Personnel Management. Personnel management (specialty). Personnel management: training Personnel management bachelor's degree

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Nadezhda Arkhipova, director of the Institute of Economics, Management and Law of the Russian State University for the Humanities: The personnel management service is becoming one of the key ones in companies.
Today it has become obvious: personnel is the most important strategic resource of companies. The battle is not for resources, but for talents: only the organization that can hire talented employees, and most importantly retain them, has a chance of success.

Nadezhda Ivanovna, is this such a new profession as personnel management? Still, in the understanding of many, an HR (Human Resources) specialist is an ordinary personnel officer. What is the difference between the work of the personnel department and the HR service?

Personnel services in the management system have traditionally played a secondary role. They, first of all, performed the function of personnel records management: formalized the hiring of new employees, filled out work books, issued vacations, etc. This function remains in the HR service, but it is far from the main one.

Specialty "Human Resources Management" (bachelor's degree)

Modern HR is taking a leading position in company management.

Today it has become obvious: personnel is the most important strategic resource of companies. The battle is not for resources, but for talents: only the organization that can hire talented employees, and most importantly retain them, has a chance of success.

In many companies, the HR service today goes from being a support service to one of the key ones, and the HR director takes the position of vice president, acting as a strategic partner, entrepreneur, and marketer. In this case, it is no longer limited to internal problems of working with personnel. He has complete information about the company’s activities, its clients and investors, participates in the development of the organization’s development strategy, on the basis of which he prepares personnel management programs, determines how qualified he is, what kind of training and professional development system is needed, what new specialists need to be attracted to the company.

But in practice, there is another approach: managers do not pay enough attention to the HR service, believing that it is not needed in business because it does not bring profit

Of course, the HR service is difficult to compare with the sales department or marketing department, the effectiveness of which is evident when it is possible to increase sales or, thanks to marketing research, bring new products to the market. The results of the HR department are not so obvious. But it is on him that the success of the company ultimately depends on whether it will be able to find suitable employees and provide them with comfortable working conditions.

After all, what makes a company competitive today? First of all, services and goods that others cannot replicate. And to have such a competitive advantage, the HR function must create and maintain a clear system of finding, recruiting, motivating, training and retaining employees who can cope with the tasks assigned to them. Does every employee of the company work in their own place? Does the position correspond to his personal and professional qualities? Can he realize his potential? HR should take care of all this.

Wouldn't a direct supervisor be better able to handle this task? In many companies, they are the ones who conduct interviews, and employees only encounter the HR department when applying for a job, taking leave, and leaving.

This is possible in small companies. This is impossible to do in large organizations. The manager simply does not have enough time for this, especially since the range and level of tasks he solves is much wider. And the price of a mistake is too high: you found a person, spent time and money on it, perhaps started training him, and he suddenly turned out to be unsuitable for the job or decided to quit. Losses are obvious in the same way as in a situation when leading employees leave the company and it is not possible to find a worthy replacement in their place.

Large companies are aware of the role of personnel management; HR departments can employ up to 5,060 or more employees. All roles are clearly distributed: some specialists are involved in personnel selection, others are involved in motivation, there are those who conduct personnel records, and specialists in compensation and benefits.

What competencies and personal qualities should an HR specialist have today in order to be in demand in the market?

He must professionally master all personnel technologies: planning, selection, selection, hiring, adaptation, motivation, assessment, personnel development. He needs a thorough knowledge of labor legislation, because all personnel work is based on it. He must be able to analyze the labor market. Now more than ever, knowledge of a foreign language is valued (in foreign and large Russian companies, knowledge of one language is no longer sufficient, since a company may have several offices in different countries) and, of course, knowledge of the latest IT technologies.

A person must be well prepared in the field of management and economics and have a broad outlook.

As for personal qualities, a personnel management specialist must, first of all, be able to listen and understand, and give the correct assessment of a person’s behavior in various situations. This should be an open, friendly, sociable person. And, of course, leadership skills are also needed to manage people.

There are quite a lot of employees in human resources departments with psychological education. Are they successful in their profession?

Many are successful. The fact is that the educational standard for the specialty Human Resources Management was introduced only in 2000. Before this, HR actually employed people with psychological, pedagogical, and linguistic education. However, in order to truly become specialists, they needed to take additional courses, trainings, and receive a second higher education in this field.

Another thing is that not every psychologist can automatically become a successful HR manager. But psychologists, as a rule, work well in the position of personnel selection specialist; they are proficient in psychological testing methods and interviewing methods.

At the Russian State University for the Humanities, when training specialists in personnel management, we proceed from the fact that the foundation should be a liberal arts education. During the first two years of study, our students deeply study history, cultural studies, philosophy, and political science, the best professors from the relevant faculties of our university come to lecture us. Thus, we form the worldview of a person who has his own opinion and is able to defend it. And then we gradually introduce them to the specialty: special knowledge is laid on a good foundation.

What is the career growth of an HR employee?

The career steps leading to a management position are quite obvious. After graduating from university, young people can apply for ordinary positions as a specialist in personnel selection or in compensation and benefits, an HR administrator (a coordinator who maintains connections with line managers, learns about new vacancies and communicates the results of personnel management to them), etc.

You can go to work either in human resources management in a company or in a staffing or recruiting agency.

After 3-5 years, having gained experience and proven themselves, some take the position of deputy or even HR director. It is not easy to find a qualified HR manager, so they are always in price. In large companies, the salary of the head of the HR department can reach 10-20 thousand dollars.

Today, students often find work while still studying. Would you recommend that future HR professionals do a combination of both?

Many students work with us, especially after the third year, as a rule, those who have proven themselves well in practice. We, on the one hand, of course, welcome this, because we understand: finding a job is not easy and if you have no experience, even with a diploma there is no guarantee of decent employment. On the other hand, I would like work to not come at the expense of study. In such cases, I say that the most important thing in management is to learn to manage yourself, your time. And many, fortunately, succeed.

Interviewed by Elena Kuznetsova

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Profession "Hotel Manager"

A hotel administrator is one of the top levels in the hierarchy of the hotel business. This profession involves managing all hotel structures: security service, hotel room reservations, meeting and placing guests, organizing a help desk, as well as all service departments of the establishment.

The main task of a hotel manager is to provide comfortable conditions for all hotel visitors at the highest level. A competent manager must not only bring stable high profits to the owner, but also organize comfortable conditions for the staff working under his supervision. At first glance, it seems that everything is quite simple, however, as practice shows, coordinating and systematizing the work of a hotel is a complex and exhausting task.

To manage a hotel, hotel, motel or hostel you must have a higher education. takes place in specialized faculties of most modern universities. The fundamentals taught at universities are reinforced through student internships. However, to become a manager, you must take additional courses.

A competent manager must remember that this profession has many positive and negative sides.

Specialty "Human Resources Management": training and who to work with

The positive qualities of this profession include:

— stable demand in the employment market;
— the prestige of this profession;
- high salary.

— high level of responsibility;
- no room for error;
- irregular schedule;
— excessive moral stress;
— the constant need to communicate with a huge audience of visitors;
- the ability to make the right decisions in the shortest possible time.

A person who decides to connect his life with the profession of a hotel manager must have many positive qualities. There are many criteria that experts say are essential for a position: communication skills, self-confidence, charisma, perseverance, attention to detail, as well as patience and the ability to think big.

It is worth noting that a hotel manager is not the highest position in the hotel and restaurant business. A higher level in the hierarchy can be called a hotel chain manager. The highest position is the founder or owner of the hotel.

About the profession

Features of the profession

The great Henry Ford (founder of the Ford automobile company) said: “Take my people and leave me the factories, and in 10 years the yards of my enterprises will be overgrown with trees, but take my factories and leave me my people, and in 3 years we will have the most advanced production!”

Professionals in the field of Human Resource Management will always be in demand! There is not a single company that does not pay attention to personnel selection.

Is it worth going to study HR management?

Currently, one can trace the trend of steady growth in demand for personnel specialists. This means that after completing training in this specialty, you can count on successful employment and high wages.

What can you become?

After completing your studies, you will be able to apply for any of the following positions:

Clerk
Archivist
Human resources department inspector
Recruiter
Assistant HR Manager
HR Specialist
HR Specialist
HR Documentation Specialist
HR specialist
HR Manager
Recruitment Consultant
HR manager
Training manager
Personnel Training Specialist
HR manager
Training and Personnel Development Manager
Leading HR Manager
Head of HR Department
Head of HR Department
HR Director (Head of Human Resource Management Department)
Head of Human Resources
Deputy Director for Human Resources
Head of Human Resources Department
Head of Administration

Your prospects

The knowledge acquired at the Institute will allow you not only to find a well-paid job that is in demand on the labor market, but also to open your own business. Among the promising areas for your future business are:

HR outsourcing;
HR consulting;
personnel selection;
personnel training and development.

You will not only be able to open your own business, but also, if you wish, work from home (freelancing, remote access, virtual office).

Personnel Management– this is a type of professional activity aimed at solving personnel problems in the organization, maximizing the employee’s potential to achieve the goals set by the organization. The subjects of personnel management are: line managers, i.e. heads of the organization or divisions of the organization, solving various management issues; personnel manager is a specialist in the field of personnel management who deals with personnel issues.

The most important prerequisites that determine the emergence of personnel management as a type of professional activity are : 1) material and production are characterized by significant growth and changes in the material needs of people, their structure, as well as the rate of reproduction and consumption;

2) scientific, technical and technological, i.e. not only ideas and discoveries appeared that changed the functions of a person in the labor process, which in itself required close attention to him, but also knowledge about the person himself, his behavior, the sequence of his introduction into the world of professional types of labor, etc.;

3) organizational ones are associated with the origin and emergence of the infrastructure of production and management, including public administration, which makes it possible to perform various types of labor;

4) socio-economic characterize the establishment of certain norms, requirements and rules at enterprises, conditions of remuneration, the creation of organizations to protect the socio-economic and professional interests of personnel;

5) the legal emergence of the regulatory and legal framework, which are established by the state and the employer.

Stages of development of personnel management as a type of activity:

1.physiocratic - a person is presented as a bearer of strength, focusing on the natural, energetic capabilities he manifests;

2.rationalistic (pragmatic) person is understood as an economic resource, a factor of production, orientation towards rational human actions;

3. technocratic - a person is regarded as an element of the “human-machine complex”, focusing on the adequacy of a person’s professional capabilities to the requirements of the technosphere;

4.humanistic - a person is understood as the most important value of society, organization, orientation towards professionalism, intellectual and cultural level of a person.

PM developed and originated in line with management activities and contains many of the properties of this type of activity. The scope of management activities includes as an object of management: the entire set of resources (material, information, human) necessary for the functioning of the organization, as well as social. the relationships that exist in it and the set of mechanisms, technology and management methods.

Personnel Management

For PM, the object is only human capabilities, the potential of the organization’s personnel, as well as social. attitude and social processes, but only in that part that is related to the abilities of personnel in the interests of the organization.

In PM they use management methods and technologies that are characteristic only of PM, which differ from general management tools and have their own specifics in the content, rules and consequences of their use in the organization (certification or competition must necessarily have a regulatory basis for their use in the organization, and the results of the application have previously known consequences for personnel). Possession of these tools for managing a person’s professional capabilities in an organization requires appropriate professional training and professionally trained specialists and managers.

Thus, the emergence of PM as a professional activity is characterized by a number of features: - a qualitative change in the structure and social demand for this practice, - differentiation of people based on the quality of performance of this activity without prior special training, - the formation and development of social institutions for the professionalization of PM, - the birth of professional norms and traditions , professional culture, which is developed and supported by professional communities by a PM specialist.

Date of publication: 2015-01-24; Read: 1386 | Page copyright infringement

Personnel management is a specific area of management.

Human resource management specialty

It means “a continuous process aimed at a targeted change in people’s motivation in order to achieve maximum output from them, and therefore, high final results (Maslov E.V., 1998).

Human resource managers are an independent type of specialist managers whose main goal is: increasing the productive, creative output and activity of staff; focus on reducing the share and number of production and management employees; development and implementation of personnel selection and placement policies; development of rules for hiring and dismissing personnel; resolving issues related to training and advanced training of personnel (Grachev M.V., 1993). This definition reveals the purpose and a number of the most important functions of personnel management.

A more developed and thorough definition of the concept of personnel management is given by A.Ya. Kibanov: “Personnel management is the purposeful activity of the organization’s management, managers and specialists of departments of the personnel management system, including the development of a concept and strategy for personnel policy, principles and methods of managing the organization’s personnel.” (Kibanov A.Ya., 2003. P.79).

recruitment, selection and acceptance of personnel; business assessment of personnel when hiring;
personnel certification; career guidance and labor adaptation of personnel;
motivation of personnel work activity and its use;
labor organization and compliance with business ethics;
conflict and stress management;
ensuring personnel safety;
management of innovations in personnel work;
training, advanced training and retraining of personnel;
management of business career and professional advancement;
managing the behavior of the organization's personnel;
social development management;
release of personnel.

These functions do not exhaust their entire list; there are a large number of them, and they partly overlap each other.

When entering a university to study the specialty of personnel management, which is popular today in organizational management, a future student must pass a specialized exam in mathematics, which tests the basic level of knowledge, Russian language, computer science, natural science or a foreign language.

Training in the specialty of personnel management of an organization is possible after 11 classes, with an average passing score on the Unified State Exam from 32 to 100, which is determined directly by the university. According to the classifier of areas, the code of the specialty in personnel management is 03.38.03, the old code is 080400.

Form of education - full-time, part-time and part-time. The training system for the specialty is a bachelor's degree, the duration of study is 4 years on a full-time basis, after which the student can continue his studies in a master's program in the field of Project Management.

Training in personnel management

To obtain a higher education in the specialty of human resources management, a student will have to study a number of disciplines according to the work program, undergo an internship and defend a final thesis.

The following disciplines are studied in the human resources management specialty program:

enterprise economy,
labor economics,
accounting and taxes,
HR strategy,
psychology,
conflictology,
ethics of personal and labor relationships, etc.

Internship in the specialty of personnel management is aimed at developing students’ skills in solving practical problems, namely:

create and implement personnel policies, develop management strategies;
analyze the labor market, monitor its development and current trends;
be able to make forecasts regarding staffing needs;
supply the company with personnel, determine the level of qualifications of the hired worker, keep personnel records;
carry out competent movement of human resources in the enterprise;
conduct adaptation of new specialists and their reorientation;
engage in internships, train employees, stimulate and help their career growth;
identify special talents and business qualities of personnel, direct them in profitable and promising directions;
motivate workers, monitor intra-collective relations, apply existing methods to increase satisfaction with work and its remuneration;
prepare events that enhance corporate spirit and culture, prevent conflicts and stress;
be able to work with labor laws and other regulations in the labor sphere.

The knowledge gained at the university will give you a chance to apply for successful work in large organizations. The labor market needs competent managers who will select and stimulate workers, and therefore increase the company’s profits.

Personnel management of an organization specialty and its characteristics

An HR manager is a valuable personnel of any organization, since the quality and professional suitability of the rest of the team depends on him. He recruits staff and fully adapts them to work in the company. The profession is in demand in small and large enterprises. A personnel manager must be oriented not only in the legal and organizational spheres, but also be savvy in the pedagogical and psychological spheres of activity.

Personnel management specialty - Universities

There are 163 educational institutions in the country with a specialty in personnel management; some of them are presented below.

Taganrog Institute of Management and Economics;
Belgorod State National Research University;
Ryazan Higher Airborne Command School;
Samara State Economic University;
Institute of Service Sector and Entrepreneurship (branch) of DSTU in Shakhty, Rostov region;
Tver State Technical University;
Bashkir State University, etc.

Specialty: Human Resources Management - Moscow Universities

State University of Management;
ANO VO "Russian New University";
Moscow Government University;
NOU VO "MEI";
Federal State Budgetary Educational Institution of Higher Education "Moscow State Technical University named after. K.G. Razumovsky (PKU)";
MISiS;
Moscow Pedagogical State University;
FSBEI HE "MSTU "STANKIN";
High School of Economics;
REU im. G.V. Plekhanov;
MGUPS (MIIT);
Moscow State University of Design and Technology;
MGUPI;
MSTU im. N.E. Bauman.

Specialty: Human Resources Management - Universities of St. Petersburg

Northwestern Institute of Management - branch of RANEPA;
St. Petersburg University of the State Fire Service of the Ministry of Emergency Situations of Russia;
National Research University Higher School of Economics - St. Petersburg;
Peter the Great St. Petersburg Polytechnic University;
St. Petersburg State Institute of Culture;
St. Petersburg University of the Ministry of Internal Affairs of Russia.

Specialty: personnel management - work

Specialty human resource management - who to work for? The specialty of HR manager has many areas; being a HR specialist, you can work as a diagnostician, trainer-manager, consultant or administrator, whose responsibilities combine the three HR areas listed above.

A competent personnel officer is a godsend for an enterprise in any field of activity. The profession allows you to develop your career from an economist to a recruitment director. It is possible to work not only in organizations, but also in individual recruitment agencies. The difficult task falls on the shoulders of a specialist - to identify personnel who can not only bring benefits to the company, but also work well with the team. Every day, a HR employee is faced with planning and reporting.

A graduate of a HR manager specialty has a salary in Russia from 20,000 rubles, but the salary largely depends on the powers, specifics of the activity and the requirements. Practice shows that serious experience and professionalism of a personnel officer in a large company can guarantee an income of up to 130,000 rubles.

The most common entrance exams:

Russian language
Mathematics (basic level)
Computer science and information and communication technologies (ICT) - specialized subject, at the choice of the university
History - at the choice of university
Social studies - by choice of university
Foreign language - at the choice of the university

To enter this specialty, most universities are interested in a mandatory exam in mathematics, which acts as a profile exam, as well as one exam of the university’s choice - this can be the Russian language, history, Computer Science and ICT, or social studies. In addition, the educational institution, at its discretion, may request from the student the results of an exam in English or another foreign language.

What is the main 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 success of an organization is based on experienced and qualified employees. A representative of this specialty is responsible for recruiting them and monitoring the quality of their work, selecting new personnel from among the best applicants. It depends on the manager how united the team will be, what psychological climate will be created in it, how comfortable each member will be in this small community. The profession is quite in demand on the labor market, which means that a graduate will never have problems finding employment.

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 personnel manager with wide employment opportunities in domestic and foreign organizations and representative offices of various types of work.

Large universities in the capital and regions

Moscow 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 named after S.Yu. Witte
State University of Management
Voronezh Economic University
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;
part-time.

Subjects studied by students

During 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 direct 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, basics of social insurance, social psychology,
managerial - theory of organization, fundamentals of management, technical information technology by personnel, personnel marketing, personnel consulting, motivation of work activity and others.

Training: acquired knowledge and skills

As part of the training, students receive all the necessary knowledge and skills to carry out professional personnel management of an organization, including in the trade sector and the provision of services, and can also provide effective work motivation for the personnel of a company or any organization.

An HR manager can perform different types of activities, including managerial, organizational, educational, psychological, legal, sociological and more.

Specific skills and abilities of HR specialists include the following:

development, creation and implementation of the company’s strategic personnel management line;
planning for the use of human potential;
developing a company employee management policy;
analysis of the labor market, its possible development options and current state;
development and implementation of events aimed at developing corporate culture in the team;
organizational skills in selecting and hiring relevant company personnel, as well as their training, development and other issues in this area.

Future profession: where and who to work with

A professional HR employee (or HR manager) is a real boon for every company, not only large ones, but even the smallest ones. A human resources manager is a position that includes a wide range of tasks, so the choice of professions here is also large - from an economist to a director of a recruitment company. It is possible to work not only in organizations, but also in independent recruitment agencies.

A beginning manager can receive a salary of 20 thousand rubles per month or more. In most cases, the amount of payment depends directly on the amount of authority and requirements imposed by the organization’s management on such an employee. The specific specifics of the company’s activities also 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 monthly.

Continuing training in the specialty

After completing a bachelor's degree (4 years of study), students can continue to master their specialty in a master's program for 2 years. To do this, as a rule, they offer to undergo an interview in the profile of the desired direction. Masters are engaged in leadership in personnel management services in various fields of activity, including trade, banking, insurance, transport and others

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

Modern approaches to personnel management

Personnel management is a sought-after and necessary specialty. But a few years ago it was not so popular. Students in the “Organization Management” courses were taught to manage enterprise resources. Of course, employees were also included in these assets. Currently, the basics of personnel management are used in almost any organization, regardless of its size. Managers at all levels recognize the importance and necessity of a competent approach to the organization’s human resources.

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

Realizing this, managers began to increasingly pay attention to personnel management. Training new HR employees is cost effective.

Fundamentals of Human Resource Management

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

Human Resources Department.
Personnel service.
HR department
Human Resources Division.

Workers involved in this area are called differently:

Inspector or HR specialist.
Eicher.
Deputy Director or HR Director.

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

Primary selection of candidates, conducting interview stages.
Certification of employees for suitability for their positions, including preparation of regulatory documents and subsequent processing of results.
Motivation of employees, including non-material ones.

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

Training in professional courses for HR managers

Managers with general specialization can obtain a second profession or undergo retraining at specialized courses. They already know the basics of personnel management. The purpose of study is to deepen and expand knowledge.

In many universities, in addition to general management, students study the specifics of working with employees. Most often this is a separate item. At the end of the study, in addition to the exam, a course paper is defended. Human resource management is the main topic of this work.

Unfortunately, this knowledge does not last long. At professional courses you can not only get specific information, but also learn about the latest developments from leading industry experts. All courses are divided into short-term and long-term. Their main difference is the number of training hours, as well as the intensity 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 diploma of retraining or acquisition of a second profession. During the training, students receive both basic knowledge of business psychology and the basics of office work, as well as highly specialized ones.

Specialty in universities: “Organizational personnel management”

Most large universities provide the opportunity to major in Human Resources Management. Training is most often conducted both full-time and part-time.

During their studies, students study the following subjects in depth:

management;
psychology;
economics;
Conducting personnel and general records management.

The curriculum provides after which the coursework should be written. Personnel management, its capabilities and prospects are analyzed in detail. At the end of the training, a thesis is defended, and a specialist with a higher education can begin professional activities.

“Human Resources Management” is a specialty. Universities began teaching a new direction not so long ago. However, it is quite popular among applicants. And the first graduates are already successfully starting their professional activities.

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 and master related professions.

Personnel and recruiting agencies willingly accept both trainees and experienced workers. The graduate’s field of activity is quite wide, and in-depth training helps to apply the acquired knowledge in practice.

However, you should not rely only on an institute diploma. Personnel management is a new specialty, but at the same time, activities related to working with personnel have always been carried out. The young specialist will have to learn in practice the intricacies of the profession and regularly improve his level of knowledge.

Advanced training for HR managers

Specialized educational institutions provide advanced training services for various specialists. Usually these are short-term courses and professional seminars. Training can be full-time, off-the-job, evening, or part-time.

Problem-specific seminars on personnel management issues, as well as on new legislation in the field of personnel work and various developments of colleagues are very popular.

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

Professional career of an HR manager

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

Many people prefer to master personnel management in practice. The specialty has become quite in demand among employers. They prefer to hire workers who have a certain amount of knowledge and skills. In the future, the enterprise may create favorable conditions for career growth for such employees.

Most HR managers start out as HR specialists. This activity is not as simple as it may seem. It requires a thorough knowledge of the Labor Code and the general principles of office work. Human resource management is the next, more important stage of the career ladder. In this position, the employee makes decisions about the motivation, certification and promotion of the organization's employees.

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

Prospects for the development of the profession

Currently, the profession associated with human resource management in industrial activities is undergoing great changes. Managers are increasingly aware of the importance of their employees. Each of them is not just a “cog”, but a separate personality.

Proper motivation of people, their confidence in involvement in the common cause and work enthusiasm justify investments in personnel department employees. After all, they are the ones who ensure the influx 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 such an education, you can count on a successful career.

Form of study: full-time
Price:
Full-time: RUB 300,000/year
Duration:
Full-time: 4 years
Basics of training: budget, contract

Main professional educational programs being implemented, 2019:

Personnel management of the organization and public service

Faculty contacts:
Tel.: +7 499 956-06-33, +7 926 989-33-68, +7 905 765-95-94, +7 916 638-17-58, +7 903 515-55-73, +7 917 520-68-50
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Admission conditions:

Conditions of education:

A deferment from service in the RF Armed Forces is provided in accordance with current legislation.

A Bachelor of Human Resources Management is a qualified specialist capable of successfully solving a complex of operational and strategic tasks of managing company employees. Graduates of the course can analyze the conditions of managing a competitive environment, implement creative and scientific achievements in their decisions, and use best practices in the field of professional activity. Human resource management must provide the organization with quality employees. This is an important and integral part of company management systems. A human resources specialist is involved in the search and adaptation of employees and strategic work with personnel. The main areas of activity are training, development, operational assessment, management in business communications, motivation, organization and remuneration.

Demand for the profession

Graduates of the highest undergraduate course are necessary for the state, especially in light of the constant need of the authorities and large businesses for high-quality, professional, effective management, provided with qualified human resources. HR specialists after training are able to carry out professional activities in the following areas:

labor relations,
personnel planning,
social development of personnel,
motivation and stimulation of employees,
personnel records, etc.

Bachelor's competencies

Possession of ways, methods, means of obtaining, storing, and using information.
Knowledge of the basics of personnel planning, strategic personnel management, marketing, and the ability to apply them in practice.
Ability for business communication: negotiations, public speaking, holding meetings, business correspondence, electronic communications.
The ability to see social and psychological problems when analyzing specific situations, find ways to solve them, and anticipate results.

Job prospects

Upon completion of training, the graduate receives a state diploma of higher education in personnel management. The developed competencies allow him to occupy high positions in the personnel services of organizations of various forms of ownership. Graduates of the higher course in personnel management can work in recruitment agencies and services, relevant departments of government agencies, as well as in organizations providing consulting and personnel audit services.