Styles of personnel management

Any enterprise is part of the economic and political system, it is not in an outwardly organized vacuum. All stages of the development and establishment of the company must be coordinated with the policy of the state and the socio-cultural ethnos. The philosophy of personnel management of a particular enterprise should not conflict with the legislative norms of the state, in particular, with the regulations on the rights and obligations of the citizen on whose territory the enterprise is located. The basis of this philosophy is the organization's charter, collective and constituent contracts, local orders and management orders. In addition to this basis, every modern HR manager should be able to take into account national and regional specifics, religious, ethical and moral norms , etc. Based on the general management philosophy of the organization, the styles of personnel management are formed.

Before we begin to consider the styles of personnel management , I would like to focus on approaches to personnel management. Approaches to personnel management are usually divided into two large groups: formalized and personified.

Formalized approaches:

1. Autocratic (forced labor, lack of any mutual understanding, high conflict, officiality, lack of initiative).
2. Technocratic (the process of managing personnel is completely subordinated to the process of production management, all decisions of the authorities are strictly in the interests of production).
3. Bureaucratic (strict observance of all instructions and regulations, formalized procedures for personnel management, clarity of the hierarchy of official relationships).

Personalized approaches:

1. Democratic (the employee does not need control, he is ready to take responsible decisions on his own and solve the tasks, loyal attitude of the leadership).
2. Humanistic (This approach puts forward the identity of the employee, his interests, the alignment of the position in the firm to his life goals in the first place.) Employee motivation plays a primary role in the efficiency of production.)
3. Innovative (this approach is recognized as the most effective among all other methods, it is based on long-term goals, for which employees are given complete freedom of action.) The realization of the creative potential of employees in this approach is very high.

There is also a social and technical approach, in which the social system and technical organization are interrelated, the results of labor depend on the social status of the worker.

Based on this classification of approaches, the following styles of personnel management can be distinguished.

1. Focused on the task (the manager puts tasks and goals before his subordinates, and then requires rigorous and super-efficient execution.) Coercion is often accomplished through manipulation and administrative pressure.)
2. Personally-oriented (in the first place for the manager - his subordinates, their interests and problems.) Personnel management is built on mutual trust and partnership .The result of this management is a united and friendly team).
3. Authoritarian (personnel management is carried out under the threat of punishment, and all decisions are made by the head solely).
4. Democratic (with a democratic style, the head takes decisions, taking into account the opinions of subordinates.The main task of the leader is to bring the general idea out of several proposed ones).

Often the styles of personnel management are mixed versions, for example, benevolent-authoritarian, consultative-democratic, group style, etc.