Lately most firms the special attention spares planning of career of the employees, in fact the correct use of internal skilled potential becomes more advantageous, than bringing in of personnel from outside is related to the necessity of both including of new employee a m corporate culture and obligatory to the cut-in in organization, as all greater value is acquired by specialization, set the specific of concrete technology.

For creation of effective control system by the career of employee in organization three associate subsystem must be created into organization :

1) subsystem of performers — contains information about capabilities, interests, reasons of employees.

2) subsystem of works — contains information about various tasks, projects, individual roles execution of which is needed for organization.

3) subsystem of the informative providing of management — unites information about performers, works and accepted practice of moving of employees, settings them on the certain types of works and positions.

The presence of these three subsystems enables to create a labour-market, conduct the opened competitions on the selection of performers under the certain types of works and to give employees the opened information about the possible trajectories of their motion in organization. Creation of the similar system will enable to realize the marketing going near a personnel which possibility to combine interests of employees appears within the framework of, orientation on realization of the interests and necessities with interests organizations, pluggings in itself and commodity and financial marketing purposes.

Sure, depending on the type of corporate culture realization of this going near planning of career will be in different scenarios and types of skilled . But the important is become by the necessity of organization to conduct the internal monitoring of requirements in a personnel, oriented to satisfaction of the constantly changing questioning on the new types of works.

Program of stimulation of labour development

Stimulation of labour is a method of reward of workers for participating in a production, based on comparison of efficiency of labour and requirements of technology.

A substantial problem in area of management of operations is the considerable passing of rates of growth of salary above the rates of growth of the labour productivity, that results in the decline of stimulant force of salary. The system of payment must create sense of and protected for people, include effective facilities of stimulation and motivation, provide the process of reproduction of the expended energy (renewals of workers).

The structure of salary includes: 1) base rates, 2) bonus (additional) payments, 3) social programs.