Innovative methods of personnel management (unlike the classical ones listed above, which are already partly outdated) involve an individual approach to each employee, taking into account his or her performance, intellectual and other capabilities.
Modern technologies differ in the ways they influence people, and in this regard, experts highlight:
incentive methods based on providing employees with the opportunity to satisfy their specific needs;
methods of persuasion, when influence is exerted on a person through his internal worldview, value ideas about certain things;
information methods marketing with stockholder database that involve providing the employee with materials that he can use to make independent decisions and organize his work in a team;
methods of coercion (meaning administrative), when sanctions are imposed on an employee or threats are made for failure to complete assigned tasks.
It is advisable to combine several methods as needed, this will give the best result.
It is very important that the head of a modern enterprise be able to timely, competently and flexibly apply various organizational, socio-economic and other methods of personnel management.
Management by Objectives (MBO) involves identifying and coordinating goals within a company so that managers and employees clearly understand them, share them and understand their importance. The system should be configured as flexibly as possible, then it will allow each specialist of the enterprise to grow and develop.
The method of personnel management by objectives consists of the fact that at the beginning of, for example, each month or quarter, all company structures, as well as individual employees, receive clearly formulated tasks. In order to count on a bonus, they must be completed.
The tasks and goals are different:
Specific – special, that is, specific, characteristic of a particular company, department or specialist.
Measurable – In order to calculate productivity later, it is necessary to define metrics in advance.
Achievable, that is, really achievable.
Result-oriented, when the main focus is not the efforts made, but the final result.
Time-based, that is, special time requirements are formed to achieve goals.
At each level, it is assumed that no more than 3-5 main goals will be set. The assessment of the degree of their implementation at the end of the period shows what the bonus will be for each specialist.
Formation of goals
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Goal-oriented management strategies set a high bar in work. And not only for each individual employee, but also for the management team. It is important here that within the organization there is a strict hierarchy of goals set specifically for each member of the team in accordance with their internal understanding and aspirations. And then you can expect that everything planned will be achieved.
It would not hurt to improve the management system at domestic enterprises by gradually introducing the MBO method.
There is another option. It involves results-based personnel management methods. Here it is important that the specialist clearly understands the meaning of the efforts applied in the work, and in addition, has the opportunity for self-development. Then the personnel's abilities will be used to the maximum.
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