Nowadays a lot comes with building a business and leading it to become a successful one. You need to learn a lot about resources, management and growth with planning. Many successful entrepreneurs have built Email marketing companies in USA and they have made quite a name for themselves in the world out there.
There is a lot that businesses without any experience need to learn. Like the Administrative methods of personnel management are based on the authority of the governing body or person, discipline, sense of duty, corporate culture standards. Administrative management, in contrast to methods of moral encouragement or some material instruments of influence, should be carried out in strict accordance with the legal framework and regulations established by a higher structure.
Team-imperative methods of company management are implemented through a system of managerial influences.
Organizational impact
The platform for this variety of impacts is the intraorganizational regulatory framework.
Staffing
SR is an intercorporate regulatory and organizational document that approves the organizational structure, staffing, number of employees, the size of the tariff rate and allowances according to specialties, positions, skill level, etc.
The procedure for compiling the SR:
- The name of the company must fully coincide with the option from the constituent package;
- The current date is stamped in the document at the time of preparation (valid if the effective date is later);
- The title page should contain the line “for the period”, which indicates the time period during which this version of the sr will be valid;
- The column “code” is filled with numbers of specialties in the order that allows you to track the hierarchical subordination of posts;
- Names of professions are indicated without declination or abbreviations.
The legislation does not regulate who is authorized in the company to engage in staffing: the head can assign this responsibility to any employee at his discretion. The unified model provides that the document must be signed by the head of the personnel department and the chief accountant, the presence of signatures of other employees is acceptable, but not necessary.
Regulations on divisions
The law does not impose strict requirements on the wording of the Regulations on structural units, therefore, at each enterprise these documents have a different look: tables, diagrams, text, divided into sections.
The document “Regulations on departments” should contain the following paragraphs:
- The name of the unit
- General provisions (subordination of the structural link, list of regulatory regulatory documents, procedure for appointing a manager, presence / absence of a seal)
- Main functions and tasks of the department
- Rights and obligations of employees
- Types of liability that may be assigned to employees of the unit for violation of the work schedule
- The order of interaction of the unit with other departments
Job descriptions
One of the most productive methods of personnel management in the organization of personnel is called the development and application of job descriptions. However, whether or not to use this tool in your company, each owner decides for himself: according to the Labor Code of the Russian Federation, the development of instructions is a right, and not an obligation, of the organization’s management.
CI outlines the scope of production authority and the obligations of the employee. The document may have the most detailed form with a detailed description of all official duties. And it can be concise: to repeat the labor function set forth in the labor contract and supplement it with links to regulatory documents governing the performance of each labor function.
Workplaces
The process of organizing a workplace can be attributed immediately to two main methods of personnel management: sociopsychological and administrative. We will consider this tool from the point of view of the second method.
The primary level of the company’s structure is made up of jobs: this is a piece of space equipped with the necessary tools. Productivity, motivation, and working capacity of employees are largely dependent on the level of organization of the workplace. Therefore, in addition to technological equipment, documentation, protective equipment, and equipment care items, the list of equipment items includes seemingly optional items such as:
- Workspace aesthetics
- Means of maintaining the microclimate
- Selection of furniture according to ergonomic requirements
- Additional illumination of work surfaces, sections, etc.
Jobs differ in many ways, the main of which are specialized or universal jobs. For the second type, a large area should be provided for the installation of additional equipment.
Collective agreement
nlike the job description regulating the activities within the framework of a particular position or specialty, a collective agreement prescribes the relationship between the team and the enterprise as a legal entity.
By decision of the parties, the following provisions may be included in a collective agreement:
- The procedure for issuing / accruing salaries, benefits, compensations;
- Mode of work and rest, including the sequence of vacations;
- Additions to the mandatory social package: permits to health facilities, compensation for meals and (or) travel;
- Organization assistance in privatization of departmental housing and other issues.
The main aspect: only those that are aimed at improving conditions in comparison with legislative guarantees are considered to be eligible paragraphs of a document.
