Keyword: «personnel»

At the present stage of development of the economy as an effective personnel management is of particular relevance in enhancing the competitiveness of dairy complexes. The main purpose of human resource management in the industry is molokoproizvodyaschey timely decisions that determine the human resources and the amount required to meet production goals, the selection of competent and motivated staff, the ability to retain them, organizing them effectively, improve worker training, social development.

Today, in the changed political and economic situation, the market puts the company in a radically new conditions: the stiffness of competition, rapidly changing needs of consumers, fairly high economic instability in the country. Transformation processes in a society radically change their approach to solving economic and social problems and, above all, those related to the person. Developed and implemented innovative technologies to determine the number of personnel, effective system of selection, recruitment and placement, employment, taking into account the interests of production and the worker, the mechanisms of remuneration based on its results, the promotion of workers to improve their conditions of life and recreation. This explains the attention that is paid to the concept of governance, which is located in the heart of man, considered as the highest value. According to her, all control systems should be aimed at better utilization of the capabilities of workers in the manufacturing process that is the basis for efficient operation of the enterprise. That is why the modern concept of enterprise management involves the allocation of a large number of functional areas of management activity that related to the management of human resources component of production - plant personnel. A new research area, called "Human Resource Management", "human resources management", is formed on the sociology of management styk6e with other socio - economic and social - psychological sciences. Domestic and foreign management experience shows that the greatest success achieve those organizations that give priority attention to the problem of personnel. All work on solving personnel problems the organization is reflected in the personnel management system. It is the design of sound personnel management system is now the most important reserve for increasing the efficiency and productivity of production in terms of economic instability. Background research determined that management activities acts in modern conditions as one of the most important factors in the functioning and development of the enterprises of Russia. Implemented in our country economic reforms significantly changed the status of the company.

In the article the theoretical approaches that reveal the purpose of the system of motivation of the personnel, revealed deficiencies in the proposed schemes of motivation system. The methods that affect staff. The summary of theoretical material is determined that the staff incentive system – is the interconnection and interdependence of objectively existing factors, methods, principles and incentives emanating from managers to encourage employees to effectively implement the existing goal of a going concern. The basic elements of the system of motivation of the personnel. The most widespread approaches to the formation and implementation of personnel motivation system. To identify the most productive approach to the formation of the system of motivation of the personnel of the sanatorium allocated the basic principles of the system of motivation of the personnel.

The article deals with issues related to labor adaptation of employees in the organization. Usually compa-nies do not attach much importance to this issue, which of course is a mistake. The correct adaptation of the workers may be financially advantageous for the company. In a short time you can dostichb maximum efficiency from the person with a successful adaptation of the organization. This article is important to un-derstand the factors that can increase the motivation of new employees in the company.

In modern conditions of knowledge economy, the significant role of the features represented, there is an improvement of the system of personnel development that personifiziert contribution and personal qualities. Qualitative change of the role of the person associated with the person's awareness as the main driving si-ly to the business process resulting in significant attention to staff development, increasing the intellectual capital of the organization and implementation of labor potential. Thus, staff is a key strategic component in improving its efficiency through the transformation of knowledge in the most important strategic resource.