Socially-oriented personnel policy as the main instrument of forming an effective personnel management system

Purpose – the main goal of socially oriented personnel policy is forming of an effective personnel management system which is based on social guarantees and the public assistance.

Methodology – for an efficiency evaluation, both the companies, and certain workers in management, the set of techniques is applied. For the analysis of human resources management system on an enterprise is recommended to use complex approach, including the study of quantitative, quality and social indexes. The sphere of social guarantees is always an important component in case of assessment of satisfaction with work and own workplace. In case of assessment of degree of satisfaction with own workplace for poll of workers  it is recommended to use a form of the questionnaire. According the results of this questioning, it is possible to determine the most significant parameter of social security and degree of satisfaction with this parameter. The result of this research allows to reveal problems; and to reduce dissatisfaction level by means of employee involvement to additional bonuses provided by the organization. Practical methods of performance appraisal and evaluation of the personnel of organization are recommended.

Originality/value – the provided social services and guarantees serve as material support for new workers, allow creating favorable climate in the organization that are an incentive for professional development of workers, their career. Analyzed by the example of L.N. Gumilev Eurasian national university. An increase in the income of employees of the entity as the recommendation would suggest to create a benefits or compensation package to assist workers in the solution of social household problems, for social protection of workers.

Findings – on the basis of the conducted research, it is possible to draw a conclusion that the social oriented personnel policy will promote attraction and deduction competent and necessary to employee organization, stimulation and the patriotic relation to the organization, and also effective work. From implementation of this package of measures for increase in system effectiveness of personnel management it is necessary to refer the following to positive results: ensure personnel adequate standard of living (favorable conditions of work, decent wages and social protection at the enterprise level); implementation and development of the individual abilities of employees; favorable socio-psychological climate (opportunities for communication, awareness, relatively conflict-free relationship with the leadership and colleagues); decrease in level of a staff turnover. 

Introduction

Today in the conditions of growth of the competition and global crises, personnel management can reach the efficiency only if it embodies the principles of strategic management taking into account monitoring of a situation in the future [1, page 114]. Application of a strategic approach in the field of personnel management is required from a management of all levels of understanding not only modern motivation of workers, but also the prospects of its possible development depending on a condition of the market environment and those conditions in which people in several years can live. The purpose of strategic management by personnel is to provide the coordinated and adequate condition of the external environment forming of labor capacity of the organization.

The essence of a strategic approach consists in forming of the stable long-term line item directed to the solution of effective objectives taking into account changes of the external environment.

Now in connection with application of the strategic approach to personnel management, the role of social policy increased in world practice of management.

For the development of socially oriented personnel policy, it is necessary to create conditions including on tax benefits which would give the chance of the organization to keep the objects of a social infrastructure necessary for reproduction and development of personnel potential [2, page 90].

The following can act as the main directions of socially oriented personnel policy:

• activities in the field of work and the social and labor relations, including payment and labor protection;
• the activities directed to preserving personnel potential, skilled workers, their professional mobility;
• employment of workers;
• stimulation of workers to advanced training, the organization and forming of intra organizational training of personnel;
• participation in social security and insurance;
• ensuring social protection of personnel.

Interrelations of personnel and social policy is that employers and administrations of the organization participate in employment of personnel which can promote increase in the income of the worker, growth of its professional level and labor potential.

In social policy the significant role is given to social security which can be considered as material security of workers and rendering social services. Social security includes various benefits, pensions, compensation payments, and provision of free or partially paid medical care, social privileges.

Social privileges and employees privileges can be postponed (conditional) and direct. Pensions, insurance premiums, payment of sick leave notes belong to conditional privileges and privileges [3]. The attachment for the worker of the personal computer or machine can be an example of direct privileges. Social privileges are the following:

• the pension schemes financed by means of the contribution granting the right to the guaranteed income for the worker in case of his exit to pension; 
• privileges which increase personal security of the worker concerning a disease, incidents, staff reduction;
• the privileges satisfying personal needs of the worker: the days off, care of children, assistance to strengthening of health and to rest;
• privileges on financial assistance: the credits, the help and a discount for training, the membership fees in clubs;
• provision of  the  machine  and  gasoline  at  the  expense  of  the  organization,   For example, employees and faculty of the L.N. Gumilyov Eurasian National University can spend vacation at a sports camp of university in Zerenda village in the summer. Annually, the administration of higher education institution and trade-union committee together with the center of youth policy visit 2 orphanages and give them feasible help. Veterans of the Second World War and work, pensioners of university always are under the care of labor union. The sports contest "Cheerfulness and Health" on which the trade-union committee gives charitable help is held to the winter and summer periods among PPS and the staff of university.

During the summer period, the 30% discount for sanatorium treatment is provided to employees, also children of teachers and employees have an opportunity to spend vacation at summer camps at a discount 50%.

Research methods

Today, in education of the Republic of Kazakhstan, especially topical issue is social support. Consider weight of the hygiene factors characterizing quality of labor life of personnel (figure 1). 

• Salary
• Level of housing availability
• Working conditions
• Interpersonal relationship and microclimate in a work team 
• Policy of the company and administration

Figure 1 – Structure of hygiene factors [4] 

According to Dmitriyenko G. A. in F.Gertsberg's theory, it is necessary to introduce some amendments in the list of integrative hygiene factors. In particular, the factor "the extent of the direct work supervision" makes a sense to replace with a factor "degree of housing security" [4, page 158].

Indicators of the salary and degree of housing security act as key factors. Consider also the relations with chiefs, colleagues, subordinates causing favorable or in different degrees adverse psychological climate in groups and between them.

The use of this model allows to reveal, in absolutely unambiguous way, the final efficiency of carrying out social policy on that impact that renders the actions planned in respect of social development of labor collective on workers. So that the regulation and quality assurance of labor life of the worker depends on the level pursued social policy in this company.

Hygiene factors exert a great influence on satisfaction with work and quality of labor life of personnel at the entities.

The level of development of social services determines a provision of the organization in the labor market. If the organization creates to the personnel favorable conditions, for example, provide to the personnel considerable amount of social services, then it will profitable differ from other organizations. Thereby, more opportunities for implementation by workers of capabilities and their effective work are represented.

As it was told above, in Gertsberg's theory the factor "extent of direct supervision behind work" was replaced with a factor "degree of housing security" [4, page 158].

Results

Corporate housing programmes exist in many companies. Consider the housing programme of provision of housing at the L.N. Gumilyov Eurasian National University (figure 2).

Figure 2 – Housing programme of provision of housing at the L.N. Gumilyov Eurasian National University [made by the authors] 

This program provides two directions. Within the integrated management program with human resources the entity is affected by the corporate social policy possessing external competitiveness and internal justice. Today, employees in the sphere of education have the sharp need for housing, and decrease in work performance because of dissatisfaction with housing conditions. Therefore, creation and implementation in practice of such corporate housing programmes at the entities of Kazakhstan is especially urgent [5].

The close interrelation between satisfaction with work, hygiene factors, social and personnel policy is observed. Personnel policy shall be directed to a demand and rational use of capabilities and professionalism of workers [6, page 104].

Social policy acts as a necessary condition for workers to fulfill the capabilities and opportunities that promotes increase in degree of satisfaction with work; and provides, thereby, a contribution of workers to work of the organization.

Social policy in the organization can be more effective if the provided social services reflect specifics of organization activity, the mode and labor protection, transport availability of a workplace. The mechanism of interaction of social and personnel policy on the basis of influence of hygiene factors on satisfaction with work is given in the figure 3.

Strong social and personnel policy acts to the major factors on stabilization of the social and labor relations in the companies, increases in motivation, a gain in productivity and quality of work of personnel, preserving and involvement of highly qualified specialists. The principles of management are created on the basis of social and personnel policy [8]. Figure 3 demonstrates that it is visible that the satisfaction of workers’ social needs and creating favorable conditions of work promote emergence of aspiration in workers to provide the contribution to this system. This in turn leads to preserving the existing personnel and involvement of new workers, satisfaction with work, the maximum implementation by workers of the capabilities and opportunities, providing a gain in productivity, increase in efficiency and quality of work of workers, to advanced training of workers [9, 10].

Figure 3 – Mechanism of Interaction of Social and Personnel Policy on the basis of influence of hygiene factors on satisfaction with work [6, 7] 

The sphere of social guarantees is always an important component in case of assessment of satisfaction with work and own workplace. In case of assessment of degree of satisfaction with own workplace for poll of workers it is recommended to use a form of the questionnaire which is given in table 1. 

Table 1 – Form of the questionnaire 

According the results of this questioning, it is possible to determine the most significant parameter of social security and degree of satisfaction with this parameter. The result of this research allows to reveal problems; and to reduce dissatisfaction level by means of employee involvement to additional bonuses provided by the organization. An increase in the income of employees of the entity as the recommendation would suggest creating a benefits or compensation package to assist workers in the solution of social household problems, for social protection of workers. Proceeding from needs of personnel, various options of a compensation packet are constituted following the results of a year [11, 12]. 

Table 2 – Approximate options of a compensation packet for the entity of the L.N. Gumilyov Eurasian National University, depending on qualification and length of service of personnel 

Compensation packet options are developed with identical cost, but with different fillings for provision of the choice by the employee [13, 14].

Findings

On the basis of the conducted research, it is possible to draw a conclusion that the social oriented personnel policy will promote attraction and deduction competent and necessary to employee organization, stimulation and the patriotic relation to the organization, and also effective work.

Provision of a packet is directed to compensation of certain investments from employees in increase in efficiency of functioning of the organization. Considering the aforementioned, social, transport, housing-andmunicipal, medical, and educational services can be provided to workers by the organization, provide them with free or partially paid vouchers in sanatoria and rest houses, subscriptions to the gym.

The provided social services and guarantees serve as material support for new workers, allow to create favorable climate in the organization that are an incentive for professional development of workers, their career.

Thus, a main goal of socially oriented personnel policy is forming of an effective personnel management system which is based on social guarantees and the public assistance. In turn, it promotes rapprochement of interests of the worker with interests of the organization in achievement of high performance of work and increase in production efficiency. Socially oriented personnel policy considers each worker as the personality having a various needs and interests.

Social efficiency of the offered actions for enhancement of personnel management methods first of all is shown in the form of a possibility of achievement positive, and also decrease in changes, negative from the social point of view, at the entity of L.N. Gumilyov Eurasian National University. From implementation of this package of measures for increase in system effectiveness of personnel management it is necessary to refer the following to positive results:

• ensure personnel adequate standard of living (favorable conditions of work, decent wages and social protection at the enterprise level);
• implementation and development of the individual abilities of employees;
• favorable socio-psychological climate (opportunities for communication, awareness, relatively conflict-free relationship with the leadership and colleagues);
• decrease in level of a staff

In general, the expected results, the implementation of the recommendations and measures to improve the functions of personnel management will improve the quality of HR functions that contribute to the revitalization of the work of staff, as well as the formation and development of an effective system of personnel management.

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