Основы управления персоналом (на английском языке). Учебное пособие
.pdfInternal labor regulations are a local regulatory act regulating the procedure for the admission and dismissal of employees, the basic rights, duties and responsibilities of the parties to an employment contract, working hours, rest time, incentives and penalties applied to employees, as well as other issues of regulating labor relations with a certain employer (Article 189 of the Labor Code of the Russian Federation).
Incentive (from Lat. stimulus - a pointed stick with which animals were driven) is an effect that determines the dynamics of an individual's mental states, designated as a reaction.
An innovative modernization project is an improvement of an existing product without drastic design changes or basic technologies.
Job description is an organizational and administrative document that fixes the employee's labor function, the range of job responsibilities, limits of responsibility, qualification requirements for the position held.
Knowledge, skills, skills - in the scientific literature, you can find the abbreviation ZUN. Knowledge is learned theoretical material. Skill ("mind possession") - knowledge + a proven method of execution. A skill is an action formed as a result of learning and repetition that leads to the desired result.
Like-mindedness (group) is the tendency of an individual to suppress his real views in order not to disrupt the harmony of the group.
Legitimate power is an influence based on tradition.
A leader is a person who effectively manages a group.
Leadership is the art of influencing people so that they voluntarily strive to achieve goals that are not their personal goals (for example, the goals of a division, organization, etc.).
Labor productivity is the ratio of turnover to the average number of the trading enterprise.
Levels of personnel management - division of managers into levels: managers of lower, middle and senior management.
Labor activity is the realization of the intellectual and physical potential of the labor force in the process of labor activity. The quantitative certainty of labor activity is expressed in the achieved level of labor productivity or the amount of work performed per unit of time.
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Labor collective - all categories of employees of the organization (enterprise) who are employed.
The law of result is the conscious or unconscious desire of an individual to repeat the way of activity that has already led him to achieve the goal and receive the desired reward.
A local act of an organization is an official document of an organization that has legal force.
Marginalia of confidence - conditions of risky labor behavior, in which an individual considers the current situation relatively safe for himself.
Management style is a habitual manner of behavior of a manager in relation to subordinates in order to influence them, encouraging them to achieve the goals of the organization.
Megaprojects are multi-purpose complex programs that combine a number of multiprojects linked by a single goal tree.
Mono-projects are projects carried out by one company or division.
Motive is the internal motivation of an individual to perform an activity.
Motivators are satisfaction factors that stimulate the growth of labor efficiency according to F. Herzberg's two-factor theory of motivation.
The motivational effect is the result of the action of motives on a person's work behavior.
Motivation - in modern psychology, motivation (French motif) - motivation - is usually understood as a set of motives that determine the state of a person, her disposition or disinclination to certain actions, deeds and assessments. In management, motivation is more often understood as the creation of a system of incentives that orient a person to choose those types and forms of activity that are necessary to achieve the goals of the organization.
Makings are objective possibilities of a person to learn something.
M. Deitch's law of interpersonal relations is a certain type of relationship between members of a working group (cooperative or competitive), tends to intensify under the influence of processes and effects that are its consequence, i.e. the more cohesive the group, the more this cohesion grows and vice versa.
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Management patterns are objectively existing and systematically recurring relationships and interdependencies between individual processes and phenomena in management.
Memory is the processes of organizing and preserving past experience, making it possible to reuse it in human activity or return to the sphere of consciousness.
Mentoring is a long-term, trusting, working relationship developing according to a certain program between senior and junior employees in terms of position and age.
Multiprojects are projects presented in the form of complex programs combining dozens of single projects and collectively aimed at achieving complex innovative goals.
Motivation is a subjective feeling of the need for an individual to satisfy any of his needs.
Management philosophy is a system of views of employees of a certain organization, designed to ensure the preservation of this organization and the effective use of its resources to achieve the goal.
Needs - a subjective feeling of the need to satisfy any of their needs by an individual.
Operational personnel reserve is a pool of employees from the personnel reserve whose level of competence development allows them to be transferred to another position in the near future.
Organizational adaptation - involves familiarizing a new employee with the features of the organizational mechanism of enterprise management, the place of its division and position in the organizational structure.
Organizational structure is the structure of an organization in which units or individual members of the system serve as elements, and connections express the involvement of participants or units in other units.
On-the-job training - training in the course of performing normal work in a normal working situation at a specific workplace. For many organizations belonging to different fields of activity (trade, service, manufacturing, etc.), on-the-job training is the main form of training new employees.
An organization is a social management system, a group of people whose activities are consciously coordinated to achieve certain goals or goals.
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An organization (enterprise) is a social management system in which the administration acts as the subject of management, and the staff acts as the object of management.
Power is the ability to influence people's behavior.
Power in an organization is the right of a manager to use certain resources of the organization and direct the efforts of its employees to perform specific tasks.
Reward - based power is influence based on the subordinates' expectation of remuneration from the manager.
Power based on coercion - influence based on fear of punishment.
Perception is a holistic reflection of objects, situations and events in a person's mind.
Professional orientation management - covers the development of a psychological and motivated approach to choosing a profession, as well as the formation of a competitive qualification of an employee.
Personality is a person as a subject of relationships and conscious activity.
Punishment is a negative process management system designed to reduce the likelihood of a repetition of incorrect employee behavior in a similar situation.
Primary and secondary needs - primary needs are recognized by their nature as biological and, as a rule, innately genetic. Most often they take the form of physiological needs of the body. Secondary needs are the need for psychological phenomena. The secondary needs of a person are more individual, since they are not so much innate as acquired. They are developed during the acquisition of life experience, depend on the conditions of a person's existence and largely form his spiritual appearance.
Professional development - training of personnel in order to improve knowledge, skills, and ways of communication in connection with the growth of requirements for the profession or promotion.
Personnel training is a systematic and organized training and graduation of qualified personnel for all areas of human activity who possess a set of special knowledge, skills, skills and ways of communication.
Predictive value is the possibility of using test results to predict the dynamics of development and the formation of target characteristics of an employee.
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The production aspect of measures for scientific organization of labor and improvement of personnel management is characterized by staffing.
A professionogram is a set of requirements for a candidate for a workplace. They are most often expressed in graphic form.
Professional adaptation is characterized by additional development of opportunities, knowledge and skills.
At the same time, in the process of industrial and professional adaptation, it is also possible for the organization to borrow new techniques and work skills that a new employee possesses.
Professional information is a system of measures to familiarize students and unemployed job seekers with the situation on the labor market, with the conditions and wages of various professions.
Professional consultation is the provision of assistance to people interested in choosing a profession and a place of work, taking into account their state of health, capabilities and abilities.
Professional orientation - includes information about the professions needed by society and the requirements for the performers of professions, as well as an assessment of the individual's ability to master a certain profession or to occupy a certain position.
Professional selection - participation in the selection and hiring of personnel, taking into account the requirements of specific professions and workplaces.
Psychological age is the correlation of the real characteristics of a person's behavior with the age to which they are mainly inherent.
Psychological climate - the atmosphere that is created in the team, the psychological mood.
Psychophysiological adaptation - adaptation to new physiological working conditions or to new mental and physical loads.
Personnel rotation is the regular movement of personnel within the organization to other positions and workplaces.
A pioneering innovative project is a design or technology that did not exist before, performing previous or new functions.
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A planned bonus is a monetary reward paid to an employee for exceeding the established production standards.
The psychasthenic type of character is distinguished by conscientiousness, punctuality, and a penchant for deep analysis. However, intuition and emotions are poorly developed in people with such a character.
Qualitative composition - assessment of job responsibilities of personnel management service specialists.
Qualification characteristic is a summary of the main tasks, rights, duties and skills that should be inherent in the performer of a certain position.
The Qualification handbook is a normative document developed by the Institute of Labor, recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms, in order to ensure the correct selection, placement and use of personnel.
Qualification directory of positions of managers, specialists and other employees - approved by the decree of the Ministry of Labor of the Russian Federation No. 37 dated 21.08.1998, serves to unite employees into groups for equal pay, includes qualification characteristics of positions of heads of organizations and institutions, their structural divisions, as well as specialists and other employees.
Qualification - the degree and type of professional readiness of an employee, the availability of knowledge, skills and abilities necessary for him to perform a certain job.
Quantitative composition is determined based on the number of employees of the organization, the scope of the organization's activities and the structural composition of employees.
Relativity is the constant connections and relations of a person with society (class, family, etc.).
Remuneration - objects and phenomena that a person considers valuable for himself from the point of view of satisfying his needs.
Retraining of personnel - training of personnel in order to master new knowledge, skills, skills and ways of communication in connection with mastering a new profession or changed requirements for the content and results of work.
Reference power is an influence based on the desire of subordinates to imitate their leader.
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Security motives are the choice of a method of activity aimed at avoiding undesirable sanctions for its improper results.
Satisfaction motives - the choice of the method of activity in order to obtain positive emotions from the process and (or) the result of work.
Sensation is a reflection of the properties of objects of the objective world, arising from their direct impact on the human senses.
Staff rotation is a procedure of systematic job change by a specific employee in the company for a certain period of time.
Self-regulation is the ability to consciously control one's actions.
Self-awareness is the ability to evaluate oneself, a system of ideas about oneself (self-esteem).
Social adaptation is a special form of interaction between the subject and the environment, which is characterized as the integration of an individual into the social environment and takes place in several stages: introduction into the environment; acceptance and assimilation of the norms and values of this environment; active attitude of the subject to the environment in order to fully satisfy collective interests.
Strategic personnel reserve is a pool of employees from the personnel reserve whose level of competence development requires their development, their transfer to another position is possible in 3-5 years.
The control system is a separate set of interrelated elements, possessing new qualities that these elements do not have separately. The unity of the subject and the object of management.
The participation system is the direct involvement of working groups in the management of the organization.
The social responsibility of a trade enterprise is the voluntary response of a trade enterprise to the needs of society and its voluntary compliance with generally accepted economic, legal and moral norms.
The social goal is to provide the organization with personnel, their effective use, professional and social development.
The social effectiveness of personnel management improvement projects is manifested in the possibility of achieving positive changes in the organization from the point of view of the working conditions of employees.
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The average number of employees is employees who are on staff, including part-time workers, as well as persons who are not on staff (performing work under civil law contracts for the corresponding reporting tax period).
The validity of the test is a parameter that shows how well the test can measure a specific property of a person (as opposed to reliability, which corresponds to the accuracy of measurements).
The influence of processes is the ability to change the behavior of people around them or the course of processes.
The halo effect is a reassessment of the homogeneity of the personality of the evaluated employee and the transfer of judgment about one or more of his qualities to the evaluation of all others.
Tender parameters are features of an individual's gender-role behavior that determine or strongly influence his relationships with other people.
The regularities of the functioning of the social management system are objectively existing, recurring and significant relationships between various elements and phenomena in the management process.
The regularity of awareness and order consists in the fact that any social management system can exist only under the condition of information support.
The regularity of the composition is the desire of the organization to unite with other organizations.
The pattern of development is that the social management system is capable of development, i.e. the organization changes over time.
The pattern of synergy is an increase in the energy of an organization that exceeds the strength of the individual efforts of the members of this organization.
The profitability of a trade enterprise is the ratio of profit to turnover as a percentage.
The laws of the "hot stove" - the use of analogies in the system of punishments of personnel with getting household burns from touching a red-hot stove.
The stuck type of character is characterized by love of power with elements of despotism, selfishness, the desire to show oneself, callousness and vindictiveness.
The golden section of wages is the real or virtual division of the total amount of material remuneration of an employee into three parts: guaranteed payments (ap-
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proximately 25% of the total), semi-guaranteed payments (approximately 50%) and non-guaranteed payments (approximately 25%).
The personnel reserve is a pool of employees with highly developed competencies who are applying for promotion.
The personnel of the organization is the main (permanent) staff of the organization.
The indirect effectiveness of the projects of measures for the scientific organization of labor and the improvement of personnel management is manifested in a decrease in staff turnover and absenteeism.
The turnover cost intensity coefficient is the ratio of circulation costs to the total turnover volume.
Turnover ratio is the ratio of turnover to circulation costs.
The profit coefficient of a trading enterprise is the ratio of profit to the costs of circulation.
The turnover rate is the ratio of the number of dismissed, dismissed for reasons related to turnover, to the average number of employees.
The efficiency criterion is an indicator expressing the main measure of the desired result, which is taken into account when considering solutions.
The labile type of character is notable for a rapid change of mood and extreme dependence on the assessments of others. People with such a character are discouraged by rudeness, and praise inspires.
The motives of subordination are the choice of the method of activity in accordance with group norms and role prescriptions.
The motives of energy saving are the choice of a method of activity that maximizes the ratio of the expected result and energy consumption to obtain it.
The All-Russian classifier of professions of workers, positions of employees and tariff categories (OKPDTR) - an integral part of the Unified System of Classification and coding of information of the Russian Federation, designed to solve problems related to the assessment of the number of workers and employees, taking into account the composition and distribution of personnel by categories of personnel, skill level, degree of mechanization and working conditions, with issues of employment, organization of wages of workers and employees, accrual of pensions, determination of additional needs in personnel and others at all levels of
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management of the national economy in the conditions of automated information processing.
The object of the conflict is a material object or an immaterial phenomenon, about which there is a clash of interests of the parties to the conflict.
The management object is a managed subsystem, something that is managed (personnel, department, group of people).
The surrounding (external) environment is everything that surrounds the organization: suppliers, buyers, competitors, etc.
The organizational environment is a system of formal and informal connections between people, within which his work activity is realized.
The personnel of the organization is a set of labor resources that are at the disposal of the enterprise, have certain qualifications and are necessary for the performance of certain functions, achievement of business goals and long-term development. In this approach, the key are the qualitative characteristics of the organization's employees, as well as management processes.
The main forms of professional orientation work are professional education, professional information, professional consultation and professional selection.
Thinking is the process of cognitive activity of an individual, characterized by a generalized and mediated reflection of reality.
Test reliability is the degree of accuracy of the diagnostic measurements made.
The Unified Nomenclature of positions of employees (ENDS) - approved in 1967 by the USSR State Labor Committee (Resolution No. 443 of 09.09.67), classifies employees according to the nature of their work. Based on this feature, the ENDS provided for the classification of employees into categories, and within each category - into groups.
The regulation on personnel certification is a local regulatory document that establishes uniform requirements for the frequency, procedure, methodology for certification of all personnel, as well as for the content, procedure for the development, approval of certification methods.
The subject of the course "Personnel Management" is the study of the formation and use of human resources of an organization.
The prestige of a profession is an assessment of any type of activity in accordance with the scale of values accepted in society.
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