The basic scheme of the main components of the personnel management system in the company.

1. HR
Management
" If you putting the people at first place, you
never will make mistakes, even in matters of
receiving money "
Viktor Birkus Odessa 2002

2. OBJECTIVE
Construction a sustainable,
organic, internal structure of
company
Increase staff productivity and
organization as a whole
Elaboration and development the company's policy with
regard to human resources
HR MANAGEMENT

3. The main directions of management personnel
• Planning and forecasting of the entire process of personnel management
• Activities related to the completion of human resources
• Training
• Motivation
• Efficiency report
• Development of corporate culture
• Improvement of organizational and staff structure
• HR Audit
• Developing and maintenance programs to improve the socio-psychological
climate
• Development and strengthening of intellectual potential of company
• Participate in strategic planning, organizational development, expansion
of services, areas of work
• The study, analysis and constant monitoring of all processes related to staff
the organization

4. The study, analysis and constant monitoring
of all processes related to staff the
organization
Observations, surveys,
questionnaires, interviews,
investigation and analysis of
personnel documents, obtaining
information on the status of
personnel management in the
competing structures, to obtain
information about effective
innovations in advanced foreign
firms, etc.

5. Planning and forecasting of the entire
process of personnel management
• strategic (3-4 years)
• tactical (per year)
• Operational (quarter)

6. Activities related to the completion of
human resources
• a) Predicting the required
number and quality of the
required staff (the study of
the internal needs of the
organization)

7. Activities related to the completion of human
resources
b) The accumulation of
data bank of potential
candidates for the
creation of a personnel
reserve and provision
a reserve to increase
on a post

8. Activities related to the completion of human
resources
c) Monitoring of labor
market

9. Activities related to the completion of human
resources
d) Study of the staff of
the competitors for a
possible "Head
Hunting" and the
regulation of salary
policy

10. Activities related to the completion of human
resources
e) Direct search and
attract candidates

11. Activities related to the completion of human
resources
f) The selection of
candidates with a
vision their further
growth

12. Activities related to the completion of human
resources
g) Creating a system of
continuous
replenishment of
personnel (student
internships, etc.)

13. Training
a) Fixing the mentors for
younger employees
(clause about the
mentoring, motivation
the mentors, control
mentoring process)

14. Training
b) Study of internal needs
of the organization in the
training (development
plan, staff training)

15. Training
c) Market Monitoring
staff training (courses,
trainings)

16. Training
d) Study of internal training
opportunities. Creating
the school for improving
skills and mastery of
skills and knowledge
related professions and
disciplines at a required
professions.

17. Training
e) Vocational education
and training of
personality growth,
team building, training
for reinforcement a
team, etc.

18. Training
f) Analysis of the results
of training each
employee separately
and the entire learning
process as a whole.

19. Motivation
a) Career planning for each
employee
"No activities can not be lasting if it has no
basis in personal interest."
(L. Tolstoy 1. 3. 3).

20. Motivation
b) Monitoring of personal
aspirations, problems,
desires, expectations of
employees
"No activities can not be lasting if it has no
basis in personal interest."
(L. Tolstoy 1. 3. 3).

21. Motivation
c) Development of Regulations
on the motivation of staff,
the mechanism of which is
to provide individual current
and long-term employee
motivation
"No activities can not be lasting if it has no
basis in personal interest."
(L. Tolstoy 1. 3. 3).

22. Motivation
d) Motivation and fixing the
most valuable and
promising specialists
"No activities can not be lasting if it has no
basis in personal interest."
(L. Tolstoy 1. 3. 3).

23. Efficiency report
a) Necessary strive to ensure
that the process of
verification and validation
(efficiency report) have been
a positive, creative direction

24. Efficiency report
b) Total all the pluses the
work of the employee for
the year, degree of
improvement and advanced
training, the number and
quality of acquired
knowledge, degree the
mastery of skills related
with his work

25. Efficiency report
c) Giving the findings and
recommendations for
employee and his
manager (mentor)

26. Efficiency report
d) Draw in detail (outline)
plans for the future
achievements of staff

27. Development of corporate
culture
• Identifying and highlighting
individual characteristics,
traditions that established in
the team, the introduction of
useful new traditions, their
development and introduction
to the power of the rules of
conduct, laws, organizations
that are unique to her

28. Improvement of organizational and
staff structure
• Goal - improving process
management, efficiency of
tasking and monitoring of
achievement, mobility,
restructuring the
production process

29. HR Audit
a) Studying the quality
of the staff

30. HR Audit
b) Investigation of
relationships in the
organization as a whole
and at individual units
and micro-group

31. HR Audit
с) Identify opinion leaders
and the direction of their
influence in the right
direction

32. Developing and maintenance programs to
improve the socio-psychological climate
• Organization-wide cultural
events
• Permission and averting the
conflict
• Production the trainings for
personal growth and teambuilding,
ability to work as a team

33. Development and strengthening of
intellectual potential of company
a) Formulation of the
prerequisites for
promoting and
identifying creative ideas
of employees
(innovations, new
programs, innovations,
etc.)

34. Development and strengthening of
intellectual potential of company
• b) Purchase of ideas and
staff rationalization
proposals for little
money, but outright, or
rewarding for a certain
number of innovative
initiatives for the year,
etc.

35. Development and strengthening of
intellectual potential of company
c) The accumulation and
use of ideas of staff

36. Development and strengthening of
intellectual potential of company
d) Promotion of creative
staff

37. Participate in strategic planning,
organizational development,
expansion of services, areas of work
• staff training for new
skills
• Search for staff on the
basis of the planned
areas of work

38. • Questions, suggestions,
comments on this topic,
please send an e-mail:
viktorbirkus@gmail.com
• Tel: 604-200-60-51