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Abstract

Content

Introduction

A modern enterprise, based on the work activity of the staff, needs to improve the management system, regardless of the number of staff. To date, there are many technologies for working with staff. They are different in the direction of impact, financial costs and time, duration and effectiveness of the impact. It should be noted that all modern management methods are based on the belief that every worker is a person with his personal social, psychological and physiological characteristics.

In the research work, socio-psychological aspects of management, principles and methods of impact on personnel are considered; socio-psychological aspects of management in the organization are revealed; developed recommendations for the effective use of socio-psychological management methods.

1. Relevance

The effectiveness of the work of personnel is largely determined by the state of the socio-psychological climate in the enterprise. The success of the collective depends entirely on the results of the work of its members. The analysis of work activity and the development of recommendations for effective management, taking into account the individual characteristics of each employee, determines the relevance and necessity of studying the socio-psychological aspect of personnel management at the enterprise of any kind of activity.

The study of socio-psychological management methods was carried out by V. Shepel [1], N. Mansurov [2], L. Bueva [3], E. Kuzmin [4], K. Platonov [5], A. Lutoshkin [6] and other outstanding scientists.

2. The purpose and objectives of the study, the planned results

The aim of the study is the theoretical justification and development of methodological recommendations for the improvement of human resource management technologies from a socio-psychological perspective.

In accordance with the goal, the main tasks of the work are:

  1. To explore the essence, principles and role of socio-psychological aspects of governance.
  2. Аnalyze the types of socio-psychological climate.
  3. Consider the basic methods of socio-psychological impact on staff.
  4. To offer general recommendations on effective social and psychological effects.

Object of research: technologies of personnel management (socio-psychological aspect) in the conditions of the enterprise.

The subject of the research: theoretical and practical bases of perfection of technologies of personnel management from the position of socio-psychological aspect.

The information base of the research is the actual materials published in the scientific literature and periodicals. The works of domestic and foreign authors on personnel policy, psychology, personnel management for 2014-2016 are used.

3. The concept and essence of the socio‑psychological management of staff

One of the most important areas of the company's activity is integrated personnel management, which is a systemic science of administrative, managerial, organizational, economic, socio-psychological factors and ways of influencing staff with a view to enhancing its economic activities.

The management system, notes academician Lvov [7], should combine the following set of system-forming features: the target character of the system functioning, the composition of the system components, the availability of sufficient resource support for extended reproduction, the feedback mechanism.

There are three main areas of management methods:

  1. Economic.
  2. Administrative.
  3. Socio-psychological [8].

Thus, the productivity of labor activity in an enterprise of any kind of activity is determined by how actively and consciously people participate in it. It is the socio-psychological management of the staff at the present stage of the development of social relations that allows creating comfortable working conditions for the employees of the enterprise, achieving the set goals provided that the health of the employees is preserved and the favorable social and psychological climate in the team is maintained, while observing the legislation and the requirements of normative acts.

4. Principles and role of socio‑psychological impact on personnel in the current conditions of the functioning of the enterprise

Socio-psychological impact on the staff includes a system of different ways and methods of working with the workforce in order to meet the social needs of the individual, his comprehensive professional development, increase both the work activity of the employee within the team, and ensure the effective operation of the staff as a whole.

Socio-psychological impact on staff is based on the use of the basic laws of sociology (directed at groups of people and their interaction in the process of work) and psychology (interaction in the work process: psychological management methods that are aimed at the identity of a particular employee).

Thus, to the group of socio-psychological impact are all methods that have a psychological and moral impact on the personality of the employee in the team, such as:

  1. The ability and aspiration of the leader to encourage the workforce to do business, apply a wide range of work with personnel.
  2. Grouping and placement of personnel, taking into account psychotypes and features of the nature and temperament of each employee.
  3. Democratic management style.
  4. Active policy in the field of staff motivation and motivation.
  5. Policy in the field of meeting the individual spiritual needs of the work collective, orientation to social and ethical attitudes.
  6. Provision of social protection of the work collective (provision of a social package, provision of various bonuses, benefits, etc.) [9].

The main regularities of the socio-psychological impact on personnel:

  1. Increasing the social activity of the work collective.
  2. Supporting the corporate culture.
  3. Moral stimulation.
  4. Development of measures for the socio-psychological development of the work collective.
  5. Resolution of socio-psychological problems of the organization's staff.
  6. Observance of social justice in the team [10].

5. Methods of personnel management through the socio‑psychological aspect of influence on the collective

Socially-psychological methods of personnel management represent the predominant use of informal methods of influencing personnel, taking into account the interests and behavior of each individual in the work collective with the aim of improving labor relations and meeting social and psychological needs. In this case, the object of this impact, as a rule, is the labor collective of the enterprise [11].

The methods of psychological influence are the most important components of psychological management methods. They summarize the necessary and legally permitted methods of psychological impact on personnel to coordinate the actions of employees in the process of joint production activities. Positive ways of impact are involvement, motivation, compliment, praise, advice, etc. Negative methods are coercion, demand, prohibition, deceit of expectations, condemnation, etc. [12].

The basic psychological methods of management also include:

  1. Humanization of labor.
  2. Psychological motivation.
  3. Assistance in enhancing the professional interests of the employee, his initiative for creative work.
  4. Planning the professional career of an employee.
  5. Work in the field of forming working groups based on the characteristics of the psychotype, temperament and character of the employee in the work collective.
  6. Establishment of favorable relations between employees and between employee and manager, etc.

Thus, all psychological methods of personnel management are based on knowledge, competent and skilful use of the psychological qualities of a particular employee. Leading companies and organizations create their own professional psychological services, staffed by social psychologists.

6. Recommendations on the application of socio‑psychological methods of management

The main directions for the formation and maintenance of a favorable socio-psychological climate include:

  1. Work on reducing the level of conflict.
  2. Increased satisfaction with the work of each individual employee within the organization.
  3. Development of an atmosphere of trust and mutual understanding in the team.
  4. Stimulation of labor activity by targeting the achievement of the organization's goals, organizing the performance of common collective tasks.
  5. The formation of the principle of equality, a fair assessment of work, a policy of sharing knowledge and experience.
  6. The predominance of a democratic management style.
  7. Active policy of the organization in the areas [12].

Сonclusions

The socio-psychological aspects of management are based on the use of a social management mechanism. Specificity of these aspects is the complete analysis of the individual characteristics of each employee who is part of the workforce. It is these individual characteristics of a person, or rather, a competent approach to managing them, that show how social and psychological management methods affect the efficiency of the work of all divisions of the enterprise.

Socio-psychological management of personnel is a set of basic methods of influencing interpersonal and intergroup relations arising in the process of work in a team, as well as the mechanism of influence on social processes taking place in the work collective.

Socio-psychological management includes two areas of activity: 1) social; 2) psychological.

List of sources

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