Twenty-first century provides humanitynew challenges. New technologies, changes in consumer demand, the transition of the economy of most countries to activities in the service sector, the "squeezing" of the world due to the emergence of new means of communication - all this changes our world, including the business sphere. So, if earlier the main emphasis was placed on the technological base and the use of low-skilled labor, today, with the development of innovative technologies, human resource management is almost the main task of a businessman. On how to properly implement such management, we will discuss in this article.
Human Resource Management isthe activities of the company's employees, the purpose of which is to provide the company with highly qualified and reliable employees who will fully comply with the requirements of the company and work for its benefit. The management system of the Czech Republic (in foreign sources - HR) implies the development and implementation of a specific policy consisting of the following aspects:
1) Hiring policy - setting certainrequirements for applicants for certain positions, the preparation of special psychological or professional tests that will help determine the applicant's suitability of a particular position.
2) Human resource management itself - the organization of the workplace and employee time, setting goals and tasks, building his career ladder.
3) staff development -Mandatory component of the CR policy. Strategic human resource management involves improving their quality over time - this allows the company to independently educate staff that meets its requirements, rather than hiring expensive, highly qualified specialists.
4) The policy of rewards and punishments -is the main motivational component of the HR-policy, which, on the one hand, motivates the employee to work better and take the initiative in anticipation of remuneration, and on the other hand - makes him be more responsible, because he knows that his mistake can be punished.
The last item in the list above ispay special attention. Human resource management is impossible without proper organization of employee motivation to work. As a rule, motivation can be carried out in three forms:
1) Organizational and administrative form -involves the issuance of any orders, orders, directives, and so on. This method involves a direct impact on employees, but is ineffective, because the employee performs the necessary actions "from under the lash", and not on their own.
2) Economic motivation - representswell thought-out system of awards and penalties. Encouraging or punishing the ruble or the dollar is the most effective type of impact, because an employee is interested in performing management tasks through a rational motive — he will receive a bonus for good work, and not only lose it for bad work, but also pay a fine.
3) Motivation through the socio-psychologicalcomponent - involves the promotion of employees through promotion, awarding certificates or thanks, conferring the title of "employee of the month (year)." This method of exposure allows the employee to feel better and get an additional incentive to work.
Since human resource managementis a complex process, for its implementation are allocated special staff, and in large companies - even entire HR departments. The presence of the Department of Management of the Czech Republic indicates that the company correctly assesses the importance of the human factor in business, and therefore, chooses the right path of its development.
