Formation of personnel reserve, work with personnel reserve - quite specific types of management activities. For their implementation, it is necessary to select employees capable of promotion and to properly train them. Let us further consider how formation of personnel reserve and work with it. 
General information
Organization of work on the formation of personnel reserve involves several stages. First of all, it is necessary to determine specific positions that may be in demand, to assess the real need for them. An important element in ensuring the productivity of career development of employees is the knowledge and application of the motives that guide them in their professional activities.
Basic concepts
What is a personnel reserve? It is a group of specialists and managers with the ability to carry out managerial activities. Employees who will be included in its composition must meet the requirements for posts of one rank or another. Employees of the enterprise undergo selection and targeted systematic qualification training.
Group classification
There are several types of reserves. Classification can be carried out, for example, by type of activity. By this criterion allocate reserves:
- Development. This group includes specialists and managers who are preparing for activities in new areas. The need for its creation can be determined, for example, by diversification of production, development of new technologies or products. Employees included in this group can choose either leadership or professional careers.
- Functioning. The activities of this group are associated with ensuring the efficient operation of the enterprise in the future. The employees included in it are focused on the development of leadership skills.
Reserves are allocated depending on the time of appointment:
- A. This group includes employees who are promoted to senior posts in the current period.
- B. This group includes employees whose nomination is expected in the near future (within 1-2 years).
Specificity
HR reserve work plan is built taking into account a number of features. There are several factors, without taking into account and analysis of which the activity will not bring the expected result. First of all, the relevance of the need for filling posts is taken into account. It must be reasonable and real. Equally important is the analysis of the candidate's type of group and position. One more principle of work with personnel reserve is to determine the prospects of the employee. Before including him in the group, his orientation to career growth, length of service, dynamism of activity, state of health, and age are studied. The formation of a reserve of personnel, work with the personnel reserve involves taking into account not only general, but also special requirements that must be met by the heads of a particular department, workshop, unit. The personal qualities of the candidates are essential.
Sources
The reserve of frames may include:
- Senior employees of the management apparatus, subsidiaries.
- Leading and main experts.
- Young employees who have successfully completed an internship.
- Professionals with appropriate education and positively proven in production activities.
Stages
Consider the features personnel reserve technologies. The effectiveness of the activity will depend on how clearly the scheme of events is followed. The work plan should include:
- Analysis of the feasibility of creating groups.
- Making a list.
- Candidate training.
Analysis
Work with personnel reserve in the organization begin with:
- Predicting changes in the structure of the apparatus.
- Improving the system of employee promotion.
- Determining the degree of saturation of reserves for individual posts or their groups. In particular, the number of candidates per post is established.
- Determining the degree of provision with stockpile positions.
These events allow you to determine the need for employees for the current and upcoming periods. 
Number determination
To assess the optimal number of frames in the reserve should establish:
- The need of the company for managerial employees in the near future or a long (up to 5 years) period.
- The actual number of trained teams of specialists at each level. Moreover, the place where this or that employee was trained will not matter.
- Approximate dropout rate from individual employee groups. This may be due, for example, to the failure of an individual training program due to traveling to another locality.
- The number of employees being released due to changes in the management structure of the management apparatus that may be involved in similar activities in other parts of the enterprise.
All of the above issues must be resolved before it is launched. formation of personnel reserve and work with it.
Listing
During this step, you should establish:
- Which of the employees can and should be included in the lists.
- Which of the employees on the lists should be trained.
- What form of training will be applied to each specific employee. When solving this issue, the individual characteristics of the employee, the prospects for using his potential in a leadership position are taken into account.
Basic tricks
In practice, the following personnel reserve methods:
- Analysis of the information contained in the documentation. In particular, reports, characteristics, autobiographies, certification results, etc. are examined.
- Conversations on specially designed plans or questionnaires. In the course of such interviewing, motives of behavior, aspirations, and employee needs are revealed.
- Monitoring employee activities in different situations and conditions.
- Analysis of the results of labor. The indicators of productivity, quality of work performed, the number of tasks performed in an appropriate manner are investigated. The analysis is carried out for the period most characteristic for the assessment of management.
- Comparison of the qualities of employees with the requirements for positions of the corresponding rank. Under each specific post, a specific employee is taken.
Key factors
The method of selecting candidates for the requirements of the position involves the creation of three types of professiograms for the entire range of leadership positions, quality criteria and factual data of employees. The most significant factors to be considered include:
- Labor motivation. It implies interest in professional issues and creative activities, the desire to broaden one’s horizons, focus on the future, achievements, success, willingness to various social conflicts in the interests of the enterprise, to justified risk.
- Competence and professionalism. When selecting candidates, they take into account the age and educational qualifications, length of service, level of professional training, independence in making and implementing decisions, ability to negotiate and argue their opinion, defend their position, etc.
- Individual qualities and potential.Such qualities as attentiveness, level of intelligence, sociability, flexibility, authority, mobility, emotional and psychological stability, organizational abilities and so on are taken into account.
Main tasks
At the stage of compiling lists:
- Assessment of employees.
- Comparison of a set of qualities and requirements required for a particular position.
- Matching candidates for one post and identifying a more appropriate employee.
As a result of the measures taken, the initial list may be adjusted.
Training
The purpose of working with personnel reserve consists in creating a highly professional group of specialists who, if necessary, will occupy positions in the management staff of the company. To achieve this, selecting the right employees is extremely insufficient. Work with personnel reserve involves competent preparation. It can be carried out in various ways. Among the main ones, it should be noted:
- Individual training under the supervision of a superior.
- Internship in the post. It can take place both in your own and in any other enterprise.
- Studying at the institute and attending courses depending on the position.
Nuances
Specialists involved in the selection of employees are well aware of how difficult it is to correctly determine the most promising direction in career development. The purpose of working with personnel reserve in many companies achieved by applying the "carousel". It involves the temporary rotation of employees within the enterprise with the change of units, their functional duties, personal responsibility and authority. By this principle, often work with personnel reserve of public service. This technique, on the one hand, allows the personnel specialist to monitor the employee in the course of solving various professional tasks and performing certain functional duties. At the same time, the possibility of carrying out reverse permutations without loss remains. 
Difficulties
Checking the correctness of the formulation of the starting points of career programs of employees through observation allows you to create high-quality personnel reserves. Government work, for example, require careful training of specialists. Therefore, if errors and miscalculations were made in the programs, they must be identified as early as possible with minimal damage to the employee himself and to the entire body (enterprise) as a whole. Of course, you can not do without flaws. However, it is possible to minimize them. Work with personnel reserve It is also complicated by the fact that each company (power structure), as well as a person, is unique. For enterprises, there are no single, general, universal laws of construction, functioning, and development. In this regard work with personnel reserve involves taking into account many, including subjective factors. Various circumstances affect the calculation of stages, determining the time frame, the choice of direction of development of an individual career program. Among the objective factors to be taken into account, it should be noted the size of the economic structure, organizational and management system of the enterprise.
Development conditions
They form the specific environment in which the employee’s career will develop. Such objective conditions include:
- Highest career point. It is the official position under which, in fact, the reserve is formed.
- Career length. It assumes the number of job positions that are on the way from the starting point to the highest point.
- Position level indicator. It reflects the ratio of the number of employees higher in the hierarchy to the number of specialists employed at the same level as the current position of the employee.
- The value of the potential movement.This indicator reflects the ratio of the number of vacancies at a higher level of the hierarchy to the number of specialists employed at the level at which the current position of the employee is.
Explanations
It should be emphasized that the highest career point is not the highest position (for example, chairman, president of the board or general director). It is specifically about the position under which it is created personnel reserve. Efficiency provided by the formation of clear prospects for the employee. It is very important that the specialist, whose career acts as an object of management in the enterprise, sees not the ghostly outlines of an unattainable post, but a clear official position. In this case, its replacement may become his prospect and long-term goal. 
Motives
Work with personnel reserve must be relevant, relevant, justified. One of the key elements ensuring the productivity of an employee’s career growth is the knowledge and use of his motives. The main ones include:
- Independence. It involves a desire for autonomy in work and independence in decision-making. Such motives are especially characteristic of young specialists and take place in the initial stages of career development.
- Professionalism. It involves the desire to become the best in their field, to receive the recognition of others. Administrative promotion and material incentives are usually of secondary importance.
- Stability. Many specialists strive to occupy such a place in the structure of the enterprise where they could receive constant and sufficient income.
- Social status. The development of employee careers can be driven by a desire for leadership, power.
- Creation. Many specialists strive for the free manifestation of their talents, the creation of creative products.
- Competition. It implies a desire to always and in all things surpass competitors.
- Well-being. The material component in the work for many employees is a key factor pushing them to achieve career heights.
- Health. Many specialists strive to work in favorable conditions, calmer, not difficult in physical terms.
Expenditure part
Of course, to form a reserve, certain financial resources will have to be spent. One-time expenses for improving the management system include:
- Production costs.
- Capital expenditures on the implementation of activities.
- Related costs for the production and use of products released after the implementation of new programs.
In addition, there are expenses for research activities, development of plans. When calculating them, the following are taken into account:
- The number of specialists involved in the selection and training of personnel.
- Monthly wages for each such employee.
- The number of months of work of an individual specialist.
- Odds taking into account additional pay and deductions for social services.
- Other costs associated with the compilation and implementation of the program. To them, for example, include the costs of business trips, trips, stationery and so on.
In addition, new office equipment, communications, peripherals, auxiliary equipment, production equipment, construction / reconstruction of production facilities may be required. When calculating, it is necessary to take into account the costs of installation, commissioning of devices, laying of networks, etc. Retraining, further training is also carried out for a fee. The costs include the costs of forming the material and technical base:
- The estimated cost of the facilities in which classes will be held, is the hostel and its main equipment.
- Investment in transport.
- Means for the purchase of equipment for long-term use.
- The cost of control and training, computing, and other office equipment.
It should be noted that there may be a need to purchase new forms and other means of documenting, auxiliary materials for computers. Current costs for improving the personnel management system should be calculated separately for each item that changes due to the implementation of measures. At the end of the year, an assessment of the work is carried out. The personnel reserve, of course, requires certain time and financial costs. However, with a competent approach, trained specialists will be able to recover costs relatively quickly.
Conclusion
It is necessary to focus once again on the fact that the correct organization of measures to create a personnel reserve acts, on the one hand, as an indicator of the competence of the administrative apparatus, and on the other, as a guarantee of the effectiveness of the enterprise as a whole. Understanding the real possibility of career advancement within the company stimulates employees' interest in self-improvement, increasing the level of knowledge, personal competence, increases the degree of staff loyalty to leadership, thus linking the presentation of specialists about their prospects with the current employer. This will undoubtedly have a beneficial effect on the current work of employees. Understanding and clearly seeing their prospects, people are more likely to work in the organization. They strive to prove themselves, looking for innovative approaches to activities. The company also wins. Increases productivity, product quality. All employees at all levels work as a single mechanism. This will subsequently allow expanding the enterprise, opening subsidiaries, representative offices in other regions or abroad. A competent approach to the organization of work with personnel reserves will ensure the employment of specialists. In addition, each employee will understand what he is striving for.