Содержание
- 2. 15.1. Approaches to the evaluation of personnel management effectiveness The review of the personnel management effectiveness
- 3. It is believed that the effectiveness of staff can legitimately be considered as a part of
- 4. Do not confuse the efficiency with the effectiveness and productivity. Effectiveness is an achieving of a
- 5. Currently there is no common approach to the problem of measuring staff performance. Analysis of the
- 6. the performance, quality and complexity of human labor or actiivity. As such indicators to assess the
- 7. methods of work with personnel. As a criterial indicators of staff performance such indicators are offered:
- 8. On the one hand, the effectiveness of personnel management can be defined as stated above, by
- 9. Managerial decisions are made through a dynamic and internally interconnected process, including implementation of 6 functions.
- 10. The experience of economically developed countries shows that the power of those who control expenditures in
- 11. sciences (e.g., mathematical methods and models), the adjusted methods of extrapolation and expert evaluations; choose the
- 12. Another constituent of good management is a developed communication process. The communication process is an information
- 13. To overcome the negative tendencies we must implement communication with the principles of legality, uniformity, standardization,
- 14. Personal characteristics of leaders play an important role in the implementation of effective management. Among the
- 15. Management is efficient when it is viewed through the prism of values, morals, ethics. In recent
- 16. Culture of modern society is a set of stable traditional norms and institutions that are generated
- 17. A specialist in organizational culture, Jacques Kremer believes that organizational culture plays a fundamental role in
- 18. coordination of decisions and activities of the participants. The combination of these three dimensions (incentive mechanisms,
- 19. 15.2 Methods of job evaluation Evaluating the effectiveness of personnel management can be performed according to
- 20. Quantitative assessment of the effectiveness of personnel management can be labor (the ratio of the number
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Слайд 215.1. Approaches to the evaluation of personnel management effectiveness
The review of
15.1. Approaches to the evaluation of personnel management effectiveness
The review of
On the one hand, the peculiarity of leaders activity is the fact that its results are difficult to measure by quantitative indicators. In particular, the efficiency of leader actions should be evaluated not by the number of issued orders and made decisions, but by their performance, innovation, efficiency, which ultimately affect the performance of all the organization’s personnel. Thus, the effectiveness of personnel management can be determined indirectly as the productivity of individual employees and staff in general.
Слайд 3It is believed that the effectiveness of staff can legitimately be considered
It is believed that the effectiveness of staff can legitimately be considered
In economic theory, efficiency is determined by the goals as a function of the achieved results and the spent resources and is calculated as the ratio of savings came from the introduction of a specific outcome to the cost of its creation by the formula:
where Ee is an economic efficiency, the shares;
E is savings or profit, UAH.
W is the cost of economies creation, UAH.
Thus, the efficiency is a relative indicator, measured in fractions.
Слайд 4Do not confuse the efficiency with the effectiveness and productivity.
Effectiveness is
Do not confuse the efficiency with the effectiveness and productivity.
Effectiveness is
Productivity is the ratio of volume of output to the total number of employees in the unit (UAH / person).
Слайд 5
Currently there is no common approach to the problem of measuring staff
Currently there is no common approach to the problem of measuring staff
Supporters of the first argue that the company’s staff can be considered as a cumulative social worker, directly affecting the production, so the results should serve as the criterial indicators of staff performance.
As these parameters the numerical values of the final results of the enterprise for a certain period are taken (year, quarter, month): profit of an enterprise; costs of 1 UAH of production (cost); level of profitability; the volume of marketable products; the volume of sales; company’s income; corporate culture; product quality; dividends for a share (the usual preference); the coefficient of economic efficiency; payback of capital costs.
Слайд 6the performance, quality and complexity of human labor or actiivity.
As such indicators
the performance, quality and complexity of human labor or actiivity.
As such indicators
These figures fully demonstrate the effectiveness of staff employment and may serve as the basis for criteria selection. However, they do not characterize the level of the organization of personnel and their social efficiency, which also affect the final results of production and are directly related to the personnel.
The supporters of the second approach to the staff performance assessment believe that the criterial indicators should reflect
Слайд 7methods of work with personnel. As a criterial indicators of staff performance
methods of work with personnel. As a criterial indicators of staff performance
In this case, the composition of the selected indicators do not fully reflect the effectiveness of personnel management, so as it is not determined by the approaches of socio-economic, socio-psychological, legal, organizational and other types of performance that should be considered only in the integrated studies with subsequent calculation of the total integral indicator of efficiency.
The supporters of the third approach, consider that staff efficiency is largely determined by the organization of work, motivation, socio-psychological climate in the team, i.e. are more dependent on the forms and
Слайд 8On the one hand, the effectiveness of personnel management can be defined
On the one hand, the effectiveness of personnel management can be defined
Managerial decision-making is the most important activity undertaken by managers at various levels. G. Simon, in his work on decision-making determines decision management are process, synonymous with the process of management.
Слайд 9Managerial decisions are made through a dynamic and internally interconnected process, including
Managerial decisions are made through a dynamic and internally interconnected process, including
The highest form of administrative decision is the decisions made at the level of government and are relevant to category II. Researchers identify the following characteristics of managerial decision of category II:
1) decision designed to perform tasks that would benefit in the long term throughout the state;
2) decision was made on the basis of choosing the best option out of several available, any of which could contribute to the goal achievement;
3) decision made foresees certain changes in the existing power structures and running programs;
4) decision makes it necessary to allocate the scarce resources (e.g., budget);
5) there is some authority for making this or that decision;
6) in whole essence of the administrative decision is that the person who makes a managerial decision, becomes the owner of major power.
Слайд 10The experience of economically developed countries shows that the power of those
The experience of economically developed countries shows that the power of those
extensive development of the delegation of
authority within the competence of
managers, which reduces the risk of one
person to make inefficient decision.
Слайд 11sciences (e.g., mathematical methods and models), the adjusted methods of extrapolation and
sciences (e.g., mathematical methods and models), the adjusted methods of extrapolation and
For making and implementing decisions of Category II, above all, it is necessary to formulate the problem, find alternative solutions, compare and evaluate them with a rational approach to the use of methods of exact
The decision process is influenced by all the components (functions) of the decision making at each other, individually and in combination. The existence of such an effect is significant and contains a synergistic effect, which determines the potential decision of effectiveness.
Слайд 12Another constituent of good management is a developed communication process.
The communication
Another constituent of good management is a developed communication process.
The communication
In implementing the communication process different kinds of barriers, whose presence makes the transfer of information ineffective are emitted. As these barriers these can be the blurred orders and their overlapping, prolonged exercise equipment (which affects the timing of management decisions), the lack of feedback (which makes the management the highly centralized process), inadequate information in the perception of managers and subordinates, the developed network of informal communications, etc.
Слайд 13To overcome the negative tendencies we must implement communication with the principles
To overcome the negative tendencies we must implement communication with the principles
The information must be "transparent" and not distorted during its transmission from senior management to all categories of staff. At the same time it is necessary to have feedback on the effectiveness, necessity and timeliness of communications, which significantly reduces the loss of performance of overlapping orders. With regard to informal communications in the form of "rumors", they occur at all levels of management. To avoid the negative impact of such communication it is necessary to manage such communications by giving denial, confirmation or passing contrinformation. To do this, managers need to master the techniques used in economically developed countries, enabling to manage the "rumors", or use them for management purposes.
Слайд 14Personal characteristics of leaders play an important role in the implementation of
Personal characteristics of leaders play an important role in the implementation of
Thus, training on the basis of adapted MBA program to the domestic conditions of the importance of business games, senectics, brainstorming, simulations increases. At the same time, managers must be constantly learning, that means the constant self-education.
At present, special attention is paid to the preparation of national managers programs aimed at the comprehensive development of personality.
Слайд 15Management is efficient when it is viewed through the prism of values,
Management is efficient when it is viewed through the prism of values,
In recent years, the level of morality in our society tends to decrease, despite the fact that we are talking about the formation of socially oriented management. Some people believe that these negative phenomena are associated with low economic level of population. However, we can assume that the prevalence of individual interests over the public occurs in this phenomenon, which devalues the common human norms. Values guide the person to
what style of behavior should be
considered as proper or improper. It is
believed that values are one of the
major categories that make up the
definition of culture (social, organizational).
Слайд 16Culture of modern society is a set of stable traditional norms and
Culture of modern society is a set of stable traditional norms and
Culture of Society and organizational
culture influence each other, and
therefore should define the
organizational culture inherent in the
administrative apparatus units. By the definition given in the tutorial of J. Luft, organizational culture is a set of the most important proposals adopted by the members of the organization and expressed in the declared organization values that define the guidelines for people of their behavior and actions. These value orientations are transmitted by an individual through the "symbolic" means of spiritual and material environment.
Слайд 17A specialist in organizational culture, Jacques Kremer believes that organizational culture plays
A specialist in organizational culture, Jacques Kremer believes that organizational culture plays
benefits of an organizational
culture that influence the
effectiveness of communications
and rational decisions, can improve
the effectiveness of personnel
management at various levels of
the organization.
Thus, the presence of values, universal norms, ideals, among the leaders not only form the organizational culture, but also contribute to the implementation of managers mission - the benefit of the entire staff of the organization.
Слайд 18coordination of decisions and activities of the participants. The combination of these
coordination of decisions and activities of the participants. The combination of these
Thus, considering the effectiveness of personnel management, we can conclude that it is multifaceted and can be represented as a set of economic, organizational, social and other kinds of efficiency.
The differences in the motives, interests, and actions of individuals are all organized by the same organizational culture, which contributes to the structuring of motivation, achievement and compatibility and, consequently, the
Слайд 1915.2 Methods of
job evaluation
Evaluating the effectiveness of personnel management can
15.2 Methods of
job evaluation
Evaluating the effectiveness of personnel management can
To qualitative indicators can be attributed:
scientific and technological level of management;
vocational qualification level of managerial staff;
validity of decisions of the managerial staff;
accuracy and completeness of information available to management;
level of managerial culture;
level of organization of managerial staff labour.
Слайд 20Quantitative assessment of the effectiveness of personnel management can be labor (the
Quantitative assessment of the effectiveness of personnel management can be labor (the