Custom essays on HR at AMG

According to the AMG HR strategy, the company’s policy is based on learning, OD and succession plan. Though this strategy brings rather good results of staff performance. We fully agree with HR director of AMG who said in his interview: “As we worked through a very challenging year, we took significant actions to improve our staff performance and we are moving in the right direction”.
To see the impact of the company’s HR strategy, in my opinion, it is necessary to assess the implementation of HR strategies, and it is appropriate to use a balanced scorecard – a system of assessment of strategic business development of company, based on a system of indicators that characterize it’s work in the mainstream.
Rewarding, training and development systems of company are rather successful. Key indicators of staff performance allow to assess the staffing situation at the AMG company. The employee satisfaction, retention of staff and effectiveness of the employee – are indicators that allow to assess the company’s HR strategy. “We do not want to lose employees, so make every effort to provide them with opportunities for development” – said the company’s HR director in the interview.
A key factor of the success of the program of rewards development of staff at AMG is the operating system designed specifically for this purpose. It is used for many years and all staff of the company like it and think it is the best. The company operates a large HR-organization, head of the development and implementation of training programs.

Discussion of the results of research
Synthesis of the AMG organization’s strategy can show the main goal of the system of Human Resources management:
– Staffing – is a system of objectives, principles and the resulting forms, methods and criteria of work with staff, that is applied to all categories of workers;
– The organization of their effective use of personnel, their professional and social development.
In line with these objectives the system of HR management is formed in the organization. As a base for it, a specially designed principles are used, that are rules and methods that were developed specifically for the company. AMG HR management system is implemented through the development of the concept of HR policies of the enterprise.
Composition of the company’s staff is stable, which leads to a rise in labor productivity, improving morale in the team contributes to better adaptation of new employees in the team.
However, the company should enhance the staff’s motivation to work, because little apparent interest of each employee results in a common effort of the enterprise. After all, one of the objectives of human resources policy is to choose the most effective methods of staff motivation: motivate – means to
affect their vital interests, to give them a chance to be realized in the process.
To effectively manage the human resources, the company needs a holistic system of work with the staff, which will enable to manage them from the time of recruitment until the end of a career.
Productive work of organization depends not only on the quality of the staff of AMG, but also on the management of its current and potential professional opportunities, professional experience. The organization is not only important to know who can and who are capable of, but also to make the talent and professional qualities of the man were seen on time and in demand.
In the process of career it is important to ensure that the interaction of all types of careers. This interaction involves the following major tasks:
• to achieve the relationship goals of the AMG and the individual employee;
• providing career planning for a specific staff to accommodate its specific needs;
• Ensuring transparency in career management;
• elimination of the “career dead ends”, in which there is little opportunity for employee development;
• Formation of visual and perceptual criteria for promotion that are used in specific career decisions;
• Exploring career potential employees;
• providing a meaningful assessment of career potential employees in order to reduce unrealistic expectations;
• identify ways of career development, the use of which will satisfy the quantitative and qualitative need for staff at the right time and right place.
For AMG, typical and stable forms of individual career strategy should be priority. This can be achieved with the system and mechanism for career management of staff, designed to provide career and cause determination of staff to the level of professionalism, personal qualities and performance. These are the criteria that determine the value of the employee for the organization, society and state.
We believe that the control system of a career at AMG must provide the formation of the best model of career development, their openness for examination, the conditions of promotion, material and moral compensation. In addition, it is recommended to provide a system of responsibility of the HR department for creating and maintaining an impeccable reputation of the organization and overall credibility of the company in violation of established procedures and rules of career management.
Thus, an important condition for career management staff should be the presence of trained personnel services, which would be perfectly aware of the contents of HR technology. The main effort of the HR strategy should focus on creating a well-trained number of candidates for the posts of heads of AMG in a short time to learn a new piece of work, and to effectively address their production needs.

Conclusion
Thus, as a result of our research can make the following basic conclusions.
The specific objective of any analysis of labor resources management is to find the weaknesses associated with the use of labor, and its purpose – the development of such recommendations, which will enable the company to effectively use the potential of the workforce.
Based on the research of the methods and principles of HR strategy at AMG we can conclude that the company is focusing on it’s own staffing strategy, having developed the concept of human resources policy.
Modernization of human resources management at AMG should be focused on creating good training and staff development programs, improving of current HR strategy both in the short and long-term perspective.

Works cited
.Armstrong, M. “A Handbook of Human Resource Management Practice” (10th ed.). London: Kogan Page, 2006
Fleetwood, S., Hesketh, A. “Understanding the Performance of Human Resources”. Cambridge: Cambridge University Press, 2009