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Chapter 1. Introduction

The experience of many companies has shown that investment in new equipment does not lead to increased productivity, if not considered "human factor", if not yet made large capital investments in staff training, creation of reserve personnel, and introduction of new principles of work.

Because of the definition of the management is very widespread, we are going to talk about human resources management and the world experience of this branch.

But first, you should define some general information from this theme.

“Management” (from Old French ménagement “the art of conducting, directing”, from Latin manu agere “to lead by the hand”) characterises the process of leading and directing all or part of an organization, often a business, through the deployment and manipulation of resources (human, financial, material, intellectual or intangible).

This management definition is interesting because it traces the root meaning back to the Latin phrase meaning “to lead by the hand”. Leading by the hand implies giving direction that is stronger than just a passing suggestion yet still fairly gentle in approach. Leading by the hand also implies that the person doing the leading is first going where the follower is being lead. The leader is not asking the follower to do something he is not willing to do himself.

Management focuses on the entire organization from both a short and a long-term perspective. Management is the managerial process of forming a strategic vision, setting objectives, crafting a strategy and then implementing and executing the strategy. [3]

The key emphasis is on issues related to environmental scanning and industry analysis, appraisal of current and future competitors, assessment of core competencies, strategic control and the effective allocation of organizational resources.

So, knowing general principals of the management and gathering of the world experience in these spheres are the stone corners of modern development of the production and marketing systems.

Chapter 2. General information about Management

Management means getting things done with the active co-operation of others. Managers have to take series of decisions to manage the activities properly. Besides, management is a goal-directed activity and is concerned with the co-ordination of work of different groups. It is also an economic activity and involves creative thinking.

The term ‘management’ may be interpreted as a discipline, as a body of individuals, as a process, and also as a profession. Management is a science as well as an art.

There are three levels of management, viz., top management, middle-level managers, and lower-level or supervisory level managers. The levels of management form the management hierarchy. [5]

Planning, organizing, staffing, directing and controlling are the five functions of management. Above all, coordination is a vital function of management which consists of harmonizing group effort.

The basic principles of scientific management suggested by Taylor were:

(1) Development of true science of management;

(2) Scientific selection, training development of workers;

(3) Close co-operation between management and labor.

Henry Fayol suggested 14 general principles of management including the principles of Division of Labor, Authority and responsibility, Discipline, Unity of

command, Unity of direction, Subordination of individual to general interest, Remuneration, Centralization, Scalar Chain, Order, Equity, Stability of tenure, Initiative, and Esprit de corps.

Chapter 3. Foreign Experience of Management

In general, the search for the most reliable management models has been lasting all over the world. The human factor is recognized by the primary productive force of society and is based on concepts of foreign management. Under the present conditions of knowledge, skills, labor skills, initiative, get-firm personnel are important strategic resources than financial or industrial capital [1]. In the practice of personnel management in recent years clearly seen interlocking of its various models: American, Japanese and Western. This process shows the internationalization of modern management.

Features of American management. Its use is determined not only economical trends, but also the national mentality, administrative traditions, etc.:

- American management methods were founded on the separation of the production process to discrete tasks, the possibility of which depend the skill and degree of education of employees;

- For most businesses is the central issue of bridging the gap between the development of innovative structures and ways of human-resume themselves;

Special role in the job potential of employees began to play a human service corporations that have turned to specialized units equipped with modern facilities, equipped with competent staff who have specific tools for solving social problems of production;

- Drastic changes in personnel management in American corporations due to the new role of human resources in production. The principle of performance rights "expressly adopted by most companies to thrive. Particular attention they give to the success of each employee, providing him an opportunity to proudly declare" I did it myself ";

- Human Resources in American companies give importance to the improvement of the organization and promotion work;

- American Management long propagated material success, determination, risk appetite, individualism;

In modern American management attention is been paying to culture and development organization;

- The current American management indicated a qualitative shift from strategic planning to strategic management [2].

Features of Personnel Management in Western Europe. The practice of modern management in Western Europe formed mainly under the influence of American management. However, modern Western European management has certain characteristics due to the realities of the current economic situation in these countries. These include:

- Transition from dictatorship to dictatorship seller the consumer;

- Removing barriers to interstate movement of goods and money;

- Market penetration of European goods companies from U.S. and Japan;

- The current practice of the European management is important to improve the management structure in general, coordination of all functions of its operations.

- Typical for the European management is focusing on the HR firm. Present value of an enterprise is increasingly defined by Rule 5M ": Men" (people), "Money" (money), "Machines" (equipment), "Materials" (raw), "Market" (Market), which proves the uniqueness human factors compared with other factors of production.

- An essential feature of Western management is the collective work of the team headed by the leader (manager). If the American leader of the management tasks generates ideas and the process of implementation, the ability to stimulate creative activity of employees in Europe.

Thus, management is developing in the Western Wake of general trends of the management as a global phenomenon: multi-division stages of management structures and increasing the role of human factors in management and production, realization relations in a collective leadership, the use of "soft" ways to influence people [3].

Peculiarities of Japanese management. Analysis of the Japanese personnel management is particular interest for the following reasons. Firstly, this is one area of management, where the most striking differences are found the Japanese style of very learned and very common in developed capitalist countries of Western (American) style. Second, data from the Japanese companies (such as labor productivity growth), showed that there used methods of personnel management is effective. That efficiency attracts increasing attention from foreign scholars who study Japanese methods of management; consider using them in their own countries. Peculiarities of Japanese management are the following:

- With careful and thorough study of Japanese management was that the Japanese management system is a synthesis of Japanese ethnic and cultural traditions and imported ideas. Part of the rationalization of Japanese management techniques adapted to the Japanese system of ideas from old textbooks on management;

- Japanese society in general homogeneous and saturated with the spirit of collectivism. The Japanese always think on behalf of groups. Person identifies itself first as a member of the group, and their identities - as part of the whole personality;

- Another important feature of Japanese management is the concept lifelong learning;

 Key aspect of Japanese management is personnel management. In Japan, speak Japanese; there is only one wealth - people. It is effective management of human resources, which, according to Japanese experts, remain the only inexhaustible resource, provide a high quality, competitiveness of Japanese products and technologies in the international market;

- Moreover, the main feature and the feature of Japanese management is the construction management firms depending on the abilities of people, not machines or production functions. This feature of Japanese management is the main [4, 5].

Chapter 4. Conclusions

1. the most important element of productive forces and the main source of economic development is people and their skills, educations, training, motivation activities.

2. There are basic concepts of human resource management:

- Social innovations are no less important than technology;

- Capital invested not only in technology but also in the frame;

- Coordination of activities provided by staff through mutual understanding and communication;

- Need common solutions team. Relationship plays an important role human resources strategy with the strategy of the organization.

3. Experience in industrialized countries suggests that the introduction of flexible automated production as needed for the knowledge engineers and for managers. Such training can only get in the learning process in higher and secondary specialized schools and training centers.

4. Recruitment and adaptation of new employees is important in the activities of large foreign companies, because at this stage formed their personal potential. If there is the problem of optimal ratio of new employees (particularly young professionals) and those already working in the company. Therefore the process of recruitment and selection of personnel is quite complicated and time consuming.

5. Summarizing the experience of foreign countries can formulate the main goal of personnel management: staffing, their effective use, professional and social development.

6. All the above argues that international human resources management experience worthy of wide application in accordance with real socio-economic conditions in Ukraine. It should also consider the fact that in Ukraine there were certain traditions, its own positive experience in human resources management that can not be ignored. Therefore, the most acceptable in the management of human resources is a combination of Ukrainian and foreign experience.

So in order to create an efficient system of management in the company, develop its own brand philosophy of management, should be guided by the experience of leading world companies, and besides - to accumulate their own experience.

References

1. Law of Ukraine “About job payment” from 25 of May 1999  -К. : Istyna, 1999.
2. Balabanova L.V. Organization of the human resources management: guide line. -К. : Professional, 2004. - 304 p.
3. Datok V. М.  Human resources management: Guide line - К.: KNEU 2004. – 398 p.
4. Petyuk V.M. Personal management, Guide line - К.: KNEU, 2000.
5. Rodchenko V.V..International management: - К. : SSAU, 2000. - 240 p.

Presentation

1. Good morning (afternoon, evening) ladies and gentlemen.
2. Let me introduce myself.
3.  3. My name is _______ and I am __________.
4. If you do not mind, I would like to take a couple minutes of your time and tell you about international marketing experience.
5. Talking about this theme requires some additional information could be necessary.
6. So, such main outlines, as: introduction to management, its role, main functions and principles are described in first and second chapters.
7. The third chapter, which contains the information about the world management experience, is the main part of my research.
8. Talking about the world experience we should mention such basic outlines:

• (9) The most important element of productive forces and the main source of economic development is people and their skills, educations, training, motivation activities. (10) Now, let’s move to another point.
• (11) Experience in industrialized countries, such as USA, Great Britain, Japan and some Western countries, suggests that the introduction of flexible automated production as needed for the knowledge engineers and for managers. (12) Such training can only get in the learning process in higher and secondary specialized schools and training centers.
• (13) Recruitment and adaptation of new employees is important in the activities of large foreign companies, because at this stage formed their personal potential. (14) If there is the problem of optimal ratio of new employees (particularly young professionals) and those already working in the company. (15) Therefore the process of recruitment and selection of personnel is quite complicated and time consuming.

16. Summarizing the experience of foreign countries we can formulate the main goal of personnel management: staffing, their effective use, professional and social development.

17. So, in order to create an efficient system of management in the company, develop its own brand philosophy of management, should be guided by the experience of leading world companies, and, besides, to accumulate their own experience of workers.

18. That’s all I have to say for now.

19. And now if you have any additional questions, I would be glad to answer them.

20. Thank you for your questions and for your attention.