A mechanism for developing and implementing effective personnel decisions

Decision making is the foundation of any sphere of activity. Its effectiveness depends on the quality of management decisions. In modern management conditions, new opportunities appear in the sphere of decision making. They presuppose the carrying out of a wide variety of calculations, justification of criteria for evaluating various alternatives and their priorities, and determining actions in conditions of risk and uncertainty. Moreover, non-standard decisions, the consequences of which are difficult to predict and to quantitatively measure, are particularly difficult in management practice. Classical management techniques view personnel decisions as a process of three main stages: preparing a decision, making a decision, implementing a decision. In academic literature, there exists a large number of detailed schemes for making personnel decisions. They have much in common, although the number and content of separate stages may differ considerably. In practice, separate steps are united or are altogether absent. In the authors' opinion, personnel management decision making can be schematically described in the following seven interconnected stages: 1. Diagnosis of the personnel problem. 2. Deciding on the criteria for evaluating the decision. 3. Determining the priorities (significance of criteria). 4. Identifying possible alternatives in problem solving. 5. Evaluating alternatives. 6. Final decision. 7. Implementation of the decision and evaluation of its results. A successful management decision must fulfill the following requirements: complete justification, reality, timeliness, economy. The effectiveness of a personnel decision is a resource result, gained based on the results of preparation and implementation of a personnel decision in the organization. It follows that one must distinguish between organizational, economic, psychological, legal, ethical, technological and social effectiveness of management decisions. Only due to links and interconnections of all types of effectiveness one can speak about strategically considered personnel management decision.

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