International Journal Of History And Political Sciences
7
https://theusajournals.com/index.php/ijhps
VOLUME
Vol.05 Issue04 2025
PAGE NO.
7-11
10.37547/ijhps/Volume05Issue04-02
Main Methods and Principles of Personnel Management
Khayrullo To‘xtaboyev
Ministry of Employment and Poverty Reduction, Staff Training Center, Head of the Department “Employment and Human Resource
Management”, PhD in Political Science, Uzbekistan
Received:
12 February 2025;
Accepted:
09 March 2025;
Published:
08 April 2025
Abstract:
This article analyzes the main approaches to personnel management and existing methods of evaluating
the effectiveness of personnel management systems. According to the results of scientific research, the issue of
effective human resource management is currently one of the most pressing challenges facing modern
enterprises. In order to find a solution to this problem, it is necessary to thoroughly study the experiences formed
both in our country and abroad.
Keywords:
Human resources, personnel, personnel management, personnel management system, efficiency,
approaches to personnel management, methods for assessing employee performance, organization.
Introduction:
Today, human capital is considered one
of the most important factors in ensuring the effective
functioning of any enterprise. Issues related to
production, increasing competitiveness, stability, and
integrity of an enterprise are based on the quality
composition of the staff engaged in the organization.
As a result, the importance of personnel management
is growing, and an effective system of personnel
management is being formed within enterprises.
How does proper personnel management affect an
organization’s activities? Why is this issue so relevant
today? Because employees are among the most
important resources of an organization, and therefore,
qualified leadership knowledge and skills are necessary
to ensure that all employees work in unity toward the
organization’s goals.
Personnel management in an enterprise includes a set
of various managerial methods and techniques that
affect labor activities, as well as the formation of skills
that ensure the most effective use of labor potential in
line with organizational interests [10]. Personnel
management is a purposeful influence on the human
component of the organization, aimed at aligning
organizational goals with employee capabilities. This
activity is implemented by developing and introducing
innovative concepts, strategies, principles, and
management methods and tools that both increase the
value of the enterprise and help employees achieve
their personal goals.
Currently, there are two main approaches to personnel
and human resources management:
•
Human resource management;
•
Personnel management.
The concept of “human resource management”
includes the strategic aspects of management and gives
priority to issues of social development. The term
“personnel
management”
generally
refers
to
operational work with staff. If the first approach stems
from national-level employment and coordination
responsibilities, the second focuses directly on
regulating labor relations at the enterprise level.
Personnel management refers to an interconnected
system of organizational, economic, and social
measures aimed at developing and effectively utilizing
the potential of employed individuals in the enterprise
and creating the necessary conditions for their stable
functioning. This type of management is divided into
functional and organizational management.
Functional management
refers to issues directly
related to personnel matters, such as recruitment,
dismissal, professional development, wages, and
similar aspects. The concept of organizational
management encompasses all individuals and
institutions directly responsible for personnel work,
including managers, HR departments, trade unions,
International Journal Of History And Political Sciences
8
https://theusajournals.com/index.php/ijhps
International Journal Of History And Political Sciences (ISSN
–
2771-2222)
and others.
The effectiveness of personnel management ensures
the highest possible achievement of enterprise goals by
making efficient use of the existing intellectual
potential of the team [4].
General Principles of Working
with Personnel
Organizational Principles of
Working with Personnel
1. Efficiency
1. Concentration
2. Progressiveness
2. Specialization
3. Prospective orientation
3. Proportionality
4. Complexity
4. Compactness
5. Promptness
5. Consistency
6. Optimality
6. Continuity
7. Simplicity
7. Uniformity
8. Scientific approach
8. Technological unity
9. Multi-stage approach
9. Readiness
10. Autonomy
10. Collegial management
11. Stability
12. Versatility
13. Planning
14. Incentivization
15. Selection and placement
Currently, there is no unified system for evaluating the
effectiveness of employee management. During the
evaluation process, each enterprise selects its own set
of methods. Among them, the following are
distinguished:
•
Qualitative methods
: expert evaluation
method, scenario method, and systematization
method;
•
Quantitative methods
: financial, analytical,
and statistical methods;
•
Combined methods
.
Today, we will list the most common approaches to
managing organizational staff and provide a brief
description of each:
•
Economic approach
: In this approach, the
organization is viewed as a mechanism operating
according to a specific algorithm. This, in turn, ensures
the stability and predictability of the organization’s
activities;
•
Natural approach
: The organization is
considered a living system that exists within the
environment. In this context, the organization is viewed
from two perspectives: as an individual and as
analogous to the human brain;
•
Humanistic approach
: The organization is
perceived as a cultural phenomenon. This concept is
based on the idea that organizational culture shapes
perceptions of the organization.
•
Strategic approach
: This approach is related to
the organization's long-term strategy and strategic
management. At its core lies the strategic management
process model, which includes evaluating the
organization based on a SWOT analysis, defining
strategic objectives and implementing them, and
ensuring mandatory feedback and control through
repeated cycles;
•
Systemic approach
: This approach views the
organization as a system within its external
environment. Employee management, in this context,
requires the integration of social and technological
processes to modify all incoming and outgoing
elements relative to the environment. Moreover, the
systemic approach regards employee management as
an integral part of the overall organizational
management system;
•
Comprehensive approach
: This requires
considering the economic, organizational, and
psychological aspects of management in their
interrelation and interdependence. If any one of these
aspects is neglected, the issue cannot be effectively
resolved;
•
Integrative approach
: Focuses on studying and
strengthening the relationships between the vertical
levels and horizontal actors of management;
International Journal Of History And Political Sciences
9
https://theusajournals.com/index.php/ijhps
International Journal Of History And Political Sciences (ISSN
–
2771-2222)
•
Marketing approach
: Oriented toward the
interests of visitors, consumers, and clients;
•
Functional approach
: Employee management
is seen as a set of tasks carried out by human resource
management departments and personnel services;
•
Dynamic approach
: Involves identifying cause-
and-effect
relationships,
determining
interdependencies in development, and conducting
both retrospective and prospective analyses;
•
Normative
approach
:
Establishes
management standards for all subsystems within the
management system;
•
Administrative approach
: Regulates tasks,
rights, and responsibilities through normative
documents such as orders, directives, standards,
guidelines, and regulations;
•
Behavioral approach
: Assists employees in
understanding their potential and capabilities based on
scientific management methods.
The issue of evaluating the effectiveness of employee
management is considered relatively new and highly
relevant today. In most cases, this process is carried out
by large organizations using two main methods. First,
by individually assessing specific tasks or activities
related
to
employees
operating
within
the
organization. Second, by applying the benchmarking
method using aggregated indicators. The drawback of
the first method lies in the difficulty of observing cause-
and-effect relationships between the activities
conducted and the results achieved. The second
approach utilizes the ratio of income generated per
employee to the costs incurred for that employee as a
generalized indicator during the reporting period.
In the theory and practice of managing the human
factor
within
organizations,
three
primary
management approaches should be highlighted:
economic, natural, and humanistic. Let us examine
these approaches in more detail.
The economic approach leads to a perspective in which
the instrumental preparedness of personnel is given
more priority than their managerial readiness. This
approach is characterized as a concept of utilizing labor
resources. Within this framework, the enterprise is
viewed as a mechanism that operates according to a
specific algorithm, ensuring the stability and
predictability of its overall operations. The application
of the economic approach is possible under the
following principles:
•
Establishing a vertical management system;
•
Optimizing the control system necessary to
facilitate communication between managerial staff and
regular employees;
•
Creating an effective incentive system through
fair compensation for employees’ labor;
•
Clearly
distinguishing
between
the
organization's staff and line structures
—
staff members
responsible for the content of activities must, under no
circumstances, exercise the authority delegated to line
managers;
•
Ensuring
discipline
—
manifestations
of
obedience, diligence, and external respect must
comply with accepted rules;
•
Subordinating individual interests to the
common
cause
—
this
is
achieved
through
determination, personal example, honest agreements,
and consistent supervision;
•
At every level of the organization, it is essential
to ensure equity based on goodwill and fairness in
order to motivate employees to perform their duties
effectively.
Natural approach
: In this approach, the enterprise is
viewed as a living system that exists within its
environment. In such a case, the organization is
examined from two perspectives:
•
Identification with the personality of an
individual;
•
Comparison to the human brain.
In the first case, the organization is said to go through
similar stages of a life cycle, just like a human
personality, in the course of its development.
In the second case, by comparing the organization to
the human brain, a new perspective emerges in
employee management
—
one that differs from the
economic approach.
When analyzing the natural approach, it is usually
concluded that employee management actions are
carried out under conditions of extremely limited
informational resources. As a result, it becomes
difficult to fully assess the outcomes of decisions made.
At the core of this approach lies the necessity to
thoroughly study the environment in which the
organization operates. The main goal is to identify and
satisfy the essential needs required for the
organization’s survival.
It is precisely this natural approach that sets a new
direction for employee management, taking it far
beyond the traditional tasks of labor organization and
payroll administration. The role of HR has gradually
shifted from simple registration and control to
developmental functions, including talent acquisition
and selection, career planning for key individuals within
the organization, assessment of managerial personnel,
and their professional development.
International Journal Of History And Political Sciences
10
https://theusajournals.com/index.php/ijhps
International Journal Of History And Political Sciences (ISSN
–
2771-2222)
The appeal of this approach lies in the acknowledgment
that management decisions can never be entirely
rational, as in practice, managerial staff operate based
on incomplete information and are unable to precisely
evaluate the outcomes.
Humanistic approach
: The humanistic approach is the
most recent and currently evolving perspective in
employee management. The core idea of this approach
is to interpret the enterprise as a cultural phenomenon,
meaning that the business entity is understood through
its organizational structure. Undoubtedly, the influence
of the cultural environment on employee management
is positive. According to this approach, organizational
culture is a key element that allows employees to shape
their behavior in specific ways depending on the
situation. What distinguishes the humanistic approach
from previous ones is its greater focus on the human
aspects of the enterprise.
The positive aspects of this approach include:
•
Studying the influence of organizational culture
on the enterprise helps managerial staff perform their
tasks more effectively;
•
The approach makes it possible to understand
which symbols and images affect employee behavior,
thereby enabling influence over organizational reality
through elements of organizational culture such as
folklore, norms, and language. This, in turn, can assist
leadership not only in motivating and coordinating
employees but also in shaping and developing specific
symbols and meanings.
CONCLUSION
As a result of analyzing the approaches discussed, it can
be concluded that for the effective development of an
enterprise, it is necessary to transform not only its
technological components but also its human
component. This implies a renewal of the values that
form the foundation of interpersonal relationships
among employees.
The detailed analysis of the main approaches
(humanistic, economic, and natural) presented in this
article shows that each proposed concept has its own
strengths, and in most cases, organizations are
choosing to implement them. For instance, the
economic approach is based on the concept of utilizing
labor resources. Its core principle lies in the harmony
between different components of the enterprise.
The natural approach, by likening the enterprise to the
human div, has inspired a new understanding of the
organization as a unified system.
Currently, the evolving humanistic approach is based
on interpreting the organization as a cultural
phenomenon and emphasizes the human aspects of
the organization: how deeply employees integrate into
the existing value system of the organization (i.e., the
extent to which they accept it as their own), and how
sensitive, adaptable, and prepared they are for changes
in values due to life and work-related transformations.
After reviewing the concepts described above, we can
identify some commonalities in the approaches to
employee management and distinguish two key roles
of the employee within the organization:
•
The employee as an individual with personal
values, motives, attitudes, and needs
—
the primary
subject of management;
•
The employee as an organizational resource
—
an essential component of management and
production.
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