, this process may seem insignificant, but in the future it will undoubtedly save money and time.

Remember that it's important for a new employee to have guidance and direction and get started right away. Providing the right on-the-job orientation allows the new employee to be more productive in the future and stay connected to your company.

1. There are four basic rules of referral:

• preparing the employee to get acquainted with the enterprise;

• show the employee his place of work and occupation;

• testing it by observing it at work;

• settling the employee at his place of work.

2. There are six factors in preparing an employee to give direction, and they are as follows:

• job introduction;

• attach a working employee as a coach;

• preparation for simple "catastrophic situation" orcal inspection;

• drawing up a training schedule;

• workplace preparation;

• evaluating how a new employee is performing on a day-to-day basis.

Other Hiring Considerations

 

Payment of wages sхisn't it. Wages for employees are an important component of labor relations. They expect the knowledge and effort put into your business to be reflected in the work they receive. If entrepreneurs want to attract good employees and keep them in their company, they should be aware of how much salary is paid for the same job in other companies.

Additional benefits. Additional costs of an entrepreneur arising from contractual relations, such as medical leave, regular leave, are widely used in relations with employees. Entrepreneurs should have a carefully designed system of additional benefits.

Хrelationships with people. The existence of a reasonable salary and additional benefits is not enough for the complete satisfaction of the employee; job satisfaction has a broader meaning for them. Entrepreneurs are responsible for labor activities to be carried out in the best possible material conditions; they must ensure that there is constant two-way communication between themselves and the team.

Working conditions. The health of employees, their well-being and labor safety should become a concern of the entrepreneur. A cool work environment can contribute to promoting high productivity and fostering loyalty to the company as well as preventing accidents. Rooms should be well ventilated, heated or cooled as needed, rooms should be well lit, and good sanitary conditions and 100% occupational safety should be ensured. Knowing where first aid equipment is located and being able to use it when needed, knowing the doctor's phone number are conditions for the implementation of health care and labor safety programs at the enterprise.

Hiring a new employee. Let's consider the process of hiring a new employee with the help of an example that reflects a certain situation:

Ghulam Tahirov opened his gas station and car service station 10 years ago. He did all the work himself: fueled the cars, repaired the engines, did the accounting, fixed the cameras, drove the tow truck. Ghulam is a very good guy. He was very hardworking and provided excellent customer service. Over the years, his business grew steadily. The development reached such a point that Ghulam felt that he could not do all the work himself. He decided to hire an assistant. Of course, he did not accept such a decision easily. The reason is that during this period he worked alone. He was aware of all the problems that small businesses in this district face in attracting and retaining good employees. However, Ghulam believes that if the recruitment process is done correctly, there will be an opportunity to avoid the problems faced by other entrepreneurs. It was based on the comments in the tune:

"Actually, there are two problems. The first is to find the right person, and the second is to keep this person in the business after training. It's easy to get rid of a good employee. Other entrepreneurs try to take it away from me after I read it. To make sure I've chosen the right person, I'll go through the motions:

1. First of all, I will determine which tasks to assign to someone else, and which ones to leave on my own.

2. I will define in writing what the new employee must do. So that this young man understands what I expect from him, I will write down in detail what needs to be done.

3. I write down on a piece of paper what the person I want to hire should be. I want to see people who have the idea that a volunteer can work in my company. My business is very important to me. I need someone who is very familiar with the fuel and car service business and knows how to serve customers in a way that makes them happy.

4. After doing all of the above, I'll edit the job ad and spread word of mouth that I need an assistant. I can post ads all over town, and I can also get the word out to neighboring towns by posting my ad on their posters. The more people contact me based on my ad, the more chances I have to find the right person for my business."

Ghulam prepared an announcement according to his tune:

 

HELP WANTED FOR VEHICLE SERVICE SHOP!

Job with good prospects for organized, honest and reliable worker between 20 to 45 years. Must have experience working in car service stations.

By mail or by phone to the technical service office of Ghulam Tahirov in Dashtabad

apply.

5. "I work with people who come to me approximately as follows:

(a) I read letters received by post. If I don't have the letter, I will invite the author of the letter to me.

(b) I talk to people who come to my branch. I have been working in the field of car service for a long time and I believe that at a glance I can distinguish a person who has a lot of experience in this field. But I ask him a lot of questions to make sure.

(c) If the plaintiff is not available to me, I will ask him to serve a few customers, change the engine oil, lubricate broken parts, push something in a cart. Many people try to convince others that everything will come from them, but in reality it is not. Such a test will show me what further training is required. Of course, I'm not against teaching someone, but I can't spend too much time on it.

6. After that, I will select the applicants that I like the most and conduct an additional test for them. They will need to tell me that they have worked at a company before, where they came from, and who can recommend them. Before this, I met business leaders who were deceived. They hired workers who seemed good at first, but over time these workers became a source of trouble. I first try to find and ask people who know my chosen candidates (especially their most recent employers). I personally see my candidates' previous employers because most employers are uncomfortable giving out personal information verbally over the phone or in writing.

7. Then I will select the most suitable candidate for recruitment. I need one employee, so I offer the job to the person who, in my opinion, can do the job better than others. I offer him a decent hourly wage. If the claimant asks for more, I can pay him a little more than what I previously offered. Some service station managers pay their employees a bonus for each car oil change. But this is not a good thing. Because in such conditions, the employees seem to provide more services to the customers, regardless of their wishes. As a result, many branches lost their customers.

8. If a really good assistant appears, I need to make sure that he will be satisfied with his work. I think that if I am a good boss, the employee will be happy in my business. Good boss

(a) understands people;

(b) does not want to control every step of the employee because he does not trust him;

(c) imposes certain responsibilities on the employee;

(d) sit down and have a heart-to-heart conversation with the employee at the outset and afterwards;

(e) can listen well to others;

(f) is one who pays an employee a fair wage for a job well done.

I think that if I meet the requirements listed above, I will find a good employee and take him with me.

Improving management skills

 

Entrepreneurs in the process of managing their employees:

SHOULD

— to always be firm in their thoughts;

- to be honest and truthful;

— awakening initiative;

— encourage questions;

— encourage employees to make independent decisions;

— to increase their confidence in their own strength;

— "they always keep the door open";

- listen carefully;

- recognition of the existence of differences among people;

- to be an example to others;

— show that they can empathize with others

NOT NEEDED

- to be an extreme debater;

- to be different;

- being overly demanding;

— tentakona kiliks kiliks;

- hiding the truth;

- they stifle the initiative;

— rejection of ideas;

— thinking for their employees;

— difficulty in explaining their assignments;

- having husbands;

- placing subordinate employees in front of others;

- think less.

Basic words and phrases

 

Enterprise, individual, legal entity, entrepreneur, entrepreneurship without establishing a legal entity: individual entrepreneurship; joint entrepreneurship of individuals without legal entity status, family entrepreneurship, ordinary partnership, private enterprise, farm, farm, general partnership, limited partnership, limited liability company, additional liability company , joint stock company (open and closed type) production cooperatives, unitary enterprise, small business entities: individual entrepreneurs; micro-enterprises; small enterprises, small business entities by the form of ownership: sole proprietorship; cooperation; corporation, personnel, personnel, labor potential, labor resource, workforce, enterprise personnel, profession, qualification, personnel policy.

 

Questions for self-examination

 

1. What is the essence of the concept of "enterprise"?

2. Describe according to the different signs and characteristics of the enterprise?

3. What are the main directions of enterprise activity?

4. What forms of enterprises (legal, organizational, proprietary) do you know?

5. What are the main differences between them?

6. What business entities are called small enterprises

       is it possible

7. Advantages and disadvantages of small businesses

       tell me

8. What role does the human factor play in the enterprise?

9. What do you mean by personnel policy in the enterprise?