T. Bazarov Personnel Management. Bazarov T.Yu., Eremin B.L. (ed.) Personnel Management Personnel Management under the Red Bazarov T

Organizational psychology. 2014. T. 4. No. 2. P. 92-95

Organizational psychology

www.orgpsyjournal.hse.ru.

Personnel Management of a Developing Organization

Lipatov Sergey Alekseevich

Moscow State University named after M.V. Lomonosova, Moscow, Russia

Book Review: Bazaov T.Yu. Personnel management psychology. Theory and Practice: Tutorial for bachelors. M.: Publishing House Yurait, 2014. 381 p. ISBN 978-5-9916-3302-4.

Keywords: organization, personnel management, personnel management, personnel management methods, personnel consulting, personnel assessment, intra-profit training, personnel psychodiagnostics.

The reforms of higher professional education conducted now in Russia radically change the forms of educational programs and the content of the entire educational process. For all the complexity and ambiguity of this reform process, one positive fact can be noted - the emergence of a sufficiently large variety of educational literature. Under these conditions, the university teacher is quite difficult to navigate in the stream of new editions and do not miss the desired textbook, which can be recommended to students for in-depth study as part of independent work outside the audience. Especially when it concerns those in demand in the field of psychologists and managers for manual management disciplines, such as "Personnel Management" and "Personnel Management". It should be noted that domestic textbooks and training manuals on personnel management are quite highly different from the set of those considered by the fact that the choice of which often remains unclear. In the English-language literature, the basis of the presentation of the material usually lies with a more or less divided by the professional community. An idea of \u200b\u200bthe set of functions for human resource management functions is usually liable.

Address: 125009, Moscow, ul. Mokhovaya, d. 11, p. 9

E-mail: [Email Protected]

Organizational psychology. 2014. T. 4. No. 2.

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Theory and Practice "Doctor of Psychological Sciences, Professor Tahir Yusupovich Bazarov is a famous Russian personnel management specialist who have tremendous practical experience, as well as a large number of publications in this area1. He took an active part in creating a popular educational publication "Personnel Management" 1 2. In the reviewed textbook, the author focuses readers on the psychological component of the management of human resources of a developing organization. This is reflected in the structure of the book, which includes four sections.

The first section "Fundamentals of the Organization and Management of Personnel" is devoted to the consideration of the organizational context of personnel management, the main approaches to personnel management, as well as the life stages and cycles of the organization's development. In the first chapter, the author briefly describes the implicit model of the internal environment of the organization, obtained by him during numerous surveys and group discussions with managers of various organizations, which includes the following elements: goal, structure, technology, finance, management and personnel. The metaphors of the organization are also described. However, the focus on this chapter is paid to the specialists of the personnel management service and the role of HR-departments in modern organizations. The second chapter discusses three main approaches to management - economic, organic and humanistic, - in which the basic concepts of personnel management were developed: 1) the use of labor resources; 2) personnel management; 3) human resource management; 4) managing man. The third chapter is devoted to the brief statement of the cycles and stages of the development of organizations3. It can be said that the author managed to be very extensive in essentially to lay in a fairly small amount using the table and drawings for this.

In the second section of "personnel management strategies" describes the features of personnel management at various stages of the organization, types and objectives of personnel policies, which defines the philosophy and principles of manuals against human resources, the process of forming personnel policy in the organization. This section includes two chapters. The fourth chapter is devoted to a fairly detailed description of the content of personnel management activities at various stages of the organization's life cycle: 1) the stage of formation of the organization; 2) stages of intensive growth; 3) stages of stabilization; 4) decline stage (crisis situation). The chapter ends with the training case. In the fifth chapter, it is sufficiently conducive to the ideas about the understanding of personnel policy, its types, stages of designing personnel policy.

The first two sections of the textbook, which are about a third of the book, are quite traditional to understand the essence of the organization as a social institution, as well as the basic concepts of personnel management, which reflects a generalized idea of \u200b\u200ban employee's place in the organization. The content of the following two sections is practical oriented. The third section "Personnel Management Methods" includes three chapters devoted to the description of those methods without which, according to the author, psychological work with personnel seems

1 See, for example, his books "Technology of evaluation centers for civil servants" (1995), "Department of the Developing Organization" (1996), "Socio-psychological methods and technology management of organizational staff" (2000), "Personnel Management "(2002)," Psychological verge of a changing organization "(2007)," Personnel Management. Workshop "(2009) and" Technology of staff assessment centers: processes and results (practical leadership) "(2011).

2 Personnel Management / Ed. That Bazarov and B.L. Eremin. M.: Uniti, 1998; 2002.

3 Emelyanov E.N., Povarnitsyna S.E. Business psychology. M.: Armada, 1998.

Organizational psychology. 2014. T. 4. №2.

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impossible. According to the author, the methods are part of the psychologist-practice toolkit (personnel manager), which is invariant in relation to a specific situation. These are methods for the formation of personnel composition, maintaining the health and reform of the organization. Each group of methods is devoted to individual, rather voluminous chapters. Each of these chapters end with the training case. Students in the process of mastering the content of these chapters will receive a fairly clear idea of \u200b\u200bthe methods of designing the structure of the organization, planning the need for staff, search, selection and selection of employees to the organization, evaluations of jobs, assessing the quality of labor, personnel certification and many others.

In the fourth section of the "Human Resources Management Technologies", personnel management techniques are considered focused on solving two types of tasks: diagnostics, examination or evaluation of the human resource organization and maintain developing staff of processes in the organization. Unlike the methods considered in the previous section, technology, according to the author, are always oriented situationally, that is, the specific social context should take into account when they design and implement them. This section is equal to the previous one and contains five chapters, in which a brief description of some social and psychological staff management technologies: personnel consulting as a means of developing an organization, methods for assessing the activities and results of employees (including the score center technology), competition as technology Attracting staff, approaches to the training and development of employees. The final chapter summarizes the framework of personnel psychodiagnostics: the basic concepts of psychodiagnostics, the methodological foundations of testing, the requirements for psychodiagnostic techniques. In our opinion, this chapter could be supplemented with the requirements of the Ethical Code of Practice-Practice (or Psychologist-Diagnosticity), since strict compliance of testing rules is a critical condition for obtaining valid, reliable and ethically correct information about the personality of an employee of the organization.

According to the author, the methods and technologies for managing personnel are the most important part of the toolkit of a practical psychologist working in the organization. In general, the author explicitly addresses his textbook to students - psychologists, noting in the preface that the management of human resources management is one of the trends in which graduates of psychology faculties are most in demand and successful. Of course, for this, a graduate psychologist needs to master knowledge from the scope of technology and business processes, management and finance. However, the textbook material is set out that it is available for understanding not only to psychologists, and this is its strength. It is worth noting the fact that the language of the textbook combines simplicity, academicity and actual attractiveness. The text is saturated with drawings and tables that help the reader structure and better understand the material of the textbook. And the training cases help to work out those competences on the development of which the corresponding chapters are directed.

The textbook turned out to be capacious, rather balanced in the statement of theory and practical methods of personnel management. He reflects the author's experience of personnel and managerial counseling, on the one hand, and the richest experience in teaching this learning discipline to many generations of students, on the other. You can agree with the opinion of the official reviewer of the textbook of the doctor of psychological sciences, Professor A.G. Karaiani that today the book T.Yu. Bazarov is one of the most modern, full and scientifically based work in personnel management.

Organizational Psychology - Russia. 2014. Vol. 4. NO 2.

www.orgpsyjournal.hse.ru.

Personnel Management of Growing Organization

Sergey A. Lipatov.

Lomonosov Moscow State University, Moscow, Russia

Review of the textbook by t.yu. Bazarov "Psihologija Upravlenija Personalom. Teorija I Praktika: Uchebnik Dlja Bakalavrov. " MOSCOW: Urait, 2014. ISBN 978-5-9916-3302-4.

Keywords: Organization, Personnel Management, Personnel Management Practices, Human Resources Consulting, Performance Appraisal, Training and Developing Employees, Personnel Assessment.

Address: 11 Mokhovaya Str., Build. 9, 125009, MOSCOW, RUSSIA

2nd ed., Pererab. and add. - M..: 2002. - 560 p.

Based on domestic and foreign experience, effective approaches to working with personnel in modern conditions are offered (team management, liability contract, anti-crisis management). The foundations of the management organization, personnel management concept, personnel management strategies, technologies and methods of personnel management are considered. Personnel management problems are considered taking into account the specifics of organizational culture, the phases of the organization of the organization.

The second edition (1st ed. - UNITY, 1998) is complemented by conflict funds of personnel management and corporate PR.

Format: PDF / Zip.

The size: 2, 91 MB

/ Download File

Format: Doc / Zip.

The size: 768 KB

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Table of contents
I personnel management as a profession
Chapter 1. Genesis Professional Culture of Personnel Management
1.1. Three Professional Revolutions and HR Manager Mission
1.2. Evolution of forms of joint activity and the formation of personnel management
1.3. The main types of professional culture of personnel management
Chapter 2. Evolution of Personnel Management
2.1. Models and personnel management features
2.2. Personnel management: Calls of the XXI century.
Chapter 3. Professional Profile of Human Resources: Ethical Measurement
3.1. The main professional roles of personnel manager
3.2. Ethics of business relations in the work of the personnel manager
Chapter 4. Business Ethics - Architectonics of Personnel Management
4.1. Corporate Ethics Code
4.2. Informal levels of moral regulation of employee behavior
II organizing personnel management context
Chapter 5. Organization as a phenomenon
5.1. Organization as a "implicit" model
5.2. Elements of the Interior Environment
Chapter 6. Life Stages and Cycles of the Organization
6.1. Life cycle organization
6.2. Stages and development cycles
III Personnel Management Concept
Chapter 7. Basic Approaches to Human Resources
7.1. Economic approach
7.2. Organic approach
7.3. Humanistic approach
7.4. Organizational cultures as an object of management activities
Chapter 8. Concept of "Human Capital"
8.1. Theory of human capital
8.2. Concept of "Human Resource Analysis"
8.3. Model measurement of the individual value of the employee
IV Personnel Management Strategies
Chapter 9. Personnel Policy
9.1. Types of personnel politics
9.2. Personal Policy Design Stages
9.3. Personnel events and personnel strategy
9.4. Currency Policy Development Terms
Chapter 10. Personnel management at different stages of organization development
10.1. Historical excursion to conflictology
10.2. Stage of intensive growth
10.3. Stabilization stage
10.4. Stage of recession (crisis situation)
V Personnel Management Methods
Chapter 11. Methods for the formation of personnel composition
11.1. Historical excursion to conflictology
11.2. Personnel need planning
11.3. Analysis of personnel situation in the region
11.4. Analysis of activity. Official instructions
11.5. Attracting candidates for work in the organization
11.6. Evaluation of candidates when admission to work
11.7. Adaptation staff
Chapter 12. Personnel Management Methods
12.1. Improving productivity and laboring
12.2. Evaluation of jobs
12.3. Providing quality of labor
12.4. Labor Assessment: Levels, Approaches, Methods
12.5. Personal certification
12.6. Formation of personnel reserve
12.7. Career planning
12.7. Development of labor stimulation programs
Chapter 13. Methods of reforming the organization
13.1. Reorganization processes
13.2. Organizational and personnel audit
13.3. Nonlarmed Personnel Reduction Methods
VI Human Resource Management Technologies
Chapter 14. Personnel Counseling
14.1. Personnel counseling concept as a means of development of the organization
14.2. Personnel consultant toolkit
Chapter 15. Evaluation Center as a staff of personnel work
15.1. Preparation of the assessment center program
15.2. Implementation of the assessment center program
Chapter 16. Competition as staff attracting staff
16.1. Organization and Conduct Competition
16.2. Stages of the competition
Chapter 17. Intercommunicative training as a technology for the development of personnel potential of the organization
17.1. Intrafirm learning as a process of continuous education and its features
17.2. Requirements for personnel support of curricula and features of students
Chapter 18. Community of Education as a technology for the formation of management capacity of the organization
18.1. Team as organizational form of collective management
18.2. Telecommunication Stages and team formation methods
Chapter 19. Personnel Psychodiagnostics
19.1. Personnel psychodiagnostics: stages and methodological bases of test
19.2. Requirements for psychodiagnostic techniques
19.3. Requirements for personnel psychodiagnoste
VII Conflict Fundamentals of Personnel Management
Chapter 20. Conflict as a Development Tool
20.1. Historical excursion to conflictology
20.2. What is the conflict?
20.3. Formal logical conflict models
20.4. Basic concepts
20.5. How to deal with destructiveness?
20.6. When does the conflict begins?
20.7. What to do with conflict?
Chapter 21. Conflict in Organization
21.1. Conflict of organizational structure
21.2. Intergroup conflicts
21.3. Interpersonal conflicts
VIII Corporate PR
Chapter 22. PR - Communication Management in Conflict: (Methodological foundations)
22.1. PR: The problem of determining the world of delusions
22.2. PR, Propaganda and Mathematical Justles
22.3. PR and Marketing: the evolution of the development of the conflict between the consumer and the manufacturer
Chapter 23. PR-Management: Technological Basics
23.1. PR: Technological work on the formation of adequate image
23.2. PR: and project
Dictionary of Concept
Literature

978-5-16-006052-1

The textbook discusses the current state, interdisciplinary bonds and promising areas of research developed in the new scientific and applied discipline - organizational psychology. Describes methodical approaches and comprehensive psychological technologies used in solving problems of organizational diagnosis, providing advice, assessing personnel, conducting training procedures and to support mental health of professionals. The content of the textbook was prepared on the basis of curricula developed in accordance with the requirements for the new generation of state educational standards of higher education in the Russian Federation, operating in the field of training psychologists in specializations "Organizational Psychology" and "Organizational Consulting". It is recommended for students, masters and graduate students studying in higher educational institutions of the psychological profile and related to specialties, as well as for managers, management specialists, personnel officers, personnel and professional retraining services at enterprises.

978-5-16-006052-1

15
mar.
2008

Bazarov T. Yu., Eremin - Personnel Management

Genre:
Bazarov T. Yu.,
Publisher: ""
Country:
Year of release: 2007
Number of pages: 219

Description:

The specificity of personnel management is disclosed depending on the level of the organization's life cycle. Particular attention is paid to the types of organizational cultures of modern organizations. Considered issues of planning the number of personnel, competitive recruitment, labor assessment and certification, formation of personnel reserve, labor stimulation, as well as features of personnel management in a crisis situation. For students of secondary professional educational institutions. A series of "secondary vocational education"

Quality: Scanned Pages
Format: DOC.

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2009

Personnel Management: Team Formation Technology

ISBN: 5-279-02380-9, 0
Format:,
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Author: V.V.Avdeev
Genre: Tutorial
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Description: A modern approach to the formation of the management team is revealed to the manual. Illustrates the technology of optimizing the use of human resources in management and psychological practice. Table of Contents Introduction CHAPTER 1 Team Chapter 2 Management team "touchy" or "restless" choleric Chapter 3 Management team "Aggressive" or "excitable" choleric Chapter 4 Management ...

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Greolding: Personnel Management System Technology

ISBN: 978-5-9626-0365-0, -
Format:,
Year of release: 2007
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Genre: Miscellaneous
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Number of pages: 208
Description: In the readers offered to the attention of readers, the author considers the systematic approach to personnel technologies (gradyngu, evaluation of performance, certification), which is based on the measurement and description of posts. The data obtained allow you to formulate the requirements for finding a candidate, certification, training, the construction of the tariff system. Ultimately, it allows you to create a corporate incentive control system ...

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Selected works in 2 thousandt. (William Somerset Maem)

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Genre: Classical Prose
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Russian language
Number of pages: 560 s. + 736 p.
Description: (1874-1965) - Outstanding English Prosais, Classic XX century. The twotomnik includes his best novels dedicated to the problems of bourgeois aesthetics and morality: "Moon and Gross". "Patteritorial Pokrov", "Razor's Trees", as well as a journalistic book about the writer's work "Summing up" and stories of different years. The author of the preface V.Korodenko. Table of contents

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21 lesson for the XXI century (Harari Yuval Noah), Vladimir Eremin, Vladimir Levashev, Vladimir Zaitsev]

Format: Audiobook, MP3, 56Kbps
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Genre: Research and Popular Literature,
Publisher:
Artist:,
Duration: 13:06:45
Description: "21 lesson for the XXI century" - the third book of Yuval Harari, the author of the World Bestsellers "Sapiens. Brief history of mankind "and" Homo Deus. Brief history of the future. " One of the most original thinkers of modernity reflects that it means to be a man in the era of loss of landmarks. Relying on your ideas ...

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Management (Natalia Kolovova) [Elena Korostnaya, 2017, love romance, audiobook, mp3, 192kbps]

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Genre: Love Roman
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Duration: 03:20:00
Description: Specialings are falling in love! Sentimental story with elements of detective. Lose brother and friend, and in return to get a loved woman ... replacement? Or consolation? And how in the entourage of a military institution to remain a person, find love, understand and take it? Separate thanks for the cover of Alexey ()
Extra. information:

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Time Management (Lukashenko Marina)

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Duration: 02:04:13
Description: Basic functions of time management, key principles of time planning, as well as the main secrets of the implementation of the objectives in the audiocore management time from Business - Trainer Lukashenko Marina

03
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Management of attention (Alexander King)

Format:, (Initially computer)
Author:
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Year of release: 2011
Genre:, Psychology, Philosophy, Diary
Number of pages: 8
Description: Management of attention - in the book I described examples in which it is clear to see that everything in our life is built on attention. Thanks to the attention, people fall in love, they get sick and recover. Attention is used in everything. Your life depends on your attention. After all, attention is and you are.

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Time Management (Baksht Konstantin)

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Description: The problem of lack of time is familiar to everyone. How to make sure and work, and relax, and communicate with your family, and have fun with friends? But time is the only irreplaceable resource. The money spent can be returned, and the past time is never. That is why the ability to manage its time is one of the most important factors affecting improving the quality of life. Famous business coach, consultant ...

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Emotion management (Igor Vagin)

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Description: It offers special psychotherapeutic techniques that will help you learn to control emotions, overcome fear and chronic alarm, gain confidence and increase self-esteem, to overcome the feeling of guilt and get rid of smallestness, manage anger, cope with the insults. Keepable 1. Control of emotions Chapter 2. Nature and mechanisms of fear Chapter 3. Risk management Chapter 4. Fear management ...

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Technical Systems Management (Demenkov N.P., Vasilyev G.N.)

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Management in technical systems (Demenkov N.P., Mikrin E.A.)

In OMICRON, the average according to the sizes of the electronic company, there was a practice when already working and future middle managers were held by university training programs sponsored by the Company. The company paid a student small scholarship, but the classes should not have interfere with the main work. Although only half of all managers have passed these courses, in the company believed that those who passed them are better prepared for the execution of the role of the head. By the way, this faith was based on the points of view of the leadership, students themselves and instructors.

The situation with courses did not change until the new president of Kevin Hartman did not raise the issue of the effectiveness of learning programs. It is worth noting that he suggested that, from the position of the potential of the head, there is no difference between those who passed courses, and those who did not do. In this case, the costs of programs are significantly higher than the benefit, which can be removed from them.

Director of Human Resources John Walker did not agree with such a position. In his opinion, the programs should be continued, although it cannot prove their effectiveness with numbers. In order to reinforce the point of view, he invited a consultant familiar with the principles of ACH, it was assessed by the effectiveness of managers' development programs from the position of their individual value for the company.

Definition of service states. At the first stage of the application of the model, a set of service states or positions was determined:

"Engineer" - it is that position, about changing the value of which as a result of training programs wanted to know the leadership. In accordance with the data, the above positions were chosen.

Definition of positional value. Next, the consultant tried to determine the cost for organizing each position. In the contracts adopted in the company, the hourly payment rate for each employee was indicated. The multiplication of the individual rate by the number of hours, the average operates the employee during the year, the cost of each position was obtained:

Position value

Project Manager

Department head

Calculation of the transition matrix. The consultant managed to collect information about the transitions of more than two hundred employees over the past 10 years, and also divide this information on those who passed courses, and those who have not passed them. Based on statistics, two transition matrices were compiled for each employee group separately:

Workers who have not passed the training program:


	Department head	Project Manager
Head of Department
Project Manager

Workers who have passed the training program:


	Chief	Head

Chief

Head

Task 2.

Compare the two tables above and determine:

1. How much participation in training programs increases the likelihood of an increase in the career staircase.

2. How much is the likelihood of an employee's care from the organization, if he participated in training programs.

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