Economic methods of personnel management in the innovation process

Economic methods of personnel managementensure the material interest of the team in the effective use of the entire potential of the enterprise, the activities for the production of products that have the necessary consumer characteristics. The interest in the best performance of the production program is based on the guarantee of appropriate remuneration.

Economic methods of personnel managementare necessary because excessive increase of wages with a relatively low increase in labor productivity and imbalance in consumer demand strengthens inflation. Accordingly, it is necessary to competently approach the balance of the number of employees.

Management of the number is aimed at drawing upproduction plans of the medium-term period for output of production volumes and assumes minimization of labor costs when meeting market demand.

The scientific hypothesis of this assertion is that,that the deficit of natural resources does not allow to follow the extensive path of economic development, and for the success of intensive - it is necessary to effectively use the potential of innovation developers.

The essence of economic management methods andconsidered technologies, is based on the conscious application in practice of objective economic laws and their direct impact on the material interests of the collective.

Financial and economic management, as a rule,assumes 3 options for using the innovative potential of labor resources. The first involves equating the laboriousness of all developments for each period to the working time of developers (the need for developers varies depending on demand). The second provides that the labor intensity of all developments is equal to the working time of all developers. The third - the laboriousness of the period with the minimum demand is equal to the working time of the developers in this period. To establish the effectiveness of each of the options, it is necessary to evaluate the economic methods of personnel management in a practical example.

When approbated on the model on the actual materialthe following data can be taken as initial data: labor intensity of development, labor payment per hour, overtime pay, storage costs and search for possible development applications, costs of dismissal and hiring, length of the developer's working day, uneven level of demand for development.

On the absolute majority of enterprises most oftenthe second method is distributed, which is due to its social benefits and simplicity of accounting. The third option is economically most profitable, however, its use implies the use of a minimal number of developers, with the greatest return from each, and accordingly it is necessary to develop economic methods of personnel management precisely in the conditions of innovative development of the enterprise. To give a new impetus to stimulating labor productivity, it is necessary to formulate, use and distribute premium resources based on the purposes of product development, thus eliminating the practice of bonuses in the order of additional payments to earnings.

There is a direct relationship between the parametersproductivity of labor from the improvement of its conditions. By improving economic methods of personnel management, we are developing one of the most important elements for stimulating highly productive work.

Summarizing the above, it is possibleto conclude that to create an effective innovation system it is necessary to talk about the dialectical relationship of all elements of work with personnel, but in the current conditions of economic development, this work must be translated exclusively into principles of economic efficiency.