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PERSONNEL MANAGEMENT SYSTEM IN ENTERPRISES AND ORGANIZATIONS
Shadiyev Alisher Xudoynazarovich
Asian international university.
https://doi.org/10.5281/zenodo.13729969
Abstract. This article talks about the changes in the principles of labor resources
management, orientation to the implementation of the motivation policy, which is important in
modern conditions, as well as the personnel management system and principles.
Key words: Labor resources, management principles, changes, modern conditions,
important, motivation policy, personnel management system, personnel management principles.
СИСТЕМА УПРАВЛЕНИЯ ПЕРСОНАЛОМ НА ПРЕДПРИЯТИЯХ И В
ОРГАНИЗАЦИЯХ
Аннотация. В статье говорится об изменении принципов управления трудовыми
ресурсами, ориентации на реализацию мотивационной политики, что актуально в
современных условиях, а также о системе и принципах управления персоналом.
Ключевые слова: Трудовые ресурсы, принципы управления, изменения, современные
условия, важно, мотивационная политика, система управления персоналом, принципы
управления персоналом.
INTRODUCTION
Economic reforms in Uzbekistan are shaping market relations and fundamentally changing
the position of organizations. The existence of enterprises with different properties, sizes and
activities leads to the formation of new economic and legal relations. This situation has an effect
on the relations between people, their view of property, the obtained result and its efficiency is
changing fundamentally. Since the main object of management is employees, in the process of
managing a modern organization, the main attention is paid to the activities of employees, their
mutual relations, interests, and ways to achieve goals.
One of the main goals of the adoption of the strategy of forming a socially oriented market
economy in our republic is to improve the life of the population, including the employees of
enterprises, to raise living and working conditions to a high level. At the enterprise level, regardless
of the form of the property and the attitude towards it, it is important to rationally organize the
management system of employees in order for employees to work effectively and to use their
physical and mental potential to the fullest and to achieve the goals set for each organization. .
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Due to the fact that the Republic of Uzbekistan is closely connected to the world economic
system and is gradually transitioning to a market economy, new ownership enterprises, companies,
firms, and societies are being formed at the scale of the national economy. the need to learn is ever
increasing.
In today's practice, there are two different approaches to the problem of the employee and
his management:
- human resources management;
- personnel management.
The concept of "human resource management" includes strategic aspects of management,
as well as issues of social development, and they are given priority.
The concept of "employee management" means to work quickly with more personnel. If
the first approach comes from the tasks of employment and its coordination at the state level, the
second approach comes directly from the labor relations at the enterprise level and their
coordination.
Personnel management means a system of interrelated organizational, economic and social
activities aimed at developing the potential of people employed in the enterprise and using it
effectively, creating the necessary conditions for their normal (moderate) activity. understood.
Such management is divided into functional and organizational management.
Functional management refers to issues directly related to personnel issues, i.e. personnel
selection, dismissal, training, salary, etc. The concept of organizational management includes all
persons and institutions directly responsible for personnel work, i.e. leaders, personnel department,
trade unions, etc. Depending on the distribution of labor resources, the potential of human
resources as development factors can be large or small. Approaching the issue in this way makes
it possible to study and determine the labor potential of the society, the region, and enterprises.
Labor potential can be defined as labor resources in the qualitative dimension. It is clear
from the above that the concept of "labor potential" is a special factor that helps to study the
interaction of labor resources and the economy.
Management of a single complex system of human resources in an enterprise constitutes a
single complex system. This system socially modifies his behavior by setting specific and selective
goals. This has a very significant impact on management. At the same time, clearly well-chosen
methods of influence are associated with investments made. Therefore, in many companies, human
resource management is considered as the main strategy in the development of many companies.
Personnel management system means a system of interconnected economic, organizational
and social activities aimed at developing the potential of people employed in the enterprise and
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using it effectively, creating the necessary conditions for their normal activity. It is worth noting
that a clear and conveniently designed system plays a very important role in increasing the
efficiency of the enterprise. In systemized enterprises, it is distinguished by the ease of working
with employees, that is, the control over assigned tasks is carried out correctly, and the process of
information exchange is easy.
Personnel management is based on two groups of principles. Each principle serves to
improve one or another aspect of personnel management. For example, the principle of progress
answers the question of whether the management system within the enterprise is compatible with
the management system of foreign or domestic advanced enterprises, meets the requirements of
the times, and the principle of parallelism increases the speed of personnel management, etc.
Personnel management is based on the following rules:
1. Ensuring the integral connection of personnel planning with the company's development
strategy.
2. Quantitative assessment of personnel costs and its impact on production economic
indicators.
3. To determine the necessary competencies for effective work in the labor market.
All employees employed in the enterprise consist of two categories: producers or service
providers and managers (leaders, specialist managers).
The efficiency of the work in the organization means the development of the vertical
division of labor. It is about organizing the work of the manager to coordinate the activities of
departments and workers.
In conclusion, it is worth saying that the innovative description of production, its high level
of scientific capacity, the importance of product quality issues, changed the demand for employees,
increased the importance of creative attitude to work and high professional skills. This required a
fundamental change in social and spiritual issues, methods and principles of personnel
management.
Changes in the principles of management of labor resources are aimed at the
implementation of the motivation policy, which is important in modern conditions. In this process,
the motivation policy is aimed at the development of collective forms of ownership (joint-stock
and partnership companies, cooperatives), the involvement of employees in management, and the
expansion of cooperation between the administration and employees in order to achieve common
goals. This, in turn, encourages employees to develop their potential abilities, to work intensively
and productively, and to have a creative attitude to work. The process of personnel management
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shows that the main goal of the work is to plan employees and create favorable conditions for their
activities.
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