Abstract on the master’s work
Human Resources Monitoring System Development
Table of contents
- Introduction
- 1. Theme urgency
- 2. Goal and tasks of the research
- 3. Review of research and development
- 4. Economic and mathematical supply for the monitoring of human resources
- Conclusion
- References
Introduction
In 2006 the Cabinet of Ministers approved the National Strategy for Regional Development for the period up to 2015 [1], that the main objectives of the dynamic development of Ukraine are actively involved in global socio-economic processes and the integration into the European community. Among the approaches that will achieve new levels of efficiency and competitiveness of the economy and living standards, is to create new methods of using not only the economic and natural resource potential of the regions, but also accentuated the attention on the development of intellectual capital.
The development of science, scientific and technological progress have led to the fact that the intellectual capital gained massive scale within the global community and within the business – to increase the share of labor in the intellectual activity of man. Today, without the involvement of the labor force can not be done any production. Moreover, the results of management and market value determined at 70% efficiency of utilization of labor resources.
That is why in order to achieve a high level of profitability and financial growth, increased competitiveness of the enterprise to organize an effective human resource management by implementing an effective human resources monitoring system.
1. Theme urgency
The available in scientific literature, the principles of monitoring labor is too simplified. They are not suitable for modern enterprises, which have to exist in conditions of market relations in post-Soviet space.
The existing guidelines for monitoring the labor force do not take into account the psychological methods of personnel management, which is now the main focus. It is therefore necessary to develop new tools for monitoring personnel, who will take into account the parameters of a psychological portrait of the person and obtain reliable information for sound management decisions in the light of these parameters.
Each member of the workforce has the potential employment opportunities, their traits, in his terms, he is unique. Therefore, managers at various levels need to know the psychology of each subordinate them to the employee and on this basis, so act on it to open up and realized its potential in the workplace. It is this problem lies at the heart of the system being developed for monitoring the labor force.
The adoption of human resources monitoring system in the resource management system will solve the problem of efficient use of human resources potential, which in turn have a positive impact on the management of the enterprise.
2. Goal and tasks of the research
The goal of research – improving the efficiency of human resource management through the introduction of developed monitoring system.
Main tasks of the research:
- Analysis of peculiarities of the monitoring of human resources;
- Study of existing mathematical supply for the monitoring of human resources;
- Construction of a conceptual model of the human resources monitoring system;
- Development of a new integrated method for assessing the effectiveness of work force;
- Analysis of the effectiveness of the monitoring system being implemented at the enterprise workforce.
Research object: the monitoring of human resources.
Research subject: athe economic and mathematical tools for monitoring of human resources.
3. Review of research and development
Studies of existing human resources monitoring systems are reduced to the study of methods and techniques for the assessment of labor. Staff evaluation is planned, formalized description of employees work, staff efficiency. The content and assessment methods vary considerably, depending on what specific problems are solved with its help. Existing methods for evaluating employees are divided into 3 groups.
The first group of descriptive methods characterizes the quality of an employee without quantification. There are qualitative methods which have a subjective character [4]. The basis of the methods the second intermediate group laid the principle as descriptive and quantitative parameters, which are based on the original descriptions [5]. As a result of the third group of methods can be quite objective numerical assessment of the level of competencies of employees [6].
All methods for the estimating the human resources are characterized by ambiguity of accounting using the method of evaluation criteria and factors, the lack of opportunities at the same time taking into account several factors. The degree of objectivity of the evaluation in the case of the considered methods is achieved through the involvement of experts, which complicates the evaluation process, making it more costly in terms of time and money. It also remains in question the possibility of obtaining quantitative estimates.
4. Economic and mathematical supply for the monitoring of human resources
The principal difference of human resources monitoring system that develops in the master’s work is that all stages are implemented individually by the head of the structural unit. The object is not a group or team, but directly to the person.
There is the complex model of human resources monitoring system on the figure 1.
Figure 1 – Complex model of human resources monitoring system
(animation: 8 frames, 3 cycles of repeating, 150 kilobytes)
There are four main stages in the complex model of human resources monitoring system.
On the first stage the manager determine the subject of assessment. As the subject of evaluation work may be the labor activity (complexity, efficiency, quality of work), the degree of target achievement (quantitative and qualitative results, individual contributions and contributions to the overall results of division and the organization, the direct and indirect results), personal qualities (presence an employee of any business and personal qualities: knowledge, skills, character traits, their level of severity, mastering one or other employee of the functions).
Then selection criteria for evaluation are carried out by means of mathematical methods to identify performance key indicators. The evaluation criteria can be expressed in quantitative (productivity), and in a qualitative way (personal characteristics).
In the next stage manager, based on selected criteria, evaluates the effectiveness of the workforce through natural, cost, conditional, descriptive characteristics.
The resulting estimates system processes with built-in mathematical algorithms and provides a single comprehensive assessment of work characteristics the individual employee. Based on this evaluation manager will be able to make objective decisions in the management of production processes.
Conclusion
The use of human resources monitoring system in modern factories develops innovative processes that affect the entire social infrastructure. In addition an effective human resources monitoring system in Ukrainian enterprises contributes to the development of European integration of our country.
Human resources monitoring system, which is represented in the master’s work, is mathematically based and therefore provides an objective comprehensive evaluation of personnel. Reduced manager subjectivity by the final assessment was due to the use of various evaluation criteria and the combined application of assessment methods. Thus, with the help of the developed system, today’s leaders have an opportunity to evaluate their subordinates from different angles and in different ways and thus have a positive impact on the dynamics of the enterprise.
This master's work is not completed yet. Final completion: January 2013. The full text of the work and materials on the topic can be obtained from the author or his head after this date.
References
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