2. Process completing staff in System management Resources

In modern scientific literature often used the phrase "completing the state" to denote the set of actions that characterize the main stages of personnel policy of the company. The acquisition of state - a set of a certain number of workers to supplement or formation of permanent employees of the company or organization and its reduction to a predetermined number . However, this definition is not complete in terms of the goals of the enterprise, which it is not wished to achieve during the selection and hiring of personnel.

Many modern scholars associate the process of completing the state with the processes of selection and recruitment, some consider it more widely. Yes, OV Crushelnytska acquisition process identifies the state of the process of formation personnel, which includes such steps as: planning, recruitment, selection and professional adaptation that shown in Fig. 1.1 [9, p. 242].

It should be noted that the main goal of personnel policy is to ensure a level of productivity that is professionally would allow to ensure the objectives of the enterprise: compete, grow, provide high-quality customer service, regardless of activity and so on. Thus, we can conclude that the company goals are closely intertwined with the purposes of recruitment of staff.

Determination of the main goals of good governance manning the state and ways to achieve them role in the achievement of the organization shown in Fig. 1.2.

Management motivational potential include:

• effect to desire work - stimulation eration;

• effect to possibility work: moderate qualitative Mr idbir and arrangement staff;

• creation favorable soc ial no-psychological climate, atmosphere confidence and mutual aid;

• application Effectively s methods these nyuvannya and al. [11].

Formation staff Planning Set Selection Professional adaptation Quantitative and qualitative analysis of existing staff Drawing portrait professional worker Previous Working The method planning Involving staff Ultimate Social Make a calculation Registration to take part in selection The plan and its provision sources Research in the labor market Definition prospects

Fig. 1.1. Stages of formation personnel [9, p. 243]

Organizational culture is integral and at the same time integral characteristic organizational environment officer, but because it is due to the impact of organizational culture can provide the foundation of an effective human interaction and organization. Interaction employee and the organization has in terms of strategic nature, since the impact on productivity, the strategic objectives of the firm innovative activity, positioning the company in the society and other strategic objectives. [17]

Staff development - a complex, multifaceted concept that covers many economic, social, psychological and educational problems. This system process improvement of knowledge and skills of employees, implemented through a set of organizational and economic measures that involve adaptation, training, evaluation and career planning staff work [3]. According to FI hops, staff development is an iterative (repetitive) process succeed, the level of skills that match the development strategy of the organization [12, p. 325]. In this sense the development of staff is a fundamental part of the overall process of personnel management, integrally related to the development of the organization and the formation of a professional career workers [10].

LM-Szymanowski Dianych in the book "Development Management Organization: Theory and Practice" scheme proposed by the relationship of the organization, personnel, collective and individual devel opment of each employee, which shows that these kinds of development are inseparable and dependent apart. 

Providing comfort and decent wages are the primary factors in the personnel policy of any company or organization, because it is a primary human need which gets a job. Legal regulation of wages of employees of enterprises, institutions and organizations of all forms of ownership and types of economic activity carried out by the Law of Ukraine "On wages" of 24 March 1995 (as amended); Labor Code of Ukraine - Chapter II, VI, VII, VIII; Economic Code of Ukraine; Law of Ukraine "On Collective Agreements" of 1 July 1993, as well as numerous other normative legal acts, collective agreements and their specific provisions of local enterprises

The main objectives of the effective management of staff manning Achieving a high level of job satisfaction and staff stability Achieving high-quality professional-level staff Achieving high-quality professional fitness level of innovation and education Motivation of staff Compliance education as that is replaced The high level of information support staff Organizational culture Working conditions The quality of education and training Value for workers age criterion Wage Understanding the characteristics of the field workers Introduction and training of new technologies Adapting staff Staff development Increased productivity Development of the organization

Fig. 1.2. The main objectives of the effective management of staff manning [11]

This dependence is shown in Fig. 1.3.

Development of the organization Staff development Collective development Individual development

Fig. 1.3. Types of staff development in the context of organizational and individual development [10]

 These acts regulate labor only employees whose activities are covered by the employment contract. Remuneration others the agreement between the employer and employee. [6]

According to Article 153 of the Labour Code at all enterprises, institutions, organizations created safe and harmless conditions. Provision of safe working conditions rests with the owner or authorized body. Working conditions in the workplace, safety processes, machines, equipment and other means of production, the state of collective and individual protection used by the employee and sanitary conditions should comply with regulations on labor protection. Labor groups to discuss and approve the comprehensive plan to improve conditions of safety and sanitary-health measures and monitor the implementation of these plans [1].

The fulfillment of the above conditions is the key to creating not only a stable team, but also allow a high level of commitment and workers for the interests of their organization. In general, the listed conditions may merge into a single system motivators, however, in our opinion, such a perception will cause lower efficiency of their implementation, these conditions and the separation into individual sub will consistently meet them.

Achieve professional quality of the work collective includes:

- Ensure that the education of each employee position he holds. This is a priority HR manager in the selection process of new employees and in the evaluation process the existing staff. Compliance education as that replaced, reduces the cost of training and retraining, as well as simplifies the evaluation and selection;

- Ensuring the quality of education and training will, in our view, improve the professionalism of available workers and young talents who hired immediately after graduation and, in spite of this, do not have the necessary skills, but have great potential;

- Knowledge workers features the industry of the enterprise - this condition echoes the first condition - compliance as education, but there are some differences. Today it often happens that the bank operates Governance agricultural sector, the enterprise consumer cooperation - a specialist in banking and so on. This is inhibitory factor as the duty officer, and in all activities of the company.

Current problems in personnel management is the introduction of integrated management information systems and staff development to ensure effective training of personnel, training and work motivation of employees. Information management system of persona scrap is a set of implemented solutions in size, location and forms of organization of information circulating in the control system during its operation. [19] Information process is required as a prerequisite of modern technology as a means of improving the quality of labor, as a prerequisite for the successful organization of the process [2]. Skilled use of modern technologies of information makes it possible to ensure the effectiveness of quantitative and qualitative performance, efficiency and profitability of management. In other words, to achieve the best possible results of administrative activity [12].

Low and professional qualification of workers is one of the main reasons for the low competitiveness of enterprises, affecting the level of profitability and, in turn, restricts financial opportunities for training and development of staff. The current level of information, communication and software, as well as production and management technologies and associated technical and technological upgrading of enterprises, increasing demands of employers for professional qualification of employees [7].