Buy an essay HR at AMG

Current status of education and the presence of elements of the crisis phenomena in the formation of market relations made specific requirements for personnel management policy of any company. In these conditions companies should be significantly more focused on human resource management, improving of labor discipline, and ensure the introduction of modern methods to stimulate motivation to work, monitor the results and quality of labor to achieve closer interaction of human resources management with the management of the whole company.
Human resources management strategy – is a coherent strategy of work with staff, which brings together the various elements and forms of personnel work, with the goal of high-performance and highly professional,
cohesive, responsible team, able to respond flexibly to changes in the external and internal environment. (Armstrong, 2006, p.27)
The main content of the HR strategy are:
• First, welfare, labor force quality, including planning, selection and recruitment, release (retirement, dismissal), an analysis of staff turnover, etc.;
• Second, development workers, vocational guidance and retraining, conducting appraisals and evaluation skills, organization of promotions;
• Third, improving the organization and incentives, ensuring safety, social benefits. (Fleetwood, 2009, p. 79)
The main objectives of HR strategy must meet the organization’s mission and be fully consistent with the concept of its development.
Effective HR management is impossible without an adequate analysis of information that characterizes the various aspects of the personnel, structure and dynamics of the staff. AMG uses its own indicators, reflecting the specificity of its activities and traditions – productivity, costs for personnel, payroll, qualification structure and others.
Managing staff is a leader in enterprise management system. Methodologically, this area of governance has distinctive characteristics and performance, special techniques and technologies – personnel selection, adaptation, certification, career, and others. (Armstrong, 2006, p.54)
HR Policy of AMG – is a system of staff administration activities, deliberately adopted by the leadership and action in the enterprise.
The purpose of developing HR strategy:
– Establishing a system of personnel movement in the organization and development of specific methods of interaction with staff;
– Improvement of the psychological climate and increase of coherence among the staff;
– Stabilization of the staff team, improvement of its functioning.
We need to conduct a research of human resources of the AMG company and evaluate the positive and negative aspects of human resource strategy of the company.

Research of the AMG human resources management
Business personnel evaluation begins with a well-defined organizational training, and then it takes place in several stages:
1) Collection and compilation of the preliminary information on the employee.
2) Preparation of the head of the organization to the assessment interview and conducting appraisal interviews with valued employees.
3) Formation of the head of an expert opinion on the results of the business assessment and its representation in the expert commission.
4) Decision-making expert committee on the merits of the proposals contained in the expert opinions.
In the preparatory phase of the study was made a plan of research:
– was compiled a list of employees subject to certification;
– was prepared list of specifications (characteristics) and performance appraisals for attestation;
– The staff was informed about the timing, purpose, characteristics and procedures of research.
Table 1. Classification of the factors considered in the research
Factors Characteristics
Staff characteristics Sex, age, health status, mental ability, physical ability, etc.
Socio-economic factors Level of skills, motivation of labor, quality of life and others.
Organizational factors The nature of tasks, the complexity of work, the state organization of labor, working conditions, the volume and quality of information, etc
Socio-psychological factors Attitude to work, psycho-physiological state of employee morale, etc.

Overall, the resulting assessment of the research is as follows:
Decertification of 60 people, including:
• Certified – 56 people;
• Certified with the condition deficiencies -2 person;
• not certified – 2 person.
The results of the evaluation allowed us to evaluate overall human resources staff at AMG for the formation and implementation of targeted personnel policies. Thus, personnel certification is a comprehensive assessment, taking into account the potential and the individual contribution of the employee.
The next stage – is making decisions based on appraisal, which is formulated opinion based on:
– Assessments of business, personal and other qualities of attestation and compliance with the workplace;
– Evaluations of the attestation, the growth of his qualifications;
– The views of the staff about their work, the realization of their potential;
– Conclusions and proposals about the company’s human resources department.