Theoretical and methodological aspects of human resource policy of organizations

In the period of aggravation in economy of the crisis phenomena, need for formation and diagnosis of human resource policy (HRP) is staticized. Meanwhile, scientists, having reached a certain compromise concerning diversity of interpretations of personnel policy, have switched to discussion of the type which is most corresponding to realities of the present stage of economic development which it is offered to call adequate personnel policy. By results of systematization of the signs creating concepts of the known types of HR policy the conclusion that disagreements of scientists of rather adequate KP are in many respects caused by large number of criteria which majority have "end-to-end nature" is drawn. In article two essentially various methods of the solution of the specified problem are offered: the first, integrated to a destructurization of the analyzed criteria of HR policy, assuming tough fixing of intrinsic signs to the KP specific type; the second, is based on combining of key, most significant signs of HR policy in a certain kompilyatsionny type - model of HR policy. The central place in work is allocated to representation of the original methodical tools integrated to forming of adequate model of HR policy, to development of a special questionnaire (Questionnaires of KP), to complex diagnostics of the implementable personnel policy aimed at identification of type (passive, active or transitional) and the level of compliance to optimum parameters (in four gradation: ideal level; high; acceptable (admissible); inadmissible level). In article the results of approbation of the offered methodical tools of complex diagnostics of HR policy of the organizations (entities) which have confirmed its adequacy to the purpose and proved legitimacy of replication in profile editions are provided.

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