There are different ways to improve an organization’s human resources efficiency. First, they will depend on the goals and objectives of the organization, the specifics of its activities, production indicators, and other factors. There are no universal ways to improve the efficiency of the use of human resources; they are all strictly individual, and those measures that work in one organization may not work in another—the optimal number of employees in the enterprise. The primary way to increase the efficiency of the use of human resources is to bring the number of personnel of the organization to the number that can fully serve the organization to achieve its goals.
For example, there may be too many staff, which reduces the effectiveness of a single employee, creates duplication of positions and powers, gives an extra financial burden, and hinders the organization’s development. Or there may be too few staff members in the organization’s team, so many employees cannot cope with the production standards and the duties assigned to them. Thus, an organization may need to reduce or increase its workforce. The development of requirements for hiring new employees is another way to improve the efficiency of human resources in any company, which can be the development of certain conditions when hiring new employees. It may enhance the interview procedure, new selection methods, the introduction of certification, testing, etc. These methods aim to choose the most appropriate employee for the organization’s requirements. Retaining and dismissing employees: the following option for improving the efficiency of human resource management is retraining or discharging employees who have not passed certification or professional testing, given at the analysis stage.
It is necessary to decide how to deal with employees who make many errors in testing and production activities. Working hours are essential in improving the human resource management system so the organization can review the operating hours. For example, reducing the working day is possible if an organization can complete its production plan less. If the demand for the organization’s activities on weekdays is minimal and increases on weekends, emphasis should be on personnel involvement in work. Based on the inquiry into the organization’s activities and the use of human resources, you can change the production standards for each employee, the requirements for the duties performed, job descriptions, organizational structure, etc. Also, based on the results of the analysis, you can send some employees to advanced training courses, professional retraining, and additional training. This method requires optimal financial investments in employee training, which will bring extra profit to the organization in the long run. The manager is responsible for identifying the most suitable employees for further training. It would help if you bore in the brain that human resource management implies regulating the activities of employees and individuals employed in the organization. That is why approaches to increasing human resource use efficiency can be complex and individual. Employee motivation, as a rule, competent motivation of employees underlies the effective management of human resources and the organization.
The process of staff motivation is impossible without a systematic approach: since all people are different, the methods of influencing them must also differ and correspond to one or another type of personality of the individual, his character, values, and beliefs. Staff motivation is a system of internal and external influences on the individual, inducing him to perform his professional functions as efficiently as possible. When applying the systemic method, divide the incentive methods into group and individual, which, in turn, are based on retention, attraction, and ensuring effective labor. It would be best if you carried out the competent motivation of the organization’s personnel at all levels of human resource management. In the personal story of stimulation, an employee’s main psycho-emotional, physical, social, and other characteristics are determined and, on their basis, carry out the motivation process. At the group level of influence, certain situations are formed, for example, in the form of a game, performing any tasks, projects, solving cases, etc., to unite the team and make it coherent and efficient. At the organizational level of impact, manage personnel using economic and political incentive methods. They are the organization’s image in the market, the reputation of the workforce, and its managers and others.
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