Personnel management, which can greatly enhance a company’s efficiency, is among the most important dimensions of its life and its business development. This concept is considered in a fairly wide range: from philosophical and psychological to economic and statistical one [1]. Therefore, organizing the effective work of personnel is the primary task of the management of any company.
So far, a significant knowledge base has already been accumulated, including the experience of the companies that have made significant progress in mobilizing employees, as well as a set of methods, rules and principles that managers who have set themselves the goal of getting the most out of all the resources at a company’s disposal can utilize most effectively.
The use of personnel policies in the corporate practice has become global. Therefore, a careful study of such experience in economically developed countries is required. However, any use of experience brings the desired results only when national traditions and socio-psychological characteristics are taken into account and any template or simple copying is excluded.
Personnel policy is traditionally associated with different functional areas of personnel management: recruitment and placement policies, remuneration and reward, personnel training, communication policy, etc. This reflects the priorities of personnel management, ideology, "rules of the game", and methodological approaches to solving personnel management problems.
The "personnel policy" concept has emerged within the framework of the technocratic management paradigm and reflects the administration stage in the personnel management practice.
The personnel policy of a company is a more universal, general, objectively existing concept, regardless of how it is recognized, and it is purposefully formed and implemented by the management. The absence or weak development of a personnel management strategy means an ineffective personnel policy, which, in fact, represent a reaction to the problems of personnel management arising in an organization’s functioning process, spontaneously formed "rules of the game", the organizational behaviour.principles and norms. In this regard, the problems associated with a company’s personnel policy are currently very relevant.