The methods for designing the human resources management system are specific ways to develop projects that meet pre-defined conditions and requirements. They must make it possible to find a solution that meets the strategic goals of the company or organization.

The main methods for designing the human resources management system

The main methods for designing the human resources management system are designed according to a known model, the normative design method, mathematical modeling, design based on the recommendations and rules for effective human resources management, heuristic design, and others. Reference: “Development of human resources management projects“, https://www.policymatters.net/development-of-human-resources-management-projects/

Designing according to a certain model presupposes that the enterprise has a certain model of human resources management, which has proven its economic and social efficiency under conditions similar to those that exist in it. The standard in the use of this method is most often:

• Human resource management systems that are applied in leading companies that have proven their economic and social efficiency;
• Human resource management systems, which are a summary of proven practice in economically developed countries and are recommended in one or another literature source;
• Certification in the field of Human Resources including business value, Reference: BVOP.org, https://bvop.org/humanresources/
• Typical projects of human resources management systems, which summarize the positive experience of leading companies in the country and abroad;
• Proposals for the appropriate solution of individual problems in the field of human resources management, reflect the positive aspects of the experience of local and foreign companies and others.

The main problem in designing according to a known model is the disclosure of those specific conditions for which this model was developed and the presence of which is associated with the positive results of its application.

Designing a known model is more effective the more models can be found in the process of analyzing existing practice and the closer the conditions in the enterprise or organization to the conditions on which the preferred model is based. Reference: “Analysis of human resources management (HRM) system“, https://www.mu7club.com/analysis-of-human-resources-management-hrm-system/

The normative method for designing the human resources management system

The normative method for designing the human resources management system presupposes the existence of labor norms and norms, norms, and norms for number and manageability, for the use of machines and equipment, raw materials and materials, norms for labor intensity, quality of production, for the use of working time, for healthy and safe working conditions, for work and rest regimes, etc. To this must be added the norms and norms contained in the laws and regulations of the government, as well as in the agreements and collective bargaining agreements, which are binding.

These norms and norms are the supporting structure of the human resources management system or its components, outlining to a large extent their boundaries.
The normative method has relatively wide possibilities in the design of positions, performance appraisal systems, pay systems, as well as in the creation of healthy and safe working conditions. Reference: “Design of a human resources management system”, https://www.islandjournal.net/design-of-a-human-resources-management-system/

Mathematical modeling in human resource management systems

Mathematical modeling is used primarily in forecasting the number and structure of employees that will be necessary and sufficient to achieve the strategic goals of the enterprise or organization. They can also be used to determine the amount of salary.

Designing based on recommendations and rules for human resources management presupposes the existence of such recommendations and rules. It requires the development of such human resource management projects that are consistent with what is in the specialized literature on the specific economic, organizational, technical, and social conditions in the enterprise or organization. Reference: “Objectives of Human Resources Management (HRM)“, https://www.powerhp.net/objectives-of-human-resources-management-hrm/

Heuristic methods for designing the human resources management system are based on the knowledge of the specialists entrusted with the development of the respective projects, as well as on their intuition, provoked by their experience, the specific results of the analysis, and the strategic goals. places the enterprise or organization. They are universal but are usually applied when there are no ready-made schemes or standard solutions that could be used as modules in the designed systems.
Human resource management methods must be used interconnected.

The development of the relevant projects for the human resources management system

To proceed with the development of the relevant projects of the human resources management system, a design assignment must be developed. It is a document of the management of the enterprise or organization addressed to those who are assigned to do so and is developed based on the findings of the analysis, taking into account the strategic goals and policies of the enterprise or human resources organization and available information in this area. It usually specifies:

The name of the project (what exactly will be designed), the scope of the project, and its separate parts (the content of the project).

The restrictive conditions must be taken into account in the development of the project and, in particular, the deadline for the development of the project, the specialists who will develop it, and the resources that are allocated for this.

The requirements for the project, the issues it needs to address, the objectives expected to be achieved, and the desired effect of its implementation.

The principles that must be observed or taken into account when developing the project.

The connections of the project with the other systems must be taken into account during its development.

All other issues that are relevant to the contracting authority and reflect its requirements and expectations regarding the project to be developed.

It is useful for the future effective implementation of the project for human resources management to discuss the design task with representatives of the relevant organizations of employees in the enterprise (if any and if it corresponds to traditional practice or agreed in the collective agreement.

The project of the human resources management system could contain three separate parts: proposal, justification, and conditions for implementation. Reference: “Development of the Human Resources Management (HRM) concept“, https://customer-service-us.com/development-of-the-human-resources-management-hrm-concept/

The proposal to make improvements in the human resources management system

The proposal to make improvements to the human resources management system is a full description of what needs to change in practice, accompanied by a full description of what needs to replace. It must be an ideal image of the project, to be adequate for the developed project, to give a complete picture of its nature, its mechanisms, rules, and procedures, its legal framework, and the specific way of its operation.

The justification of the proposed system or the proposed changes in the existing human resources management should provide sufficient and convincing information to the management about the positive aspects and possible weaknesses of the proposed options and, thus, assist it in choosing the appropriate option. most fully the strategic goals of the enterprise or organization. It can be economic, social, organizational, and technical.

The economic justification includes all economic reasons and benefits for and from the implementation of the respective option, as well as its weaknesses in the economic field.

The social justification includes all grounds in the social field that prove the advantages and/or disadvantages of the proposed options of the human resources management system. The essential thing in this justification is to answer the question to what extent and to what extent the proposed options allow:

• To fully meet the social needs of employees;
• To create such a socio-psychological climate that limits the opportunities for internal conflicts;
• To achieve effective participation of employees in decision-making on issues that affect them;
• To ensure the professional and qualification development of employees and their career growth;
• To create such a labor process and such conditions for its course, which generates satisfaction and a natural need for the full realization of the capabilities of employees;
• To achieve effective participation of employees in the management of the enterprise or organization.
• The organizational and technical justification includes all organizational and technical grounds for the implementation of the respective option, as well as its weaknesses in the organizational and technical field.