Personnel management is one of the main and most responsible tasks facing the head. In the process of carrying out production activities, it is necessary to direct the actions of personnel, develop management decisions and set tasks for employees to improve work efficiency.
Instructions
Step 1
Form a well-coordinated management team. The head of a large company, with all his might, is unable to control all areas of the enterprise and the stages of the production process. Find competent managers who will be responsible for specific areas of work. The criteria for choosing the heads of structural units should be not only professional competence, but also the ability to communicate.
Step 2
When making management decisions, seek the opinions of middle managers and team representatives. For the work to be effective, each employee must have an idea of the general goals and objectives of the company. It is also important for the manager to have an idea of how realistic the options for the development of production and the timing of specific activities seem to be subordinate.
Step 3
Create a system of control over the implementation of management decisions. Introduce verification and control measures into the work plan, and also introduce a system of regular reports from the heads of individual production areas. Accurate and correctly set control improves the quality of work and disciplines employees.
Step 4
Organize feedback between employees and the manager in the company. This can be helped by working meetings with the invitation to them of representatives of the labor collective, as well as by the head of office hours, which will allow one to receive first-hand information about possible problems within the team. Correct and timely response to complaints and suggestions of employees helps to timely extinguish conflicts within the enterprise.
Step 5
Think over a system of employee motivation. One of the most powerful incentives to work is monetary rewards. But one should not be limited only to the payment of bonuses for the fulfillment of planned targets. Moral incentives are almost cost-effective, but can be a powerful tool for improving staff performance. An example is the organization of a public competition for the title of the best in the profession or the posting of photographs of leaders on the Hall of Fame.
