Volume 03 Issue 05-2023
76
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
ISSUE
05
Pages:
76-80
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
7.
448
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
ABSTRACT
Labor resources and their effective management are important factors in creating a perfect and competitive national
economic system in the Republic of Uzbekistan. Therefore, the article covers issues such as the definition of the
concept of "Management of human resources" and the study of the level of application of methods of effective
management of human resources in Uzbekistan.
KEYWORDS
Human resource management, reengineering, organizational culture, Japanese culture, American experience,
management, strategic management, personnel policy.
INTRODUCTION
Human resources (HR) are qualified professionals
working
in
an
enterprise.
Human
resource
management is essentially personnel management and
focuses on the employees who are the assets of the
organization
Human resource management (HRM) is a strategic
approach to managing employees in an enterprise. It is
a system that involves recruiting, recruiting, training
and developing employees to ensure they have the
skills and knowledge necessary to achieve the
organization's goals. Human resource management
Research Article
METHODS OF EFFECTIVE HUMAN RESOURCE MANAGEMENT
Submission Date:
May 21, 2023,
Accepted Date:
May 26, 2023,
Published Date:
May 31, 2023
Crossref doi:
https://doi.org/10.37547/ijmef/Volume03Issue05-10
Botir Mukhtorov
Department Of "Social And Economic Sciences", Jizzakh Branch Of The National University Of Uzbekistan
Murodjon Ermatov
Department Of "Social And Economic Sciences", 1st Year Graduate Student, Jizzakh Branch Of Uzmu, Faculty
Of Psychology, Uzbekistan
Journal
Website:
https://theusajournals.
com/index.php/ijmef
Copyright:
Original
content from this work
may be used under the
terms of the creative
commons
attributes
4.0 licence.
Volume 03 Issue 05-2023
77
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
ISSUE
05
Pages:
76-80
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
7.
448
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
also includes managing employee relations, ensuring
compliance with laws and regulations, and handling
employee concerns and complaints. It is an essential
component of any successful enterprise and is
essential to maintaining a productive and motivated
workforce.
The main strategic functions of human resources are to
balance the enterprise and business strategy;
reengineering of organizational processes; mutual
information communication with employees of the
organization, change management. The Human
Resource Management Manager is responsible for
monitoring
organizational
leadership
and
management culture. Human Resources ensures
compliance with employment and labor laws, which
may vary by location.
President of the Republic of Uzbekistan Sh. Mirziyoyev,
paying special attention to human resources, the
ability of employees to work with people, innovative
thinkers, broad-minded, educated abroad, young and
talented personnel to the management positions of
management bodies, enterprises and organizations.
raised to a higher level. Also, the President of the
Republic of Uzbekistan Sh. As a result of the adoption
of Mirziyoyev's decree No. PF-5843 dated 03.10.2019
"On measures to improve the personnel policy and
public services system in the Republic of Uzbekistan",
there was a broad impetus to increase the efficiency of
personnel policy and human resources management.
Consequently, this decree showed the importance of
applying the human resource management system in
state agencies and organizations in Uzbekistan.
A strategic approach to human resource management
prioritizes new and long-term tasks. It also performs
tasks such as planning human resources, planning the
costs of the organization to increase personal skills and
qualifications.
In human resources management, working with
employees and the agile way of working gives priority
to solving daily decisions that require administrative
intervention, selecting and placing human resources,
managing employee motivation, focusing on technical
safety of employees, employees performs tasks of
resolving conflicts and misunderstandings between
and between employees and administration.
The use of American and Japanese experiences in the
application of human resources management methods
in Uzbekistan provides wide opportunities for effective
management of resources. When using the Japanese
experience in human resources management, the
following skills should be considered:
•
regular training of not only junior, but also senior
employees;
•
development of teamwork among employees;
•
increasing diversity in the level of qualifications of
employees;
•
providing encouragement and motivation to
employees.
Another effective aspect of the Japanese method of
human resources management is that the loyalty of
Volume 03 Issue 05-2023
78
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
ISSUE
05
Pages:
76-80
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
7.
448
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
workers and the company's positive attitude towards
this loyalty are several times higher than in other
countries and enterprises. The high level of mutual
trust between the employee and the enterprise
ensures not only the development of the organization,
but also a stable environment within it. Using the
Japanese experience in enterprise and human resource
management can be highly effective.
Using the American experience, the following can be
learned and researched:
• One of the most necessary tasks of human resources
is to prioritize the culture, values and goals of the
organization;
• The most important parameters in qualification
improvement are its variety and breadth, ability to
work in a team, quality of hard work, control of
recording clear results;
• Convincing that the employee is an important part of
the organization.
In many American enterprises, people are seen as the
main factor of the organization's growth and the
source of innovation, not as an ordinary worker - labor
unit, and the management of employees and the
attitude towards them are carefully studied.
A high internal culture of the organization's employees
is important for achieving an advantage in the mutual
competition of enterprises. The advantage in such
enterprises was a strong internal organizational
culture - common values, collective goals, strong
leaders, high appreciation of loyalty.
For years, the strategic method of human resources
management included regulation of labor resources
and management of labor issues at the main level of
the enterprise. However, nowadays, it becomes more
important in human resources management for
organizations to study and introduce Japanese
methods, the experiences of large enterprises, to
develop organizational culture, and to increase the
contribution of human resources to achieve the main
goals.
Along with the analysis of human resource
management methods, it is necessary to study and
follow the tasks of human resource management.
The duties of Human Resource Management (HRM)
include:
1. Recruitment: This involves identifying and attracting
talent with the necessary skills, knowledge and
experience to fill vacancies in the organization.
2. Training and Development: The IRB is responsible for
providing employees with the necessary training and
development opportunities to acquire new skills and
knowledge to perform their duties effectively.
3. Compensation and Benefits: IRB develops
competitive compensation and benefits packages that
attract and retain employees while being cost-
effective.
4. Overall Management: The IRB monitors and analyzes
employee performance, provides feedback and, where
necessary, takes corrective action to ensure that
Volume 03 Issue 05-2023
79
International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
ISSUE
05
Pages:
76-80
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
7.
448
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
employees are performing effectively and contributing
to the success of the organization.
5. Employee Relations: The IRB is responsible for
fostering and maintaining a positive work environment
by addressing employee concerns and supporting
issues related to health and safety, diversity, and
equity.
6. Compliance: The IRB ensures that the organization
complies with labor laws and regulations by
monitoring changes in laws and regulations and
ensuring that the organization complies with them.
In short, the analysis shows that if the mechanisms for
the formation of public and private human potential
are sufficiently developed, the level of human capital
and resources will increase, and the competitiveness of
the organization will increase. Therefore, knowledge
of modern and strategic functions, practices,
processes and human resource management activities
of public administration management staff and civil
servants is a requirement of the time. Of course,
mastering this knowledge requires constant self-study
and practice. Educating a new generation of young,
innovative-thinking, aspiring, patriotic, enthusiastic
people in the country's administration and its systems
and creating a system for their rational use is one of the
most important tasks of Uzbekistan's modernization.
Due to the independence of Uzbekistan, the
development of society is directly related to the high
knowledge and skills of personnel working in various
departments of the economy.
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International Journal Of Management And Economics Fundamental
(ISSN
–
2771-2257)
VOLUME
03
ISSUE
05
Pages:
76-80
SJIF
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705
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Oscar Publishing Services
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