Specialty personnel management higher education. Personnel Management. Distance learning higher education. Professions by direction

Modern business has come a long way, from the simplest manufactories to international corporations. Over time, not only the size changed, but also the approach to management. Employees began to take the first place as Responding to the market demand, a new direction in training appeared - personnel management. The specialty for many universities is new, but very promising.

Modern approaches to personnel management

Personnel management is a demanded and necessary specialty. But a few years ago, it was not so popular. Students in the courses "Organization Management" were trained to manage the resources of the enterprise. Of course, employees were also included in these assets. Today, the fundamentals of human resources management are used in almost any organization, regardless of its size. Leaders at all levels recognize the importance and necessity of a competent approach to the human resources of an organization.

A person in a modern office is no longer seen as a cog in the system. He is an important and irreplaceable part of the whole mechanism. The unification of functions was replaced by a narrow specialization of workers. And the success of the entire organization depends on the competent selection of employees.

Realizing this, managers began to pay more and more attention to personnel management. Training new employees in HR departments is economically beneficial.

Fundamentals of Human Resource Management

Currently, special divisions are being created to work with employees at enterprises and organizations. Their names can be very different:

Human Resources Department.
Staff service.
HR department.
Human Resources Department.

Workers employed in this area are called differently:

Inspector or HR specialist.
Eycher.
Deputy Director or Director of Human Resources.

Regardless of the name of the department and the position, these employees perform a single and very important function. Their tasks include:

Initial selection of candidates, conducting interview stages.
Certification of employees for their suitability for the position held, including training normative documents and subsequent processing of the results.
Employee motivation, including intangible.

In addition, they are responsible for training, professional development and movement of employees within the enterprise.

Training on professional courses for personnel managers

General managers can get a second profession or undergo retraining in specialized courses. They already know the basics of personnel management. The task of study is to deepen and expand knowledge.

In many universities, in addition to general management, students study the peculiarities of working with employees. Most often it is a separate item. At the end of the study, in addition to the exam, the coursework is defended. Personnel management is the main theme of this work.

Unfortunately, this knowledge is not enough for long. In professional courses, you can not only get specific information, but also learn about the latest developments of leading industry experts. All courses are divided into short term and long term. Their main difference is the number of academic hours, as well as the richness of the program.

Short-term courses for HR managers require basic knowledge. The main emphasis in training is on deepening and expanding knowledge. Long-term courses last from three months to a year and end with a retraining diploma or a second profession. During training, students receive both basic knowledge of business psychology and the basics of office work, and highly specialized.

Specialty in universities "Human resource management of the organization"

Most large universities provide an opportunity to obtain a specialty in Human Resources Management. Training is conducted most often both full-time and part-time.

During the training, students deeply study the following subjects:

management;
psychology;
the economy;
conducting personnel and general office work.

The curriculum is provided after which the term paper should be written. Personnel management, its capabilities and prospects are analyzed in detail in it. At the end of the training, defends graduate work, and a specialist with a higher education can start professional activities.

"Personnel management" is a specialty. Universities began to teach a new direction not so long ago. However, it is quite popular among applicants. And the first graduates are already successfully starting their professional career.

Work for a specialist

Any study ends sooner or later. For a young specialist, his first job becomes important. Personnel management is a multivariate activity. Graduates can occupy a variety of positions, master related professions.

Staff and recruiting agencies are willing to accept both interns and experienced workers. The field of activity of the graduate is quite wide, and deep training helps to put the knowledge gained into practice.

However, one should not rely only on an institute diploma. Personnel management is a new specialty; at the same time, work with personnel has always been carried out. Young specialist in practice, you have to study the intricacies of the profession and regularly improve your level of knowledge.

Advanced training for HR managers

In specialized educational institutions, a professional development service is provided for various specialists. These are usually short courses and professional seminars. Training can be stationary, with a break from work, evening and correspondence.

Problematic specialized seminars on personnel management, as well as on new legislation in the field of personnel work and various developments of colleagues are very popular.

An important point in improving your professional qualifications is reading specialized periodicals and participating in conferences on various problems of personnel activities. Do not miss the opportunity to learn new things and become a competent HR specialist.

Professional career of HR manager

Most applicants are concerned about their future career. What are the prospects for this or that profession? What activities are not only profitable but also interesting?

Many people prefer to master personnel management in practice. The specialty has become quite popular among employers. They prefer to hire employees with a certain store of knowledge and skills. In the long term, the enterprise for such employees can create favorable conditions for career growth.

Most HR managers start with HR specialists. This activity is not as easy as it might seem. It requires thorough knowledge Labor Code and the general foundations of office work. Human resource management is the next, more responsible stage of the career ladder. In this position, the employee makes decisions on the motivation, certification and promotion of the organization's employees.

The highest position in a career is considered to be an organization. This is a highly qualified specialist engaged in the strategic management of the activities of his division.

Prospects for the development of the profession

Currently, the profession associated with human resource management in production activities is undergoing great changes. Executives are increasingly realizing the importance of their people. Each of them is not just a "cog", but a separate person.

Proper motivation of people, their confidence in involvement in the common cause and labor enthusiasm justify the investment in the employees of the HR department. After all, it is they who provide the inflow of new forces, the retention and motivation of other employees, the competent movement of personnel and much more. The specialty "Human Resources Management" is one of the most promising at the moment. With this education, you can count on a successful career.

One of the most demanded areas today is personnel management. There is not a single profession left that is not related to personnel activities. The well-coordinated work of the HR department guarantees efficient functioning enterprises. The increased interest in personnel management raises the question of who can work in such a field of activity.

The study of the direction of "personnel management" is connected with the question of what it is. To understand the moment, what kind of specialty it is, it is recommended to give it a definition.

The specialty is found under the name HR-management. Please note that personnel activity is such a direction that is associated with the selection and formation of a highly effective staff of employees. A more detailed description of HR management is disclosed through the following job responsibilities of the HR officer:

search and hiring of workers;
optimization measures regarding the formed staff;
systematic monitoring of the work of employees for compliance with the job description.

HR management.

This specialty within the framework of the enterprise led to the appearance of departments, among the names of which one can find:

HR department;
Human Resources Department;
division for HR-management;
staff service.

The following names have been assigned to officials specializing in HR management:

HR representative / specialist / inspector;
director or deputy director for human resources.

Personnel management and its description determine the features of the HR manager's activities. Among the functional tasks of a specialist on these issues, there is:

Carrying out organizational activities in order to form a staff of employees. The main tool is organizing interviews with potential candidates.
Control over the staffing of the enterprise with workers.
Providing onboarding support to new employees.
Labor market monitoring in order to diagnose potential sources of additional staffing of the enterprise.
Making a forecast regarding the need for new workers.
Settlement of disputes at the enterprise on labor topics between employees.
Unbiased assessment of employee performance.
Drafting projects to optimize and improve working conditions.
Organization and implementation of certification activities to assess the qualifications of employees. Not only the fact of passing the certification is taken into account, but also the results of the assessment are taken into account. The results of certification are the basis for optimizing the existing staff.
Systematic preparation of proposals for professional development and training for employees. To increase efficiency, the rotation of human resources within the enterprise is used.
Creation of a staffing table.
Involvement in the formation of positions collective agreement and other primary labor documentation.
Preparation of activities to stimulate and motivate the staff. In addition to monetary rewards and bonuses, attention is paid to the intangible interest of employees.

It is customary to include among the goals of an HR specialist:

strengthening the company's competitiveness in an emerging market;
stimulation of production and labor efficiency with an emphasis on maximizing profits;
guaranteeing the social stability of employees.

To achieve these goals, the HR manager provides:

the company's need for employees, taking into account the requirements set for the qualification and quantitative level of personnel;
optimal balance between production and staff potential;
maximum possible involvement of working potential within the framework of production needs;
fulfillment of conditions regarding self-discipline, motivation, organization and development of employees;
lack of staff turnover and stability of the formed team;
motivation of employees' work by focusing on their needs, employment and working conditions.

Education

Employment in this specialty involves obtaining an appropriate education.

Training in the chosen direction allows you to develop the inner qualities of a future specialist. Among strengths HR manager should be:

Competently delivered speech. The ability to clearly convey information and the results of the research carried out greatly facilitates the work process and interaction with subordinates.
Striving for personal and professional growth. Regular completion of refresher courses is encouraged.

The enrollment of a student in personnel management guarantees the acquisition of the necessary knowledge and skills.

Teaching students

Specialist training includes the study of the basics of such disciplines as:

psychology: attention is focused on the characteristics of the behavior of employees and motivational methods of influence;
law: highlights the provisions of the Labor Code, practical aspects in drafting contracts and organizing document flow;
sociology of the organization: the principles of preparing and conducting research of a sociological nature, the phased development of the organization are considered;
economics: the development of an enterprise is of interest from a financial point of view, marketing strategy. Training course consists of organization economics, labor economics, external economics, macroeconomics, microeconomics;
tax accounting;
political science;
conflictology;
office work: topics of both general and personnel office work are covered;
ethics of interpersonal and labor relations;
HR strategy;
management.

The best option to get an education in this area is to enroll in specialized universities. Specialists who have received a diploma of higher education have priority when applying for a job. Employers are particularly interested in employees who have graduated from the master's degree. Among the methods of obtaining education, there are both full-time and part-time forms of education.

Note! A general specialization manager can become an HR specialist. In this case, it is required to undergo re-profiling in special courses. The option of obtaining a second profession is also being considered. This is possible through knowledge of the fundamentals of management.

Personnel management training

The HR fundamentals are offered by many universities, including the following:

Russian State Social University;
Moscow Economic Institute;
Financial University under the Government of the Russian Federation;
MIREA - Russian Technological University;
Russian Economic University named after G.V. Plekhanov;
Academy of Labor and Social Relations;
Institute of Economics and Industrial Management;
Moscow State Technological University STANKIN;
Moscow State University named after M.V. Lomonosov;
International Academy of Business and Management;
Moscow City University of Management of the Government of Moscow;
Russian Academy of National Economy and public service under the President of the Russian Federation;
Moscow Aviation Institute;
Moscow Humanitarian and Technical Academy;
Moscow State University of Technology and Management named after K.G. Razumovsky;
National Research Technological University "MISiS", etc.

Qualification

The development of the management sphere has led to the emergence of new directions. The demand for the specialty personnel management has led to the emergence of the following qualifications:

training manager;
sales coach;
corporate culture manager;
coach-consultant;
HR evaluator.

The introduction of new approaches to solving the issues of organizing work with personnel stimulates specialists to regularly attend courses and seminars. By mastering advanced techniques, professional qualifications are increased. To deepen awareness, it is recommended to study specialized literature and attend conferences.

Helpful video: HR management

Professions by direction

The choice of the specialty personnel management pushes the student to the question of who to work. This direction includes the following professions:

Diagnostic manager. Place of work - agencies and organizations that need new employees. Job Responsibility- competent selection and systematic assessment of personnel. Methods of work - psychological techniques in combination with verification of personal files. Sources for recruiting - conferences, professional exhibitions, websites.
Consultant manager. Job responsibility - search for optimization solutions regarding personnel problems. Requirements for a manager - overcoming stereotypical thinking, knowledge of marketing specifics, management fundamentals, economic processes.
Coach manager. Job responsibility - increasing the efficiency of the enterprise through the growth of professionalism and competence of employees. Working methods - tutorials. Requirements for a manager are non-standard thinking, a high level of socialization, quick diagnosis of the situation.
Administrator manager. Responsibility - making decisions for the purpose of systemic development of the enterprise.

Human resource management as professional activity allows the manager to act as:

HR strategist. The task is to develop a personnel strategy, its implementation.
Head of HR-management service. The task is to organize the functioning of staff units.
HR technologist. The task is to develop and implement in practice non-standard approaches to personnel specifics.
Personnel innovator. The task is to develop pilot projects, check them before mass implementation in the personnel industry.
Contractor. The task is to implement the personnel policy of an operational nature.
HR consultant. The task is to solve organizational and personnel problems, taking into account the prospects for the development of the corporation.

Note! HR management professions differ depending on the organization in question and its staff. Depending on the specifics of the enterprise, it becomes clear who to work with.

Human resource management as a professional activity implies the presence of the following areas of competence for a specialist:

Tolerance.
Sociability.
Ability to make contact.
The ability to hear and listen.
Reference point to the team.
Conscientiousness.
Sanity.
Effectiveness.
Purposefulness.
Self-confidence.
Devotion to the company.
Business orientation.

Useful video: staff motivation

Output

Taking into account the peculiarities of economic development, the HR-manager profession is gaining more and more popularity. Employers are interested in competent employees. Thanks to the professionalism of the manager, the success of the enterprise is guaranteed. The increased demand for specialists in this area favorably characterizes the prospects for personnel management. Possession of the fundamentals of personnel policy and the desire for professional growth will allow the specialist to realize himself in the chosen field.

In contact with

It is hard to imagine the work of any large enterprise or organization without personnel service, because the work path of each person begins precisely with communication with employees of the personnel department. Today, positive changes continue to occur in the field of personnel management, and personnel officers are becoming people who not only monitor the proper registration of personal files of employees of the enterprise, but also have the opportunity to influence labor collective by applying various methods of increasing labor efficiency and achieving a high level of employee return for the benefit of the organization.

Popular scientist and management consultant Edward Deming noted that the main element in the business system is people, and how effectively these people devote their energies to the good of the organization absolutely depends on the work of the personnel management service. But in order to understand what function the personnel management system performs and what is needed in order to become a manager in this area, one should take a closer look at the very specifics of practical activity.

Definition and essence of personnel management

Human resource management, or HR management, is an area of activity that is aimed at shaping an organization quality staff... The personnel management employees have the following main responsibilities:

selection and recruitment of personnel;
optimization of the use of personnel;
control over the proper performance by employees of the organization of their functional duties.

Development of the practical area of HR

In the field of human resource management, over the past five years, many new directions, professions and specialties have appeared, which differ in their focus. In addition to the main professions in personnel management, such as HR, HR inspector or HR manager, sales trainers, training managers, corporate culture managers, personnel appraisers, couch consultants are gaining popularity. It should be noted that specialists in this field remain in demand, and their activities bring a stable and fairly high income. This is due to the fact that, in order to achieve their goals, many organizations strive to create a work collective that would be able to cope with their duties in a quality and highly professional manner, but, accordingly, this requires professionals in the selection and recruitment of personnel.

Human Resource Management Education

The profession of personnel management requires special education and certain internal qualities, on which it depends whether a person will be successful in his work in this area. Today, many higher educational institutions with an economic bias provide an opportunity to get a proper education in this area. During training, you can study areas such as psychology, economics different levels, office work, sociology, political science, management, as well as legal support of personnel management and many other disciplines that will help a future specialist to acquire the necessary knowledge and skills to work with people. It is worth noting that you can get an education in this area both in full-time and in correspondence courses. The most demanded employees in this area are those people who graduated from the magistracy in this specialty.

What is the responsibility of a HR specialist

The main responsibilities of an HR manager (HR specialist) include:

organization of work on staffing in accordance with the objectives and goals of the enterprise;
staffing the enterprise;
assistance in the adaptation of personnel in the organization;
study of the labor market to identify sources of staffing the organization;
forecasting staffing needs;
solving various labor disputes;
grade labor activity employees;
development of proposals for improving the working conditions of employees;
certification of employees;
organization of work aimed at improving the qualifications of employees and the possibility of their training;
development of the staffing table;
participation in the development of a collective agreement and other primary documents regulating the labor activity of the organization;
motivation and stimulation of employees of the organization.

Types of professionals in HR work

Proceeding from the fact that in the field of human resource management in recent years there have been many changes and this area has gained wide demand, it has become more difficult for specialists to develop and work in all areas of personnel management. This factor led to their division into conditional types.

HR managers can be divided into the following types:

diagnosticians;
coach-managers;
consultants;
administrators.

The peculiarity of each of these types is in the options for realizing the professional aspirations of a person in the field of human resource management from an enterprise or organization where a personnel specialist is involved.

It is worth dwelling in more detail on each of the above types.

Diagnosticians

As a rule, recruitment agencies need diagnosticians either large enterprises having a need for new personnel. The task of the HR diagnostician is, first of all, the assessment of the personnel, in other words, the complex diagnostics of the employee and his personal file.

In their activities, such specialists use psychological techniques to test candidates and employees of the organization. Thanks to this approach, the organization has the opportunity to hire only highly professional personnel who cope with the tasks set and ensure the implementation of the company's goals.

In the case of recruiting agencies, whose activities are aimed at recruiting employees for various organizations, diagnosticians pay special attention to the study of personal files, resumes, questionnaires and biographies of candidates for positions. Their main goal is to protect the customer company from non-professional personnel. Very often in recruiting agencies head-hunter (head hunters) work - specialists who focus exclusively on experienced and professional personnel. It often happens that in order to satisfy the need of a certain organization for employees, the "bounty hunter" lures away already employed professionals of companies and firms. Head-hunter professionals are highly skilled in psychology and have extensive relationships with many firms.

Coach managers

Coach managers are involved in various companies providing training for organizations on a variety of programs. Specialists in the field of personnel management conduct seminars and trainings on sales, adaptation of personnel in the organization, team building and leadership, creation of a personnel reserve, and time management. It is important that training managers should be able not only to correctly present information at trainings, but also to develop training programs.

It is quite difficult to become a coach-manager, since only those who have sufficient experience in the field in which they conduct their trainings can teach.

Consultants

The main task of a consultant is to correctly present a person with knowledge and transfer his experience in the field of personnel management to another person. One of the features that an HR consultant should have is the versatility of thinking. Consultants, as psychologists, also need to be good economists. This is required in order to carry out correct calculations economic risks, various costs, benefits, as well as own the specifics of marketing. The career of a consultant is multistage, such specialists must have the skills and abilities of the personnel management profession.

Administrators

The administrative type in the profession of personnel management is the most multifaceted, since it combines all the previous ones. Reaching the so-called highest administrative level is extremely difficult and requires a lot of time, theoretical and practical experience. TO this type include heads of personnel management. HR leaders interact with everyone structural units organizations and their immediate supervisors and bear personal responsibility not only for the activities of their department, but also for the selection, recruitment and organization of labor activities within the organization.

In addition to the above, administrators are obliged to organize and staff management of personnel within the framework of the integral system of the enterprise. Specialists with appropriate education and their own experience in human resource management can cope with such an extremely responsible task. It is worth noting that in higher educational institutions with a legal and economic bias, you can get an education in the specialty "personnel management", which already implies the possibility of achieving success in administration.

The most common admission exams are:

Russian language
Mathematics (basic level)
Informatics and information and communication technologies (ICT) - a specialized subject, at the choice of the university
History - at the choice of the university
Social Studies - at the choice of the university
Foreign language - at the choice of the university

For admission to this specialty, most universities are interested in a compulsory exam in mathematics, which acts as a profile one, as well as one exam of the university's choice - it can be Russian, history, Informatics and ICT, or social studies. Besides, educational institution at its discretion may request from the student the results of the exam in English or another foreign language.

What is the core strength of any company? Of course, in its employees! But who will be an employee of the company primarily depends on the HR manager. The successful work of the organization is made up of experienced and qualified employees. Here is their recruitment, control over the quality of work, and a representative of this specialty is engaged, selecting new staff among the best job seekers. It depends on the manager how united the team will be, what kind of psychological climate will be created in it, how comfortable each member will be in this small community. The profession is quite in demand in the labor market, which means that a graduate will never have problems with finding a job.

Brief description of the specialty

The specialty combines education in the field of management and special psychological training, which in general makes it possible to prepare a qualified HR manager with wide employment opportunities in domestic and foreign organizations and representative offices of different types of work.

Large universities in the capital and regions

Moskovsky State University named after M.V. Lomonosov
Moscow State University of Economics, Statistics and Informatics
Russian Economic University named after G.V. Plekhanov
Moscow University S.Yu. Witte
State University of Management
Voronezh University of Economics
Kuban State University

Terms and forms of training

Mastering a profession in this specialty involves the possibility of choosing any of three forms of training:

full-time;
correspondence;
full-time and part-time.

Subjects studied by students

In the learning process, students study a number of useful subjects that enable them to comprehend all the necessary facets of science and become real experts in their field. Subjects such as psychology, marketing and personnel management are especially important for the professionalism of students. All subjects studied can be divided into four groups:

economic - statistics, accounting, financial management, economic theory, economic geography, finance and credit, taxes and taxation,
legal - jurisprudence, political science,
social - sociology, the basics of social insurance, social psychology,
managerial - organization theory, management fundamentals, ITU personnel, personnel marketing, personnel consulting, labor motivation and others.

Training: acquired knowledge and skills

As part of the training, students receive everything necessary knowledge and skills for implementation professional management personnel of the organization, including in the trade and the provision of services, and can also provide effective work motivation for the personnel of the company or any organization.

The HR manager can perform different types activities, including managerial, organizational, educational, psychological, legal, sociological and not only.

Specific skills and abilities of HR specialists include the following:

development, creation and implementation of the strategic line of personnel management of the company;
planning the use of human potential;
derivation of the management policy of the company's employees;
analysis of the labor market, its possible options development and state in the current time;
development and implementation of activities aimed at the development of corporate culture in the team;
organizational skills for the selection and recruitment of appropriate company personnel, as well as its training, development and other issues in this area.

Future profession: where and by whom to work

A professional employee of the personnel department (or HR manager) is a real find for every company, not only large, but even the smallest. A HR manager is a position that includes a wide range of tasks, therefore the choice of professions is also great here - from an economist to a director of a recruiting company. It is possible to work not only in organizations, but also in independent recruiting agencies.

A novice manager can receive wages within 20 thousand rubles per month or more. In most cases, the amount of payment depends directly on the number of powers and requirements imposed by the management of the organization for such an employee. Also, the specific specifics of the company's activities play an important role.

A professional HR manager can expect a salary of 30 thousand rubles, while a professional with extensive work experience, holding the post of HR director in a large company, can receive up to 130 thousand rubles a month.

Continuing education in the specialty

Upon completion of the bachelor's degree (4 years of study), students can continue mastering their specialty in the magistracy for 2 years. For this, as a rule, they offer to pass an interview on the profile of the desired direction. Masters deal with leadership in HR services in different areas activities, including trade, banking, insurance, transport and others