Management of the organization's personnel in times of crisis
Personnel management of the organization -aimed at providing the enterprise with qualified personnel, their effective use and development in order to maximize the efficiency of the enterprise as a whole.
With regard to the effective use of personnelpotential, the main tool for influencing the efficiency and effectiveness of each individual worker's work is motivation. Based on these or other types of motivation, distinguish such methods of personnel management organization:
- economic method - implies only economic methods of motivation, such as wages, bonuses, cash bonuses and so on;
- organizational and administrative method - motivation of a directive nature, based on the authority of the leader, unquestioning submission and a high level of discipline among the staff;
- socio-psychological method - moral and psychological stimulation and encouragement of employees of the enterprise, based on psychological portraits of employees and various psychological techniques.
Separately, this type of activity iscrisis management of the organization's personnel, which is a series of decisions and actions aimed at managing the human resources in general with the sole purpose of maintaining the enterprise's viability in times of crisis with minimal loss of human resources.
Personnel management during the crisis includes the following issues and problems:
- the formation of a special team of senior and middle managers who are able to adapt the enterprise to the changed conditions on the market;
- preservation of the most valuable personnel of the enterprise - experienced specialists, managers and workers, whose contribution to the development and operation of enterprises is maximized;
- not a reduction in the staff potential, but bringing it to the most rational organizational structure that meets all the requirements of the enterprise under the changed market conditions;
- reduction (ideally - complete elimination) of social and psychological tension in the team, a level of distrust towards management.
One of the most important moments guaranteeing that the management of the organization's personnel in the crisis period will have the maximum effectiveness is the choice of the correct personnel policy.
There are four main types of anti-crisis personnel policy:
- passive - the actions of both staff and management do not have a clearly defined plan and are usually aimed at eliminating the negative consequences of the crisis;
- active - the management of the enterprise has full information and forecasts of the development of the market crisis and owns methods and means of influencing the crisis situation as a whole;
- reactive - management conducts only general observation and control of individual symptoms of the crisis, carries out certain actions aimed at localizing negative consequences;
- preventive - from active only differs in the absence of means and methods of influencing the crisis situation in the leadership of the organization.
Properly planned management of the organization's personnel is one of the most important conditions enabling the company to stay afloat in the conditions of any crisis situation.