From Fashion to Virus: an Alternative Theory of Organizationsã¢â‚¬â„¢ Handling of Management Ideas

At the nowadays stage structural changes in economy and rapid evolution of science and technology led to increase of a human being cistron role in production and management. It is quite natural that at each entity there is a necessity for determination of number of personnel, for effective system of matching, hiring and placement of personnel, for providing their occupation inclusive of product interests and the worker`south interests ,in organisation of compensation for work, in considering of private problems of workers, comeback of their social atmospheric condition and vacation. Improving the efficiency of personnel management can exist achieved past using the following factors: improvement of labor organization; involving personnel in process command; grooming and development of staff through systematic training and comeback of qualification of workers. In the article are given recommendations about forming and development of an effective personnel management system on the example of ENU of L.N. Gumilev on the basis of application of methods of cloth and moral incentives, are offered actions for increase an effectiveness of personnel direction in system.  Are  given expected results from implementation of circuitous deportment for increase effectiveness of personnel management arrangement. In full general, the expected results, the implementation of the recommendations and measures to improve the functions of personnel management will improve the quality of 60 minutes functions that contribute to the revitalization of the work of staff, equally well as the formation and development of an effective organization of personnel management. The expected results include: improvement of quality of work of personnel; increase in prestigiousness of the entity and forming of motivation of revenues to work; forming of trust to the entity in general and to workers in particular; forming of the corporate philosophy and corporate ideals of the entity based on mutual assist, creativity and self-realization of each worker.

Today past a number of researchers it is confirmed that informing the contractor increases the productivity by 12-15 % on results of his work. And so that in gild to finer utilize coin as a motivator, it is necessary to pay a competitive bacon for allure and retainment of specialists, and too to connect a payment for piece of work with workmanship or result that the laurels was commensurable with real efforts of the worker [1; 90].  Information technology is also possible to utilize arrangement of non-material stimulation. It is vital that the head of the organization was able to express the gratitude for work when the worker information technology deserved. Thereby, worker's pleasant emotions would be associated with loftier-quality and timely work performance (Fig. 1).

Figure 1. Three basic psychological states that influence employee's motivation and feeling of satisfaction (Created by the writer according to a source [i])

A key role in this process plays the assessment system of terminal results of activities, development of the principles and approaches to matching the criteria for evaluation of their levels [2; 254].

Today for an efficiency evaluation, both the companies, and certain workers in management, the fix of techniques is applied. For example, the counterbalanced scorecard BSC, management by objectives of MBO, business performance management of BPM, management on the ground of central performance indicators KPI (Key Functioning Indicators) can is translated every bit «key indicators of effectiveness», «cardinal performance indicators».

«Efficiency» and «effectiveness» essentially different concepts. One of the best translations are «key indicators of activities (KIA)» [3; 25].

Management by objectives engineering science MBO was offered by Peter Drucker in the 50s of the 20th century [iv]. The management organisation on the purposes gives the hazard to considerably increment objectivity of staff evaluation which is carried out on the ground of not personal qualities, but rather the job results of the specific contractor.

This system lashes categories «satisfaction with work», «knowledge of event», «material stimulation» in a single whole that promotes to gauge activities of the employee using an integrated approach.

In the conditions of growth of the competition and global crises, personnel management can reach the efficiency only if it embodies the principles of strategic management taking into account monitoring of a situation in the future [v; 114]. Application of a strategic approach in the field of personnel management is required from a management of all levels of understanding non only mod  motivation of workers, just also  the prospects of its possible development depending on a status of the market place environment and those conditions in which people in several years can live. The purpose of strategic direction by personnel is to provide the coordinated and acceptable condition of the external environment forming of labor capacity of the organisation.

The essence of a strategic approach consists in forming of the stable long-term line detail directed to the solution of constructive objectives taking into account changes of the external environment. At present in connection with application of the strategic arroyo to personnel management, the office of social policy increased in world practice of direction.

When the overall Hour direction strategy is adamant, there is an objective need to establish a human being resources direction part, which will be combined as much as possible with this strategy. Personnel management strategy allows to link the many aspects of human resource direction in order to optimize their touch on employees, primarily on their work motivation. In each example, the personnel management strategy may cover some of its components, for example the 60 minutes function.

The strategy of personnel management provides the solution of a number of tasks:

• timely providing the company with workers of the set qualification and in necessary quantity;
• optimization of the personnel structure;
• development of human potential and its sustainable use for the implementation of business organisation strategies;
• development and improvement of human being resources management;
• change in beliefs of employees;
• conclusion of models of compensation, cloth and moral incentive of workers;
• preparation, advanced grooming, human resources development, instilling of skills of strategic thinking;
• forming of a corporate culture, binding of the person to business firm;
• creation of conditions for implementation of the rights and obligations of personnel provided by the labor law;
• transformation of services of human being resource management (their transformation from bureaucratic into marketing structures);
• creating favorable atmospheric condition of work [6].

Before developing strategy it is necessary to analyse structure of personnel of the entity, applied science, the markets of products and work, social values, employment relationships, a demographic situation, efficiency of employ of working hours and the development of product and employment this the forecast. Need of coordination among themselves of the strategy of personnel direction and the strategy of an entrepreneurship covers the chief management functions and includes: matching, employment and selection of personnel of the arrangement; adaptation of personnel development of an organizational structure; development and personnel preparation; staff evaluation; motivation of personnel; the best employ of potential of workers and its remuneration.

Based on the study and evaluation of the organization of personnel service activities, as well equally the results of the functional price analysis the following recommendations on the formation and development of an effective human being resource management system through improved management functions on the basis of material and moral stimulation methods accept been developed (Tabular array 1)

T a b l e   1

Recommendations virtually forming and evolution of an constructive personnel management organisation in L.N. Gumilyov Eurasian National University

Proper name of criteria	Results of assessment and recommendation
Organizational construction	i.  To classify personnel department in structure as split up department which submits directly to the rector of university. 2.  To carry out the analysis of responsibility, levels of independence of the solution of amount of works. 3.  To conduct out the analysis of interactions between departments and to create accurate construction
Personnel	ane.    Develop policies for recruitment, where compulsorily before the selection of the personnel must be signed past the shape of the selection of personnel, where there will be a visa of head of the department where yous desire the commencement head specialist visa, visa Main of Staff and Head of Finance Partitioning visa. Without this grade of reception staff should not be carried out. 2.  Develop a program for career development for each university direction structure, traininginternship, professional person development.
Accommodation of personnel	1. The personnel department must coordinate with the  heads of departments before starting time of the piece of work almost the task of the person on probation, you must provide the person with what he expects and what the employer will accept to wait  for
Development and personnel training	ane.  To plan personnel training for a year. For a management of personnel will be to consider and approve much quicker and more effectively the annual program of training, than every fourth dimension to sign requests, studying each separate instance. 2.  For human resources department: to carry out staff evaluation, to reveal weaknesses of personnel, to determine talented allowances for development and to develop the training plan, minimizing costs of university together with heads of department

Note: It is made by the author according to a source [seven, eight].

Personnel management functions are closely related to each other and class together a definite system of work with personnel, where changes in the composition of each part, go far necessary to adjust all other related functional tasks and responsibilities. An integrated approach to the management of a unity of all functions possible to place the new graphic symbol of the command the function of personnel management. It is necessary to acquit out a number of measures to improve the direction effectiveness (Table two).

T a b fifty e   2

Necessary actions for increase in managerial effectiveness of personnel of the organization

Name of means to improve the effectiveness of the Action				Plan
Material stimulation of piece of work to introduce a monthly evaluation system				-  to introduce a monthly evaluation organization; -  each employee shall be acquainted with system of cess of activities; -  creation of an estimative leaf of an interview; -   it is necessary to concur a coming together where innovations volition be speci- fied; -   at that place shall be a printed information, regulations on system of assessment and surcharges
Improving the arrangement of work, involving staff in the management process				-to review the organizational structure; -to conduct survey, because opinion of workers past reorganization organizational structures; -  to enter an anonymous box of offers, to place emphasis on the fact that the ideas were taken from accounting of stance of workers in case of adoption of some decisions; -   quarterly each department shall correspond the worker for a meeting with the beginning head at dinner, every time the new employee having dinner shall shares impressions and to feel that he is ready to exist listened to
Training and personnel development, comeback of quality of work				-   likewise the human resource section shall create the database qualification of employees and make full information technology with data; To reveal talented workers, to bring in a personnel allowance; -   to train experienced workers in a coaching, to plant surcharge for trainings, to deport out internal training of young personnel
Ensuring ployment	stability	of	em-	-  to allocate percent from total income for training of all staff of university every year, this budget approximately in equal proportions shall be distributed on divisions of university, at the get-go of a year each chief of division shall send the training programme of employees to personnel section, according to the selected upkeep; -  the HP department constitutes the general plan and claims at the peak manager. Farther training  of the arrangement  shall pass according to this plan
Evolution and implementation of various social economic programs				-  to continue provision sanatoria for workers, camps for children; -  to offer a pick of workers wellness insurance; -  to continue the program of sports rehabilitation  for children;

Annotation: It is made past the author co-ordinate to a source [viii].

Improving the efficiency of personnel direction can be accomplished past using the following factors: improvement of labor arrangement; involving personnel in process control; grooming and development of staff through systematic training and improvement of qualification of workers.

It should be noted that changes apropos enhancement of management functions by personnel led to evolution of a complex of deportment for increment in managerial effectiveness of personnel of the system. Implementation of these actions will allow to increment effective management of personnel and to ameliorate quality of work of personnel (Fig. two).

Effigy two. Expected results of the implementation of measures to improve the efficiency of personnel management organisation (сompiled by the writer according to the source [9])

According to the figure one information technology is possible to state that the expected results include: comeback of quality of piece of work of personnel; increment in prestigiousness of the entity and forming of motivation of revenues to  work; forming of trust to the entity in general and to workers in particular; forming of the corporate philosophy and corporate ethics of the entity based on common assistance, creativity and self-realization of each worker. As management function «the management of personnel» is directed to uniting, interconnecting and coordinating all other functions in a whole.

Implementation of complex of measures on increment of efficiency of the personnel management system at the enterprise will be based on the post-obit principles:

• Maximum use of labor potential of workers for the solution of the electric current and perspective tasks;
• Stimulation of personnel of the company to the professional growth, enhancement of skills, training;
• Creations of conditions for timely acquisition of necessary qualification and increase in skill level and to development of creative capabilities;
• Social responsibility of the company for each worker;
• The advancing preparation and fixed increment in qualification level of all categories of

Social efficiency of the offered actions for enhancement of personnel management methods first of all  is shown in the grade of a possibility of achievement positive, and also decrease in changes, negative from the social point of view, at the entity of L.N. Gumilyov Eurasian National Academy. From implementation of this package of measures for increment in system effectiveness of personnel management it is necessary to refer the following to positive results:

• ensure personnel adequate standard of living (favorable conditions of piece of work, decent wages and social protection at the enterprise level);
• implementation and development of the individual abilities of employees;
• Favorable socio-psychological climate (opportunities for communication, sensation, relatively disharmonize-free human relationship with the leadership and colleagues);
• Subtract in level of a staff

In general, the expected results, the implementation of the recommendations and measures to meliorate the functions of personnel management will improve the quality of HR functions that contribute to the revitalization of the work of staff, as well as the formation and evolution of an effective organization of personnel direction.

References

1. Lesbayeva, T. (2003). Upravlenie personalom [Personnel management]. Almaty: Tsennye bumahi [in Russian].
2. Spivak, V.A. (2000). Orhanizatsionnoe povedenie i upravlenie personalom [Organizational beliefs and direction of personnel]. Leningrad: Piter [in Russian].
3. Klochkov, Alexey. KPI i motivatsiia personala» — HR biblioteka Rossii-2002 h [«KPI and motivation of personnel» — HR library of Russia-2002 m]. wikireading.ru Retrieved from https://marketing.wikireading.ru/12499 [in Russian].
4. Upravlenie po  tseliam  [Direction  by  objectives].60 minutes-portal.ru Retrieved  from  //http://www.hr-portal.ru/article/upravlenie-pocelyam [in Russian].
5. Genkin, M. (2007). Ekonomika i sotsiolohiia truda [Economy and folklore of work]. Moscow: Norma [in Russian].
6. Vesnin, V.R. (2009). Upravlenie personalom [Personnel management]. Moscow: Prospect [in Russian].
7. Vesnin, V.R. (2001). Prakticheskii menedzhment personala. Posobie po kadrovoi rabote [Practical management of personnel. Benefit on personnel piece of work]. Moscow [in Russian].
8. Kibanov, A.Ya. (2009). Upravlenie personalom orhanizatsii. Praktikum [Personnel management of the system. Practical work. Education guidance]. Moscow: INFRA-Yard [in Russian].
9. Polozhenie «Ob otdele kadrov Evraziiskoho natsionalnoho universiteta imeni Fifty.N.Humileva» [The statement «On the human resource department of North. Gumilyov Eurasian National Academy]. (2012). Astana [in Russian].

Proper name of author: G.Southward. Saktaganova

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