5. Recommendations and proposals for improving existing of management Resources to Ukraine

Reforming the economy Ukraine necessitates the use of appropriate market conditions, regulatory mechanisms all spheres of society, including playback of major economic resources, including labor [3].

Mastering the basics of human resources, its principles and methods are extremely important for the organizers of production, commanders industry and construction. Training of managers the basics of personnel policy, enabling the program to their preparation and training of personnel management organization contribute to the formation they note the importance of the correct, scientifically based work of people, raising the prestige of personnel services and ultimately - more effective use of the human factor in production.

Personnel management system, established in the leading domestic enterprises under the influence of the introduction of foreign advanced technology and management personnel vykrystalizatsiyi own experience today includes the following subsystems:

1. Analysis and planning staff: to this paragraph idsystemy include the development of human resources policy, HR strategy development, analysis of human capacity and the labor market, workforce planning, forecasting staffing needs, organizing advertising and establish cooperation with external organizations that provide enterprise personnel.

2. P idbir and hiring staff, conducting interviews, tests, questionnaires to expression of the intellectual level of professionalism, efficiency communicative, and other the necessary qualities.

3. Evaluation of staff: personal assessment - Evan, the knowledge, skills and personal responsibility; evaluation of the work and its results.

4. Company training and Mr idvyschennya qualifications of staff: teaching staff retraining and enhance training, introduction to office, organization of human growth, the implementation of service and professional advancement and career staff, work with the personnel rez'ervom.

5. Certification and rotation rate: of measures to expression matching the results of activities qualities and the potential of the individual worker requirements imposed to performed work.

6. Management paid work.

7. Motivating personnel: development of motivation, development of Payment labor participation of personnel to profit and capital n idpryyemstva, development of forms of moral incentives for staff.

8. IR reg employees of the enterprise: accounting receipt, transfer, rewards employees and penalties from them, the release of personnel, organization effective using personnel management employment of personnel, personnelpaperwork.

9. Organization of labor relations to Mr idpryyemstvi: personnel performance evaluation their duties, the formation of the staff a sense of responsibility, analysis and regulation of group and interpersonal relations, management of industrial conflicts and stress, socio-psychological diagnostics, setting standards of corporate culture, work complaining of labor relations.

10. Creating conditions: create safe working conditions of employees; compliance psychophysiology of work, ergonomics, technical aesthetics; personnel security.

11. Ialnyy Social Development and Social partnership: the organization of food, medical and community service, recreation and cultural - recreational activities, management of conflicts and stress, organization of social insurance.

12. Personnel security.

13. Rights and information provision process management Resources: addressing the legal issues of labor relations, Mr idhotovka regulations that govern them, providing the necessary information of all departments of Personnel Management.

HR Success is determined by two main factors:

• Ability to clearly define what behavior requires employees to achieve its strategy,

• the ability to apply effective management instruments for directing employees to the desired behavior.

Both tasks are equally important and difficult, especially in a market economy transformation [5].

The most important features of modern process of improving personnel management are:

• expansion of powers performers in to places and changing forms of control;

• joint acceptance business district and creating an atmosphere of trust to enterprise;

• development of mechanisms for planning careers to key employees;

• comprehensive vision problems and holistic n idhid to human resources in conjunction with strategic installations of the company;

• creating a corporate culture of innovation type.

The success of modern organizations depends on the qualification structure of human resources. It is especially important to practice the formation of a strategic approach to recruiting management staff. Therefore, relevant and leading objectives are the creation of training, development and advancement of future leaders (reserve), search and talent management, selection of leaders from outside.

To achieve fundamental qualitative change in the selection, training and use potential of each employee collective as a whole is impossible without fundamental restructuring of personnel services. The status, the structure of these services, the quality of the their employees do not meet modern requirements. No organizational, scientific and methodological management of these services at national level. Therefore, one of the primary conditions for the formation of the necessary labor potential management system and improving its use is to create a personnel services for enterprises that need to size and skill level meet modern requirements. Their activities should be based on a broad base of scientific methods, information and educational technologies, close interaction with the public service employment. An essential is the organization of retraining and professional managers and staff departments (services) personnel management.

The task of framing - contribute to the success of the organization by creating a strong team, attracting the most successful and effective leaders who will contribute to the rapid and predictable development of the company.

One of the activities of the organization in the recruitment of managerial staff is to create effective talent management systems (Talent Management System). Talent management system provides a holistic approach to work with employees who have a high potential development of abilities in leadership and management, able in the future to occupy key positions. The basic idea of this system is to identify talent at the stage of entry into the company (after graduation or when switching from other companies) and providing all necessary facilities to the best of their potential and maximum fulfillment.

For the system to be effective talent management should:

• introduce talents from all sides, the ivnyah. Talents important to implement not only on the middle and higher ivni district, but also at the grassroots. Forming a powerful stream of young talent in the company gives it an incentive for many years, and helps to implement in St. idomist new staff culture, values ​​and skills of the organization;

• iznomanitnymy sources, the use of talents;

• develop a strategy for each type of talented candidates;

• constantly hunt for talents.

With the growing demand for capable managers there is a need for a new strategy selection. The company must constantly hunt for talent to attract them just when they are ready to change jobs. We believe that situational involvement of employees should become a permanent part of the strategy selection of managerial personnel.

Thus, when there is a need of the leaders to perform not only current, but also completely new management problems, it is always a multi-task trained, talented managers who are able to take on this responsibility.

The development organization directly dictate rigid requirements to quality of personnel capable in the short term goals. Control of the "quality" of human resource becomes an integral part of the effective functioning of the organization of any type.