Custom essays on The human resources strategy

Typically, companies carefully monitor only one long-term measure – a balanced structure of the workforce. There are two reasons for it: the first is economic – every year a certain number of employees retiring on reaching the age limit (when they receive the highest salary). This greatly reduces labor costs, as they are replaced by inexperienced high school graduates who receive less than all of the company. The second reason is because the maintenance of a certain age structure facilitates the promotion.
Being in constant contact with other departments and knowing their annual needs, the HR department of labor force projections for the entire company for the following fiscal year. To do this he must calculate the maximum number of new graduates who will be hired, and their original salary. HR Department predicts the expected cost of labor. Finally, he puts forward its own budget requirements, of which the biggest cost is labor recruitment and training and special expenses. (Osman-Gani, 1996, p.21)
Recruitment, training, pushing it, the disciplinary action and dismissals, addressing issues related to wages and working conditions, social benefits and labor relations – that is a prerogative of the HR department. Heads of departments can make their proposals, consult with them before making a decision.
Recruitment of employees is focused on meeting the common interests of the company, rather than to perform specific work in a particular location. Even when the work of employees becomes unnecessary, people are not fired, and the company provides them with retraining and transfers to other locations or regional offices.
Today it can be argued that the underestimation of the leadership at both the macro-and micro-efficient modern methods of process control is one of the main obstacles in the management of economic development. Acceleration of scientific-technical and socio-economic progress, the increasing complexity of work and interpersonal relationships associated with the sharp increase in the role of human factors have influenced the changing role of human resource subsystems in the organization and advanced management personnel to the highest level of management activity.

Conclusion
The development of globalization and internationalization of business has resulted in the changes of the techniques and methods of management, hat is tthe transition from classical management to the new approach of concept of system management.
So, the current stage of development of domestic and world economy is characterized by changes in requirements for personnel in the enterprise, the increasing role of this component in the organization as a unified system. Even in the presence of sufficient amounts of all necessary resources, without an effective team the most successful marketing strategy can not be realized, ensure the continuity and rhythm of your business processes. This motto is especially important for the Russian economy and production, the backlog of technical and technological content is fully offset by the high level of professionalism, ability to non-standard, creative thinking, rich production and management experience, business activity of the staff of companies and enterprises.
Meanwhile, in the context of globalization and internationalization, the staff is now a long-term factor of competitiveness and survival of the enterprise. Under conditions of instability of the economy, financial market instability, outright weakness and backwardness of domestic labor market to the organization of one of the most difficult, but at the same time vital and necessary tasks is the creation and effective functioning of services of HR management.

 
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