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2.2. Conditions of formation of the human factor

First of all, we will define, that such "condition". The dictionary of Russian of S.I.Ozhegova treats it as follows. A condition ~ it «circumstance on which something depends» (87. With. 729).
«The condition, - underlines I.T.Frolov, - the philosophical category expressing the relation of a subject to the phenomena surrounding it without which it cannot exist. The subject acts as something caused, and a condition - as rather external to a subject variety of the objective world. Unlike the reason directly generating this or that phenomenon or process, a condition makes that environment, conditions in which the last arise, exist and develop» (108. With. 625). The subject acting as something caused, in research is the human factor. By result of influence of the human factor it is considered effective activity of the enterprises of sphere of services. Hence, conditions of formation of the human factor — set of the circumstances supplying occurrence, existence and development, the human factor which account influences efficiency of activity of the enterprises of sphere of services. The direct way to effective activity of the enterprises of sphere of services consists in as more as possible precisely to define conditions of formation of the human factor which would create for the cumulative worker the best conditions for qualitative and creative fulfilment of concrete functions. In the course of labour activity people interact with one another, forming social relations. The most important are relations of the person to the person and the person to work. If interaction of the man of means of production forms at it professional abilities and skills, relations to work and to each other - certain social qualities. The relation to work in the course of service rendering - the difficult social phenomenon, it represents unity of three elements - motives and orientation of labour behaviour, real or actual behaviour, an estimation workers of a labour situation - verbal (verbal) behaviour. The first (motivational) element is connected with labour motives and installations which the worker in labour activity is guided by. The second element represents labour activity of workers and is shown in such forms of behaviour as quality of rendered services, discipline, initiative, sharing in technical creativity etc. the Third estimated element represents subjective experience of workers. It is connected with their inwardness caused by a work on hand. Without an estimation of the subject of work any activity appears partial, not finished. Problem of studying of the relation to work is revealing of the mechanism of its formation and management of it. At the present stage first of all complete moving of all theoretical and practical problems of "the human factor» in area of qualitative aspects of development of the cumulative worker, and also efficient control human resources is highlighted. Activization of the human factor should be considered from the point of view not only socially-psychological aspects of labour activity of the cumulative worker, but also its personal characteristics. First, the interrelation between the organizational and economic parties of professional labour activity which become more and more dependent on the human (subjective) factor, from the socially-psychological climate which has developed in collective which can not only stimulate has become complicated, but also constrain development of labour potential, both the separate worker, and the enterprise of sphere of services as a whole.
Secondly, acceleration of process of technological reequipment dynamically change labour activity, influence realisation of labour potentialities of the cumulative worker. Thirdly, the control system of the enterprises of sphere of service frequently "is late" in the decision of the human questions connected with variability of social interests of people, that is not the technological level of the enterprises of sphere of services defines their economic efficiency, and the human factor embodying organizational culture of the enterprise. Management of human resources of the enterprise - the activity directed on development of abilities of workers for the purpose of their constant growth and development. E.A.Plaksenov - one of the famous Petersburg advisers for management, communicating with the customer who describes every possible difficulties — problems with the finance, complexities with sales and other - as a rule, strategy of management by staff - absolutely unpromising employment (82 starts to find out professional and human properties of corresponding chiefs and their subordinates, thereby destroying submissions of the majority of chiefs that. With. 95). Researches have confirmed, that professionalism of the worker and culture of service depend on plant management of sphere of services. Interrogation of 57 businessmen of sphere of consumer services (the Appendix 3) has revealed insufficient understanding proprietors and a management of the enterprises of significance of development of human resources for efficiency of business. As the enterprises of sphere of services are small enterprises the first persons of the enterprises attend to personnel questions exclusively. The understanding of personnel questions, as a rule, is at level «the worker has left — it is necessary to search for other». At interviewing of chiefs (71 %) the opinion was typical, that work with staff is a number of the concrete actions directed on constant management by workers that means consideration of the person as one of elements of formal structure, and also shows weak acquaintance of chiefs to modern concepts of management of human resources. It is characteristic, that thus only 5 % of chiefs of the enterprises regularly get acquainted with materials of journals "Shots", "Staff" or other specialised editions on work with staff. The majority of the interrogated chiefs poorly represent optimum distribution of responsibility for work with staff, and it concerns all aspects of the given work - from selection of candidates for work before adaptation, improvements of professional skill, estimations of professional work and career planning. Almost 90 % of the first persons of small enterprises of sphere of services do not have accurately formulated requests and questionnaires at selection of staff, there is no program on improvement of professional skill of workers and there are no developed criteria on which activity of workers is evaluated. The majority of small enterprises of sphere of services, historically having inherited the Soviet management style, take away to personnel divisions only registration-statistical role and lose profit because of nedoponimanija importance of civilised management of human resources. Successful chiefs of small enterprises of sphere of services consider imperative work in the field of management of staff for maintenance of high efficiency and competitiveness of their firms, full enough represent the modern contents of work with staff. Results of researches (see Paragraph 3.1) have shown, that at the enterprises where work on management of human resources is conducted such problems, as socially-psychological diagnostics, the analysis and regulation of relations in groups and between persons, the relation of the chief and subordinates, management of industrial conflicts and stresses, planning and the control of business career of perspective employees, management of labour motivation, the organisation of training and improvement of professional skill of workers are professionally, successfully solved. The motivation — creation at workers of stimulus to work with complete return, that is, a method to force people to do what wished by the chief, is one of the parties of successful management of staff of the enterprise. Fear before the heads or fear lose work can to serve for people as incentive motive, but they are less effective, than strengthening at employees of feeling of independence and pride of well made work, and also abilities to creativity. The skilful chief is considered with individual requirements of workers and is able to convince them that these requirements can be satisfied within the limits of the given enterprise. With motivation closely related such concept, as moral spirit - the general indicator of the relation to work or the enterprise. How the person feels itself on a job, influences its moral condition. Today managing directors realise, that subjective conditions: Justice, definiteness, recognition of merits, feedback and involvement into collective process - essentially influence efficiency of activity of small enterprises. Today becomes more and more the firms considering workers as the most valuable capital; this circumstance strengthening of attention of the enterprises to selection and hiring of people, the control over their training, an estimation of their professional work and an establishment of the corresponding sizes of payment of their work speaks. It is investigatory, the first condition of formation of the human factor - management of human resources of the enterprise of sphere of service appears. For definition of a following condition of formation of the human factor we will consider interrelation of the human factor and the human capital. The capital as the economic category represents relations between subjects of the property concerning rational use of set of material and non-material factors of production, a labour, a mental potential of employees, a banking capital with the purposes of reproduction of as economic system, creation concrete poleznostej (the goods, services, an intellectual product), the necessary income on the basis of the isolated economic interest (23. With. 79). The human capital are the capital resources of company enclosed in people, human possibilities to participate in production to create, create values (99. With. 168). The human capital is a capital in the form of mental abilities and the practical skills got in the course of education and practical activities of the worker.
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A source: Demchuk Olga Nikolaevna. The impact of the human factor on the performance of enterprises in the service sector. Dis. Cand. econ of science. 2004

More on topic 2.2. Conditions of formation of the human factor:

  1. the Chapter II ECONOMIC CONTENTS of the HUMAN FACTOR And the CONDITION of ITS FORMATION In SPHERE of SERVICES
  2. 3. The human factor in production.
  3. the Human factor and nontechnical skills
  4. 3.1. An estimation of influence of the human factor on efficiency of activity of the enterprises of sphere of services
  5. 2.1. Essence of the human factor and the form of its existence as cumulative worker of the enterprise of sphere of services
  6. § 1. Conceptual bases of activity of the state bodies on assistance to human rights and their protection in the conditions of global standardization of human rights
  7. § 3. A role of the state specialised bodies on assistance to human rights and their protection in education and formation in the field of human rights
  8. the Human factor in service sphere
  9. 3.5 Definition of optimum strategy of investment of money resources with a view of reduction of risk of accidents because of the human factor, with use of Markov decision-making processes
  10. the chapter III HUMAN FACTOR AS the BASIS of EFFECTIVE ACTIVITY of the ENTERPRISES of SPHERE of SERVICES
  11. § 1.3. The religious factor in formation of the American federation