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69

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71

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72
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78
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2007. 1. . 78.
32. , .

http://www.cfin.ru/management/people/horosh.shtml. - 2005. - 4. . 19.

33. Charles J. Reichert. The Company can change the system of the payment.
University of Wiscousin. 2008. 274 .

79

34. http://www.uprav.ru .
35. http://www.rhr.ru .
36. http://msk.rb-edu.ru - .
37.

- . .: -, 2010.
38. , 2009.

]:

80
1
Good HR-managers to not do without then when money is not present 1
In many companies there was a dangerous situation: old stimulus any more do
not work, new still are not present.
Crisis is not too bad. And can, even it is good. All of us hear such motives in
interview to top-managers is more often, at least, with those who has stood, has gone
through the first half-year. Heads of the companies on a post should be optimists, but
also the rational bases for such theses, apparently, are. We shall take for an example
management of the personnel: complaints to low loyalty of employees, to
complexities with their deduction have practically evaporated. And for the first time
for long time of the company could start talking seriously about labour productivity,
and not simply start talking, and undertake it(her) really.
However, such gift of destiny the majority of heads with pleasure would refuse,
be at them an opportunity to return carefree times of oil boom and the forced growth.
In fact in many companies on a background of struggle for productivity there was a
dangerous situation: on generous encouragements of money already there are no, and
new stimulus, short of the increased threat of dismissals and other sanctions, have not
appeared yet. In 2008 preservation of a workplace, probably, also was the best bonus
for successful work, but this year so, most likely, will not be.
Gingerbreads have ended
Certainly, while unemployment grows, and problems on a labour market
collect, seriously to worry about deduction of the personnel there is nothing. Bonuses
have cut, but the stable salary already seems advantage. And administrative measures
while are quite effective: have tightened discipline, have
1
1

Charles J. Reichert. The Company can change the system of the payment. University of Wiscousin. 2008.

81
raised(increased) feedback from each employee. All while develops well.
Someone will leave, will not cope with new loading - anything terrible, good experts
today are inexpensive, and to buy them is where.
And still it is logic of a whip, instead of gingerbread. The whip guarantees, that
the worker in I build and carries out requirements, but it(he) does not guarantee good
work. Frequently all on the contrary: the stress and a pressure(voltage) affect quality
and efficiency of work. And the irritation of workers, disgust for corporate
procedures which have arisen the last, "fat" years, have not disappeared anywhere.
Crisis of them has muffled, but constant pressure upon workers will deduce(remove)
discontent on a surface even if problems in economy will stay.
And the most important - the whip will not force the employee to think that
will be in half-year, the year, two years, etc. Yes, today it(he) will execute or even
will exceed the plan because tomorrow it(him) can dismiss. But threats of penalties or
dismissals are not less destructive at all for the future of the company, than generous
bonuses for achievement of those or other financial parameters. In both cases these
parameters start "to pump up" to the detriment of all rest.
However, that else to expect, when heads almost do not forbid to employees to
use the term " strategic planning ", and plans build at the best on three - six months
forward. And it in itself harmful: how to induce the worker to think of prospects of
the company, to work on these prospects when plans for the future are not present?
That is even such traditional non-material stimulus as identification of with the
company and feeling of participation to successful business, today have lost in force.
Returning of personnel officers
Now, when managers cannot rely neither on bonuses, nor on increase of salaries, on
promises of the future growth, it is necessary to concentrate all efforts on working in
the company it was even pleasant. And in an ideal also it is interesting; in this sense
crisis goes all the same in plus: non-standard

82
problems(tasks), there is more than freedom of actions, etc. Are Here again
necessary not only charisma and a personal example of a management(manual), but
also careful work of HR-service.
During the pre-crisis period of the company spoke about much, how they require
good experts on the staff to build correct circuits of motivation and
packages, to create strong corporate culture, etc. Today money
for beautiful undertakings have ended, these budgets mercilessly cut, as well as
personnel officers (many - deservedly). But on a twist of fate, without good HRmanagers to not do without in any way then when money is not present. Their
problems(tasks) now - and to remove a pressure(voltage) in collective, and to prompt
a management(manual) the necessary steps (and to keep from unnecessary), and, as a
matter of fact, to invent and build new stimulus and tools of rallying of collective.
With creative ideas while, the truth, not so. One do not find anything better
how to send subordinates on fishing. Others

employees on

landing(planting) of a lilac and a mountain ash. it is necessary to buy, it is

direct as in a joke: " And a cord with itself to bring or on a place will give out? " But
is farther to chapters(heads) of the companies and heads of personnel services should
show more and more ingenuities. It is time to experiment.

83
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