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For the improvement of personnel policy and human resources strategic management

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dc.contributor.author Paichadze, Nugzar
dc.date.accessioned 2019-11-06T11:51:17Z
dc.date.available 2019-11-06T11:51:17Z
dc.date.issued 2019
dc.identifier.citation Economics and Business, №1, 2019, pp. 127-138 en_US
dc.identifier.issn 1987-5789
dc.identifier.uri http://dspace.tsu.ge/xmlui/handle/123456789/338
dc.description 1 .Веснин Р. Управление персоналом Теория и практикы. М., 2008. 2. Турчинов А. и др. Управление персоналом. М., 2009. 3. პაიჭაძე ნ., ადამიანური რესურსების მართვა, თბ., 2019. 4. პაიჭაძე ნ. პროფესიული კომპეტენტურობა როგორც საჯარო მოსამსახურეთა მუშაობის ეფექტიანობის გადამწყვეტი ფაქტორი, ჟურნ. „ეკონომიკა და ბიზნესი“, 2015, №2. 5. პაიჭაძე ნ. პერსონალის მართვა, თბ., 2003. 6. პაიჭაძე ნ. ზოგიერთი მოსაზრება საქართველოს კანონზე „უმაღლესი განათლების შესახებ“, ჟურნ. „ეკონომიკა და ბიზნესი“, 2015, №4. 7. პაიჭაძე ნ. უმუშევრობის პრობლემა საქართველოში და მისი დაძლევის გზები, ჟურნ. „ეკონომიკა და ბიზნესი“, 2016, №1. 8.ტუღუში მ. დასაქმების ეფექტიანი სახელმწიფო რეგულირებისათვის, ჟურნ. „ეკონომიკა და ბიზნესი“, 2013, №2. 9. პაპავა ვ. ოთხი წელი „ვარდისფერ პარლამენტში“ თბ., 2009. en_US
dc.description.abstract Personnel policy is the main component of social management. The multilaterality of personnel policy is determined by multilaterality of social practice. By the scale of community the state is the subject of social management and, therefore, the personnel policy. Obviously, in this case, we are dealing with state personnel policies. It, in turn, covers the regional state policy on the basis of which the municipal personnel policy is formed. Personnel policy is also developed in organizations. The article also discusses the issues related to human resources strategic management such as the formation of human resources management strategies, the core approach principles for the concept of human resources management strategy, human resource management system and realization, etc. The transition to market economy in Georgia was accompanied by many positive changes in management at all levels, mainly caused by the transition from the regulation of social-labor relations through state-administrative methods to program-normative regulation. Despite this, unfortunately, there are many shortcomings in the field of personnel policy at its all level. Among them are: less attention is paid to the development of personnel policy at all levels of management; the goals of personnel policy declared by the most of organizations frequently don’t meet its development strategy. Strategic management technology of human resources is not properly developed yet. At all levels of management, less attention is paid to the enhancement of competence of the managers and specialists participating in the development of personnel policy; The democratic and other types of changes in society are not always accompanied by the transformation of personnel policies; in Georgia there is not an effective personnel policy in the field of employment yet; the functional structure existing in some of the functioning ministries in the country can not provide the formation of a rational personnel policy. Finally, on the basis of the analysis of the mentioned shortcomings, the implementation of the proposals put forward by the author will facilitate their reduction. en_US
dc.language.iso ge en_US
dc.publisher Ivane Javakhishvili Tbilisi State University Press en_US
dc.subject PersonnelP Policy; Levels of Personnel Policy; Strategic Management of Human Resource; Concept of Human Resources Strategic Management;, Development and Realization en_US
dc.title For the improvement of personnel policy and human resources strategic management en_US
dc.type Article en_US


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