Personnel (personnel)- the staff of the organization's employees performing various production and economic functions. It is characterized, first of all, by the number, structure, considered both in statics and in dynamics, professional suitability, competence.

Personnel - the totality of all employees of the enterprise engaged in labor activities, as well as those on the balance sheet (included in the staff), but temporarily not working due to various reasons (vacation, illness, babysitting, etc.).

Human resources as economic category must be understood in the broad and narrow sense of the word. In a narrow sense, the concept of human resources is characterized by those non-labor and labor abilities and skills that can be useful for an enterprise to achieve its goals. Human potential includes both labor skills and moral qualities of the individual, religious predilections, and social inclusion.

Under human resources in the broad sense of the word, it is advisable to understand the totality of resources that are represented in the labor market, including human potential.

The special and specific role of the staff lies in the fact that it constitutes and determines the social subsystem of the organization, which is dominated by questions of people's attitudes, social groups, subjective and spiritual basis of activity. Thus, the emergence of the concept of "human resource management" is associated with the recognition of personnel as the most important subsystem of the organization's resource system, capable of predetermining its development due to its activity and dynamism. Personnel is considered not as a cost that needs to be reduced, but as the most important resource of the organization, which determines the success of the activity, which must be competently managed, created conditions for its development, and invested in it. Therefore, personnel must be developed in many ways so that they can continue to meet possible changes in the organization.

One of the components of personnel diagnostics is the diagnostics of the employee's personality traits.

Knowledge of personality traits is necessary to predict individual and group behavior, the correct placement of personnel. Therefore, managers, personnel management specialists need to determine these properties in the conditions of production activities, using different methods diagnostics. Consider the main methods for diagnosing the personality traits of an employee,

1. Observation is the study of a personality in the conditions of natural and habitual activity for him: gaming, educational, production. Observation leads to the accumulation of facts, on the basis of which the manager can draw a conclusion about the professional suitability of employees, the success of their assimilation of professional knowledge and skills, and their ability to solve specific production problems. Through observation, one can obtain data on the features of memory and attention, perception and thinking, on the typological properties of temperament, character traits, etc. The experience accumulated as a result of observation makes it possible to separate regular facts from random ones.

2. The conversation is carried out in the conditions of an individual or group examination. In order for the conversation to be productive, the leader must carefully think over its topics in advance, formulate questions and manage the course of the conversation until a certain result is obtained. Sometimes a conversation can be replaced by a questionnaire, when questions and answers are received in writing.

3. Analysis of performance results. This is the study of the results of educational and production activities of employees; reports, abstracts, rationalization and business proposals, constructed plans and models, decisions made. All this is the richest material for determining the motivations of character, abilities for theoretical and practical professional activity employees. These three methods are directly available to every experienced manager, however, some methods require special psychological knowledge. They can be applied either by the leader himself, or they can give him the necessary information with the help of practical psychologists.

4. The experiment is applied in the form of laboratory or natural experiments.

A laboratory experiment is carried out in special laboratory conditions using various equipment: film and frame projectors, computers, etc. A laboratory experiment can determine the amount of RAM, properties of attention, perception of objects, type nervous system and others, using the methods of mathematical statistics to process the obtained data.

A natural experiment combines the advantages of observation and experiment. It is carried out in the conditions of a specific activity familiar to people - educational or industrial. Often this method is used to test new teaching methods, new teaching aids, new technology. Methods of forming problem situations, analyzing incidents, conducting business games, and identifying in practice can be considered as varieties of a natural experiment. Under these conditions, employees can most fully reveal their intellectual abilities in solving professional problems.

5. Testing is specially designed tasks (pro

b) to determine the various properties of the individual. Tests allow

use of mathematical statistics, therefore give more accurate

data than observations and conversations, approaching in this regard

to the experiment.

All employees of the enterprise are divided into two groups:

- industrial and production personnel engaged in production and its service;
- non-industrial personnel employed mainly in social sphere activities of the enterprise.

By the nature of the functions performed, industrial production personnel (PPP) are divided into four categories: workers, managers, specialists and technical performers (employees).

workers - these are employees directly involved in the production of products (services), repairs, movement of goods, etc. They also include cleaners, janitors, cloakroom attendants, security guards.

Depending on the nature of participation in the production process, workers, in turn, are divided into main (producing products) and auxiliary (serving the technological process).

Leaders - employees holding positions of heads of enterprises and their structural divisions (functional services), as well as their deputies.

Specialists- employees performing engineering, economic and other functions. These include engineers, economists, accountants, sociologists, legal advisers, raters, technicians, etc.

Technical performers (employees)- employees involved in the preparation and execution of documents, economic services (clerks, secretaries-typists, timekeepers, draftsmen, copyists, archivists, agents, etc.).

Profession - a certain type of activity (occupation) of a person, due to the totality of knowledge and labor skills acquired as a result of special training.

Speciality - a type of activity within a particular profession that has specific features and requires additional special knowledge and skills from employees. For example: an economist-planner, an economist-accountant, an economist-financier, an economist-labor worker within the framework of the profession of an economist. Or: fitter, fitter, plumber within the framework of the working profession of a locksmith.

Qualification- the degree and type of professional training of an employee, his knowledge, skills and abilities necessary to perform work or functions of a certain complexity, which is displayed in qualification (tariff) categories and categories.

The problem of high-quality professional support for management structures remains complex and controversial. In addition, due to subjective factors, personnel work and personnel processes remain poorly predictable and inefficient. By "cadres" is usually understood a cohort of qualified workers who have undergone preliminary professional training and have special knowledge, work skills or work experience in their chosen field of activity.

Today in the scientific literature there are different ideas about frames. There are four main concepts of frames.

Personnel as labor resources. Instead of a person, only his function is considered here - labor, a living labor force, measured by working time and wages. This concept is reflected in Taylorism and Marxism.

Personnel as personnel. Here a person is considered through a formal role - a position. This concept is reflected in the theories of rational bureaucracy, management, in the theory of organization, where personnel management is carried out through administrative mechanisms (principles, methods, powers, functions).

Personnel as a non-renewable resource. Here, a person is no longer considered as a position (element of the structure), but as an element of social organization in the unity of the three main components (labor function, social relations, the state of the employee).

Man as a condition for the existence of organizations. Here, a person is the main subject of the organization and a special object of management, which cannot be considered as a “resource”. In accordance with this concept, the strategy and structure of the organization is based on the desires and abilities of the person. The founders of this concept are the Japanese K. Matsushita, A. Morita. In Russia, this concept is consonant with the concept of the comprehensive development of the individual.

Another concept of personnel is also possible, proposed by Professor A.A. Khokhlov, where cadres are considered as a social entity, the basis of the organizations in which they work, the personification of these subjects. The cadre of teachers personifies schools, medical workers - medical institutions, etc. This concept is based on the fact that society consists of people and relationships between us. Everything else in this society is the result (product) of human relations: economic, political, demographic, etc. Therefore, the concept of "cadres" is defined as a part of the staff that forms the backbone of the organization and performs the main functions of this organization.

Unlike personnel, the concept of "staff" is broader. Personnel is the entire personnel of an institution, enterprise, organization or part of this composition, which is a group according to professional or other characteristics (for example, service personnel).

Thus, the object of management - personnel potential - is characterized by various concepts. The broadest of them is the "human factor", and the narrowest - "cadres", which is understood only as permanent and skilled workers. Between these concepts are the terms "human resources", "labor resources", "labor force", "total worker", "staff"

More on the topic The concept of frames and basic concepts:

1. MAIN TRENDS IN THE DEVELOPMENT OF THE STAFF POTENTIAL OF THE STATE AND MUNICIPAL APPLIANCES. PROFESSIONALIZATION OF MANAGEMENT WORK

The term "labor resources", which was introduced into science in the 20s of the XX century. S. Strumilin, is used mainly as a planning and accounting meter of labor force. Labor resources - a concept that is capacious in content. As a socio-economic category, it is a set of carriers of a functioning and potential social and individual labor force and relations that arise in the process of its reproduction (formation, distribution and use). The difference between the concepts of "labor force" and "labor resources" lies in the fact that labor resources have a quantitative and socio-demographic framework, while the labor force does not. Thus, the concept of "labor resources" covers all actual and potential workers with the ability to work (labor force).

Labor resources are the part of the population that has the necessary physical development, health, education, culture, abilities, qualifications and professional knowledge to work in the field of socially beneficial activities.

Personnel

Personnel is a socio-economic category that characterizes the human resources of an enterprise, region, country. Unlike labor resources, which unite the entire able-bodied population of the country (both employed and potential workers), the concept of "personnel" includes a permanent (full-time) composition of workers, that is, able-bodied citizens who are in labor relations with various organizations. In this sense, it is identical to the socio-economic category "labor force", which is understood as the ability to work, the totality of physical and intellectual abilities man, necessary for him to produce the goods of life. However, there is a difference between these concepts. Labor force is the general ability for productive labor, its use is associated with the production of material or spiritual goods. Personnel is usually understood as full-time qualified employees who have undergone preliminary professional training and have special knowledge, work skills or work experience in their chosen field of activity.

Staff

Unlike personnel, personnel is a broader concept. Personnel - this is the entire staff of an institution, enterprise, organization or part of this composition, which is a group according to professional or other characteristics (for example, service personnel). In other words, the main characterizing components of the concept of "personnel" - the constancy and qualifications of employees - are not mandatory for the concept of "personnel". Personnel are called permanent and temporary workers, representatives of skilled and unskilled labor.

Thus, the object of personnel policy is characterized by various concepts and definitions. The broadest of them is the term "human factor", denoting a set of various relations that develop with the participation of people in the process of creating life's goods, and the narrowest is "cadres", which is understood only as permanent and only qualified workers. Between these concepts are the terms "human resources", "labor resources", "labor force", "total worker", "staff". At the same time, the concept of "human resources" refers simultaneously to the broadest definition of the object of personnel policy, and to the narrowest one. Human resources are, as noted, a generalizing, final indicator of the human factor, and personnel is a socio-economic category that characterizes the human resources of a particular enterprise, region, country. Therefore, the object of personnel policy, in our opinion, should be understood precisely as human resources, which are a combination of various qualities of people that determine their overall ability to work for the production of material and spiritual benefits. Personnel are both an object and a goal of personnel policy, the implementation of which involves the formation, distribution and rational use skilled workers employed in the production and non-production sectors of social production, i.e., the actual personnel.

For the past 50 years, the term "Personnel Management" has been used to describe the function of managing business organizations to recruit, place, develop, train, promote, and fire personnel. The need for this function arose as a result of the deepening division of labor and the complexity of forms of cooperation. The formation of large corporations, which integrated a huge number of personnel of various professions and social statuses, required the allocation of a special function for personnel management.

The result of the complication and enrichment of personnel management activities and its study has been a variety of interpretations of the concept of "personnel management" in modern business literature.

The definitions given by foreign and domestic authors have many differences, which allows us to conclude that a unified scientific understanding of "personnel management" has not been sufficiently developed. We have made an attempt to derive an integral concept that maximally unites the opinions of many authors.

Personnel management, in our opinion, should be understood as the activity of providing the enterprise with personnel capable of performing the assigned tasks in accordance with the limitations of the staffing table, as well as developing management rules and procedures that contribute to effective use personnel to achieve the economic goals of the organization. It follows that the concept of "personnel management" reflects the organizational and managerial interaction between the subject (managers of the organization) and the person - the object of management.

As mentioned above, the concept of "personnel management" is often identified with the concept of "personnel management" (in the literature, one can often find that when interpreting one of these concepts, another concept is indicated in brackets as an explanation). Moreover, when requesting “HR management” in any search engine on the Internet (for example, in Yandex, Google, Rambler, Yahoo, etc.), materials with the topic “HR management” are opened, in which these concepts are also synonymous. management capital employee

However, at present, in modern large Western organizations, independently of each other, there is a personnel management department (Personnel Department) and a personnel management department (Staff Department). A paradox arises: why have and maintain two departments in an organization that do the same thing?

The answer to this question can be found in the works of such authors as I.V. Bizyukov and V.R. Vesnin. Representatives of this direction of researchers note that the functionality of departments involved in personnel management and personnel management is different. So, in the personnel management department, such concepts as personnel management, personnel document management and personnel office work are often found. Mandatory availability of personnel documents is directly defined in the Labor Code of the Russian Federation (Labor Code of the Russian Federation). For example, the need to have employment contracts with employees is provided for in Articles 56 and 67, to keep work books - in Article 66, to create Internal Labor Regulations - in Article 189.

The creation or maintenance of other personnel documents may be provided for by other laws and by-laws, for example, the Regulation on Personal Data (Federal Law of July 27, 2006 No. 152-FZ “On Personal Data”) or the Book of Accounting for the Movement of Labor Books and Inserts (Government Decree RF dated April 16, 2003 No. 225). It follows that human resources management decides the issues of compliance with and application of the norms of the labor legislation of the country.

At the same time, legal support for personnel management is carried out at three levels:

• 1. The level of central regulation (Labor Code of the Russian Federation, Federal Laws).
• 2. The level of local regulation (employment contract, collective agreement, job description, position on the division, etc.).
• 3. International level (international labor organization).

In large Russian companies, for example, such as Rosatom State Corporation, MegaFon Retail, Absolut Bank, etc., the functions of the personnel department are performed by the legal department (or legal service).

However, it is fundamentally important that the concept of "personnel management", as well as the concept of "personnel management", reflects the various interactions between an organization and a person. If the goal of personnel management is to solve managerial tasks for organizing the implementation of enterprise plans (i.e., organizational and managerial support for the interaction of subjects and objects of management), then personnel management is to ensure compliance with and fulfillment of the requirements of the Labor Code of the Russian Federation, federal laws and regulations (t .e. legal support for the fulfillment of the tasks of the enterprise).

At the same time, personnel management is characterized by a high degree of regulation, standardization of interaction, due to the fact that the interaction of subjects and objects in personnel management is limited by legal documents and regulations of a different nature. Thus, the concept of "human resource management" reflects the legal interaction between an organization and a person ("everything must comply with the law").

In order to understand what is meant by the qualitative characteristics of personnel, it is necessary to consider the definition of personnel in a broader spectrum. Show the differences and connection with other concepts, in particular, such as personnel, labor force. This need is due to the fact that most often they are used as synonyms. Although these concepts contain some General characteristics, there are significant differences between them.

Thus, the object of personnel policy is characterized by various concepts and definitions. The broadest of them is the term "human factor", denoting a set of various relations that develop with the participation of people in the process of creating life's goods, and the narrowest is "cadres", which is understood as only permanent and only qualified workers. Between these concepts are the terms "human resources", "labor resources", "labor force", "total worker", "staff". At the same time, the concept of "human resources" refers simultaneously to the broadest definition of the object of personnel policy, and to the narrowest one. Human resources are, as noted, a generalizing, final indicator of the human factor, and personnel is a socio-economic category that characterizes the human resources of a particular enterprise, region, country. Therefore, the object of personnel management, in our opinion, should be understood precisely as human resources, which are a combination of various qualities of people that determine their overall ability to work for the production of material and spiritual benefits.

The labor force is also a socio-economic category. Labor power is directly connected with the means of production and is reunited with the individual. The carriers of a single labor force are all able-bodied members of society, actual or potential workers in the production and non-production sectors of the economy of all categories (workers, employees, specialists, managers). At the same time, it is necessary to distinguish between general and professional work capacity. General working capacity implies the ability of an employee to work that does not require special training. Professional ability to work is the ability of an employee to work in a specific area of ​​professional activity, which involves special training.

Thus, the labor force is the ability to work, the totality of the physical and spiritual abilities of a person used in production activities. The direct basis of the labor force is the ability to work, i.e. health status, as well as knowledge, skills and abilities that allow a person to perform work of a certain quality and volume.

Personnel is a socio-economic category that characterizes the human resources of an enterprise, region, country. Unlike labor resources, which unite the entire able-bodied population of the country (both employed and potential workers), the concept of "personnel" includes a permanent (regular) composition of workers, i.e. able-bodied citizens who are in labor relations with various organizations. In this sense, it is identical to the socio-economic category "labor force", which is understood as the ability to work, the totality of a person's physical and intellectual abilities necessary for him to produce life's goods.