The formation of market relations in our country has come to a natural stage, at which managers began to play an important role. Leaders of companies who stand confidently on their feet know how the success of their business depends on the efficiency of their staff. That is why the development of the personnel management system becomes the key to development and stable growth.
Instructions
Step 1
Improving the management system begins with an analysis of the current situation. It includes the study of the staffing, identifying the needs of employees for the purpose of further motivation, familiarity with the staffing table. At this stage, it is also important to study the existing system of incentives at the enterprise. Here the role is played not only by the piece-bonus system of remuneration, but also by the moral situation in the team.
Step 2
Raise the level of logistics. Labor productivity will never be high if the staff spends most of their time patching holes or if they work on obsolete equipment. In this case, he feels that his work is not so important, since the management saves on the technical basis of labor. The improvement of the qualifications of workers should go parallel to the growth of the material equipment of production.
Step 3
Encourage initiative. Practice has shown that where everyone has the right to speak out and be heard, not only high rates of work, but also a high percentage of implementation of employees' ideas. The attitude to where your own work is invested, where you see the return, where they listen, is completely different from that where you feel like only the executor of someone else's will.
Step 4
Improve your management practices. Only when the manager realizes that there is not a faceless mass of performers around, but a team of professionals, when personnel will be appreciated as the most valuable asset of the enterprise, this team will turn into a team working for the common good. Make contact with each subordinate, let him feel his worth. Organize corporate events more often. However, be sure to maintain subordination - keep your distance to avoid familiarity at all levels of the hierarchy.
Step 5
Leave the HR department to develop incentive measures. Motivating activities should be aimed at material and moral stimulation of team members. Penalties can also exist, but if you don't want turnover, don't go overboard.
