The success of the company depends on employees. An increasing number of managers are aware of this and are making efforts for HR. Managing personnel, they face difficulties. Difficulties arise on the part of employees and management. Let's discuss common problems of personnel management.

HR management is a crucial business process. But at the same time, it is problematic. The organization of HR is not easier than the management of material resources. The success of the brand, its reputation, ability to compete, and market position depend on employees.

There is a shortage of personnel at enterprises. Employers are recruiting employees. They strive to motivate them to productive activity.

What causes problems with personnel
Competent employees determine the success of the organization. Managers direct forces and funds to manage the team. However, difficulties arise. Among the personnel problems of personnel management are:

inconsistency in the qualifications of hired employees;
lack of managers, rank-and-file personnel;
indiscipline;
weak level of motivation and involvement of employees;
non-performance;
unhealthy climate in the team, squabbles and conflict situations.
Scientists write with confidence that the problems of personnel management are caused by the following reasons:

personnel management is ineffective;
improper organization of HR on the part of the company's management.

HR problems due to lack of employees
Lack of personnel is a factor in reducing the quality of services or products supplied by the company. Staff turnover hinders the development of enterprises. Employees without qualifications do not turn into the driving force of the company.

Graduates of educational institutions cannot cover the needs of companies for objective reasons:

The skills acquired in the course of education do not correspond to the requirements in the workplace.
Graduates do not go to work in their specialty. They regret their choice of profession or are disappointed during the first years of work.
Headhunters hunt for people with elite education, managers. But there is also a shortage of ordinary professionals in the labor market. Even the selection of employees for vacancies that do not require qualifications will take a long time for the HR manager.

A separate difficulty is the lag in the level of wages from the requirements for applicants for the position.

Example: an entrepreneur decided to open a real estate agency. It is limited by the budget (deficit of funds). In addition to recruitment, it invests in advertising. And also - renting an office, buying furniture and office equipment. We are not talking about the creation of an HR department. He decides to search for and hire subordinates on his own. The manager offers applicants a salary at the bottom of the market. As a result, the agency recruits inexperienced employees. They do not contribute to the promotion of the company. But they work for little money, they do not quit.

This example shows the complexities of firms, newly established start-ups. But it happens that the company has been on the market for a long time, and does not change its personnel policy. That is, the level of wages is not growing, the HR service for the selection of personnel has not been created. Then you can motivate people with praise and non-financial incentives as much as you want. However, this will be counterproductive. If the manager does not understand what causes the difficulties, employees with experience will leave him for enterprises with higher salaries. And their places, with a high probability, will be taken by inexperienced people.

The role of managers in the problems of personnel management at the enterprise
Mistakes of managers:

They result in the lack of discipline of the team.
They cause demotivation of personnel.
Reduce the responsibility of employees.
An analysis of the problems of personnel management shows that the following shortcomings are often found in management:

A specialist was appointed as the head. He has no personnel management skills.
Managers identify and promote talented employees who have achieved success in practical work. However, the position of a manager implies leadership abilities and communication skills.

If the new boss is not versed in psychology, he will not be able to correctly distribute tasks. It is difficult for him to build friendly relations in the team. For a future leader, not only the skills shown in a line position are important, but also the potential from the point of view of HR.

The boss projects his knowledge and skills onto his subordinates.
He understands that it will take him 2 hours to complete the task. Sets a time frame of 2 hours for an employee who has recently worked for the company.

The natural result is that the newcomer does not cope. The boss accuses him of laziness. The manager does not understand: the time for completing a task for employees of different qualifications differs.

The manager establishes a distance from subordinates. He focuses on it.
In communication with employees, you need limits. But keep a balance. The ideal leader has clear boundaries, has a sense of humor, and is benevolent. He refrains from formal communication and familiarity.

The boss expects subordinates to cope with the tasks themselves.
Do not put a lot of obligations on the shoulders of the staff. The goal of management is to distribute tasks so that the staff fulfills them. And then control the progress of work.

Staff and managers have an uncomfortable salary gap.
Is the boss's earnings higher than those of line employees? Fair, logical.But the difference of ten times will cause negativity among subordinates. Does not motivate you to work.

How to Solve Current Problems of Personnel Management
The solution to most of the difficulties is to create a strong HR department. The functions of the personnel department include:

Publication of vacancies, initial screening of candidates.
Conducting interviews. Assessment of the qualifications of applicants.
Assistance in the adaptation of employees.
Organization of training. Staff development.
Periodic certification of employees. Identification of candidates for promotion.
"Bounty Hunting". Search, poaching of personnel.
Maintenance of personnel documentation. Reporting to the employment center, etc.
At first, they are limited to one HR manager. As the company grows, the staff expands. They create a full-fledged HR department. This will provide the company with a full influx of personnel and an objective assessment of the situation.

Work is underway with the heads of departments. They must:

To help newcomers to join the team.
To create a favorable environment at the workplace.
Control the motivation of subordinates.
That is, regardless of the branch of the organization, they should learn how to work with people. This does not mean that every manager should become a real psychologist. But it is worth learning the basic basics. This will help to avoid conflicts, create a favorable atmosphere in the team, and reduce the percentage of dismissals.

Therefore, as soon as an employee is appointed as a manager, he should develop managerial skills. There are training courses and trainings for this. Passing them will be useful if the appointed manager does not have such knowledge. And also when he did not have a team under his command before.