Kudlai Tamara Vasilevna

Faculty: Management and innovatsiy

Speciality: Management of personnel and economy of labour

Theme of final work: Development of personnel

Leader: E. V. Chumachenko

Introduction

Development of personnel - one of the most essential constituents of general increase of effective production. In economic unstable periods it was spared the problem of development of personnel not enough attention, but exactly in the period of crisis development of personnel is to one of terms of the economy growing. Attaining high results is possible only then, when people own knowledges, abilities and purposefulness. Education and teaching of personnel must be continuous and to provide necessary professional development. At modern terms the problem of development of personnel acquires everything to greater actuality. Taking into account it in a country the problem of revival of the professional departmental of shots teaching takes on the special significance on a production.

To development of personnel on an enterprise with the purpose of increase of general economic efficiency many advanced studies of domestic and oversea researchers are devoted. In particular it is possible to name labours of such authors, as Umanskiy O., Borodina Y., Shapovalova of T., Yagorka And., Muzichenko of V., Pospelova of T.

Purpose of this work determination of forms of development of personnel and estimation of their influence on the increase of effective work of organization.

Development of personnel in the period of economic crisis

What crisis? It is presently possible to talk about his main sign: real limitation of solvency of users, buyers, partners. Diminishing crediting, toughening of mortgage and leasings operations, an increase of risk of vacation of products without pre-pay is pre-conditions of diminishing of the purchased ability of market.

How does the crisis of personnel look?

- low labour productivity;

- high fluidity of shots;

- deficit of skilled personnel;

- care of employees from a company;

- absence of the clear, rational distributing of functions between workers, duplication of works;

- surplus quantity of personnel, disparity of his qualifying structure to the necessities of enterprise;

- absence of motivation of personnel;

- absence of initiative of workers;

- an emotional tightness in the air is in a collective.

The crisis of personnel opens sluices for reorganization of control system, for its development. If growth it is a quantitative index: branches, storages, workers et cetera, that development a concept is high-quality and supposes the base, fundamental constructions of business: systems of strategic management, systems of development and introduction of innovative, technological projects, systems of selection and development of personnel, introduction of the system of development and conclusion to the market of new products et cetera In fact the geographical scope of market will not give a return, if a firm is not dynamic, not flexible, забюрократизована for clients and personnel. Exactly now time to conduct оргдиагностику, audit of basic бизнес-процессов and administrative decisions. Once again перепроверить бизнес-модель of valueadded. It can in new realities will not give a that return and requires modifications.

It is known, competition status of company three factors are instrumental in: possibility of capital investments, expressly certain strategy and resources (root competenses, system, infrastructure), is capable to execute this strategy. As with a capital investment now tightly (more vagueness - more risk), remains to operate strategy and competense of company. In fact nothing you does not interfere with to do the revision of strategy and potential of company. To revise aims. To optimize every бизнес-процесс and accordingly оргструктуру, co-operations in it. Thus not necessarily optimization designates reduction, diminishing et cetera Rather, follows more critically to behave to that strategy which you will realize, conduct the revision of resources of its implementation. In times to do коррективы. And the main will not go down to adaptive position. If before you lived and grew together with a market, now it is losing position. At consideration of strategies in the days of the slump of consumer demand, must be attracted attention on strategy of exit from this business, strategy of "harvest", strategy of capture of leader positions and strategy of passing to the niches. These four strategies substantially differ from each other on aims and terms of investing, so that carrying out them is possible on a separateness or one after other.

For overcoming of crisis of personnel it is necessary to conduct his teaching. To rotin, how to achieve objective, how to work othergates; to make evident examples. Task of this stage - to define how it to do. Understanding how it is possible to obtain the put aims, employees will feel a confidence in own forces, that will serve additional motivation.

It is thus impossible to forget that a company is in a crisis and time on the correction of situation a bit - consequently, teaching must be a point and to affect the sharpest questions.

During optimization of charges on teaching of personnel, employers are forced temporally to give up a grant to this possibility to all employees, selecting the groups of key for a company specialists. Internal resources are actively involved for teaching, without bringing in of extraneous providers.

A personnel is a main capital of company in a modern economy. Only effective managers can provide effective work of company on falling markets and in time use possibilities which will appear after a crisis (not secret, that any crisis is early or late closed, opening a road to market growth).

Making decision about a selection facilities on teaching and development of personnel, many leaders understand that it is needed, but not fully sure in that investments will give an economic effect exactly. This article is called to arm with leaders and HR-специалистов information, characterizing the sizes of possible return from investments in development of personnel.

Recoupment of investments in the corporate teaching of western companies

Researchers assert that now an economic effect from investments in development of personnel is more high, than from investments in capital goods. Researches, conducted in 3200 American companies of R. Zemski and S. Shamakole (An university of the state is Pennsylvania), rotined that the 10%-е increase of charges on training of personnel gave the increase of the labour productivity 8,5%, while the same increase of capital investments gives the increase of the productivity only 3,8%1 .

Cспециалисты of American society of training and development (ASTD) counted up, that a 1 dollar, inlaid in development of personnel, brought from 3 to 8 aiee. of profit. And in a company Motorola every dollar, inlaid in education, brings 33 dollars arrived. Developed and inculcated on one of enterprises of Motorola in 1987 the program of upgrading of Six Sigma allowed to reduce the index of marriage to 0,1% and to shorten on 84% expenses, related to low quality.

Thus, investments in teaching of personnel of western companies can bring in to the companies not only a return but also superprofit.

Profitability of investments in the corporate teaching of domestic companies.

Teaching 150 client managers in a Альфа-банке allowed to reduce the percent of uncommunicating credit requests from 80% to 10%. It freed about 140 000 dollars in a year, expended before on payment of labour of credit managers, processing these requests.. Multiplying this sum on middle on a bank correlation of aioia/ca?ieaou, the specialists of company «EKOPSI Consulting» got the sum of profit from teaching equal almost 450 000 aiee. in a year.

Expenses on the project of teaching plugged in itself payment of trainings, airline tickets, hotel, office and postal services and appeared 113 200 aiee. is equal Thus on every dollar inlaid in a project a bank got 3,98 aiee. of return for a year .

Other example. Firm «Sportmaster» during 10 months taught managers on the wholesale selling. As a result, the volume of sales rose on 60%, a client base broadened on 25%, and scope of cities - on 35%.

As on growth of indexes, other factors influenced, and specific gravity of influence of the programs of teaching on the increase of efficiency of work was 21%, then it is possible to draw conclusion, that due to the program of teaching the volume of sales for 10 months grew on 12%, a client base broadened on 5%, the scope of cities was increased on 7%.

Taking into account expenses on bringing in of trainers, on the lease of apartments, on the salary of participants and representatives of service of personnel (for the days of trainings), engaged in the process of teaching, and also expenses of company on the leadthrough of estimation of employees by the method of Ассесмент-центра, a return on an investment in teaching of managers was 415%. It means that on every dollar inlaid in a project a company got 5,15 aiee. of return for a year.

Thus, advantage an investment in teaching of personnel of the Ukrainian companies can arrive at 5 долл on every inlaid, and an economic effect from teaching can be saved during 2-3 months.

At the same time creation of the corporate departmental teaching can bring a considerable profit. So, in 2001 the more than 27 thousand workers of enterprises of group promoted the «Noril'skiy nickel» qualification and passed retraining. And an annual economic effect from teaching of personnel in 2001 made more than 40 million Uah That, teaching of one employee brought about 1,5 thousand Uah to the enterprise

Development of leadership in the period of crisis

In the period of crisis it is necessary to teach a personnel. It is necessary to develop leader qualities of workers. Research of Harvard Business Review (HBR, March, 2007), conducted L. Basi и Д. MakMyurrer, shows strong intercommunication between leader skills and financial indexes of company. Authors analysed the cost of action 11 public companies, rendering financial services. Companies which invested in development of personnel showed the best financial results in five times, what companies which did a less accent in development of personnel.

L. Basi и Д. MakMyurrer also information of independent research bring 750 large, public companies over. Companies with the best practices of management a personnel provide to the shareholders in 3 times large income, what companies which practices of management a personnel are more weak in.

Development of leadership rendered enormous influence on the financial indexes of U.S. Postal Service(USPS). Center for Creative Leadership(CCL) participated in a project on the increase of efficiency of leadership in USPS. Result: 8,8 milliards of dollars of the USA of economy on total expenses, redemption of debts, increase of the productivity of personnel and growth of satisfaction of clients.

Research of Besrin&Assiociates shows that development of leadership into a company is more effective strategy, than bringing in of external personnel. Reasons are clear: 1) internal candidates better know a company 2) bringing in and найм of candidates on leading to position is more difficult and expensive process, than internal moving.

Research of Besrin&Assiociates shows that companies which have the strategic going near development of leadership:

- on 84% more effective in upgrading of leader potential of company;

- on 73% more effective in withholding of personnel;

- on 67% more effective in the increase of involved, command work and withholding of leaders of company.

AXA Equitable put an ambitious purpose - to become the best providers in industry to 2012. The president of company Kristofer Kondron saw development of leadership of successful achievement of purpose a mortgage. AXA Equitable chosen SSl for program development on leadership. As a result of realization of project of hundred leaders of company passed program CCL. 78% participants marked., that the program helped them to become more effective leaders. AXA Equitable it was succeeded to heave up the productivity of company, to improve communications and strengthen leadership in a company.

When changes are in business to the environment, 86% companies which have the strategic programs of development of leadership are able quickly to react on a changing situation. Among companies which have more weak programs of development of leaders only half (52%) apt at a rapid reaction, these researches of Besrin&Assiociates show.

Companies which invest in teaching and development of personnel, as a rule, are more flexible. In a crisis a company can ask employees to change the type of activity, agree to less payment of labour or fully to change a career. The programs of development of talents promote greater flexibility of labour force of company. Moreover, taking into account the senescence of labour force, such programs allow to reconstruct and fill in leader resources.

Conclusions

It is thus possible to draw conclusion that development of personnel in the period of crisis is inalienable part of strategy of survival of enterprise.

1. http://www.management.com.ua/cm/cm089.html - Crisis is a way to the changes.

2. http://www.bmconsult.ru/library/publications/element.php?ID=408 - as a crisis of personnel looks.

3. http://www.seychas.com.ua/news/2008/12/11/2012.htm - Crisis enables for development of company.

4. http://planetahr.hh.ua/Уголок-эйчара/Необходимость-и-пути-оптимизации-расходов-на-персонал-в-условиях-финансового-кризиса.html it is Necessity and ways of optimization of charges on a personnel in the conditions of financial crisis

5. http://www.psy.su/prof_society/articles/1816/ it is Recoupment of investments in the programs of the corporate teaching.

6. http://www.trainings.ru/library/articles/?id=11410 - Increasing efficiency of company: why development of leadership is important in the period of economic crisis and instability.

7. http://masters.donntu.ru/2004/fem/kolomijets/diss.htm it is Management a personnel on the enterprises of engineer.