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DECISION-MAKING IN MANAGEMENT WITHIN HUMAN RESOURCE
MANAGEMENT.
Xasanov Shermamat Rahmatullayevich
Dots.
Navoi State University, " Geography and Basics of Economic Knowledge."
Seytmuratova Munisaxon Oʻktamboy qizi
Navoi State University, 4rd-year student at "School Management."
https://doi.org/10.5281/zenodo.15259573
Abstract.
In this article, the process of decision-making in human resource
management is analyzed comprehensively. Human resource management is one
of the strategic priorities for modern organizations, and the decision-making
process directly influences the organization's efficiency and competitiveness.
The article covers the theoretical foundations of managerial decisions, their
main types (strategic, tactical, and operational), as well as the stages of decision-
making (problem identification, data collection, analysis, solution development,
and evaluation of results).
Additionally, based on real examples and global trends, the importance of
innovative approaches—such as artificial intelligence, data-driven decisions,
and automated HR systems—is discussed. It emphasizes that in modern
management, decision-making based on technology and digital data can reduce
the influence of human factors and lead to objective and effective outcomes.
Furthermore, the article analyzes the main problems encountered in the
decision-making process, including human factors, subjective decisions,
incorrect analysis, and data scarcity. Scientific and practical recommendations
are developed to address these problems and ensure effective decision-making
in human resource management.
The results of the article contribute to improving innovative decision-
making mechanisms in human resource management and developing strategies
to increase organizational effectiveness. This research is useful for HR managers,
researchers, and organizational leaders, establishing the importance of utilizing
modern decision-making mechanisms in human resource management.
Key words:
HR Management, Strategic Planning, Personnel Policy,
Employee Management, Motivation and Incentives, Personnel Selection,
Performance Improvement, HR Technologies, Artificial Intelligence in HR, Data-
Driven Management, Innovative HR Strategies, Work Productivity.
Introduction.
Human Resource Management (HRM) is one of the strategic
directions of modern organizations, playing a vital role in ensuring
organizational sustainability, efficiency, and competitiveness. The main
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functions of HRM include attracting qualified personnel, supporting their
professional development, creating effective working conditions, and increasing
labor productivity. In modern organizations, HR management differs from
traditional approaches by relying on innovative technologies and digital data.
Through artificial intelligence and automated management systems, processes
such as employee evaluation, recruitment, and motivation strategy development
contribute to improved efficiency.
Theoretical Foundations of Managerial Decision-Making.
Managerial
decision-making holds central importance in human resource management and
plays a decisive role in achieving an organization's strategic goals. Decisions
consist of the following main components: objectives, alternative options,
outcome forecasting, and implementation of solutions.
Main Approaches to Decision-Making.
The following approaches are
applied in the process of managerial decision-making:
Rational Approach
– Decisions are made based on accurate data,
statistical analysis, and scientifically grounded modeling. This approach enables
effective and safe decision-making.
Intuitive Approach
– Decisions are based on the manager’s experience,
instincts, and psychological assumptions. This is applied in urgent situations but
can sometimes lead to errors.
Normative and Prescriptive Approaches
– Decisions are formed based
on standard rules, corporate principles, and previously accepted practices.
Stages of Decision-Making.
Effective managerial decision-making
includes the following stages:
1.
Problem Identification
– Analyzing existing problems and their
impact on the organization.
2.
Data Collection and Analysis
– Gathering data to make decisions
based on concrete facts.
3.
Development of Alternative Solutions
– Evaluating various
solutions and choosing the most optimal one.
4.
Decision Implementation
– Implementing the chosen strategy.
5.
Evaluation and Adjustment of Outcomes
– Analyzing the
effectiveness of the decision and making necessary changes.
In the context of the modern economy, HRM is considered one of the key
factors in ensuring the effectiveness and sustainable development of companies
and organizations. In a market economy, companies strive to be competitive
based on innovative approaches. In such a scenario, effective management of
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human capital, attracting employees, monitoring and managing their
performance, and improving motivation systems have become strategic
priorities for organizations. Automating the processes of data collection,
analysis, and systematization in HR management has become crucial for modern
organizations. Through automation, companies can enhance efficiency, better
monitor employee performance, and make strategic decisions based on accurate
data.
Tursunov and others (2024) analyzed innovative and modern approaches
in HR management in their article. They emphasized that the use of technologies
and new methods in the management process plays an important role in
improving efficiency, realizing employees’ full potential, and achieving
organizational strategic goals.
According to the Resolution of the Cabinet of Ministers of the Republic of
Uzbekistan dated September 22, 2023, data and documents related to human
resource management in republican and local executive authorities must be
generated and maintained through the electronic platform hrm.argos.uz. This
platform enables the automatic transmission of data to relevant systems,
reducing paperwork and simplifying management processes.
Rustamaliyeva (2024) studied modern trends in foreign practices of HR
management. She highlighted the significance of automation and data analysis in
modern management systems, noting that these methods contribute to
enhancing employee performance and strengthening organizational
competitiveness.
HR Management Strategies of Modern Companies
. Today, large
international and local companies widely utilize innovative approaches and
data-driven decision-making systems in human resource management. For
example:
: Uses the "People Analytics" system in employee selection and
motivation. This system analyzes employee performance and enables decision-
making based on objective data.
Amazon
: Optimizes the recruitment process and develops productivity
enhancement strategies using artificial intelligence and automated systems.
Tesla
: Focuses on fostering employee creativity through its innovative HR
policies. The company adopts decisions that encourage teamwork and initiative
among employees.
Analysis of the Decision-Making Process in Organizations
. HR
departments make key internal decisions in companies, such as:
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Recruitment and Selection
: Identifying required qualifications,
experience, and competencies; optimizing interview processes.
Employee Development and Training Programs
: Decisions related to
upskilling employees and designing training and certification programs.
Motivation and Performance Enhancement
: Determining salaries,
creating bonus systems, and developing incentive mechanisms.
For example,
Microsoft
relies on data-driven analysis and competency
models to make decisions regarding employee development.
Examples from Uzbekistan and International Practice
Uzbekistan Experience
:
o
UzAuto Motors
: Uses technical knowledge and professional skills tests in
the selection process. The company enhances productivity by continuously
retraining employees.
o
TBC Bank Uzbekistan
: Has implemented online training and certification
systems to improve employee performance.
International Experience
:
o
Toyota
: Makes decisions on continuous employee development based on
the "Kaizen" philosophy.
o
Netflix
: Introduced a system that emphasizes employee independence and
performance-based evaluations.
Statistical Data and Charts
.
Trends in Human Resource Management
(2024 statistics)
Global HR Technology Usage
:
o
70% of companies use artificial intelligence in the recruitment process.
o
50% of organizations apply data-driven approaches to evaluate employee
performance.
o
60% of enterprises are working on automating HR processes.
Some HR Indicators in Uzbekistan
:
o
30% of the employed population works in large organizations.
o
40% of enterprises plan to use digital technologies for employee
evaluation and development.
The above examples and statistics demonstrate that decision-making in
human resource management is increasingly being carried out using modern
technologies and data-driven approaches. While this process is still in the
development stage in Uzbekistan, learning from the advanced practices of global
companies can help improve efficiency.
PROBLEMS AND THEIR SOLUTIONS
.
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Lack of Data and Incorrect Decision-Making
. Many organizations lack a
sufficient data base for making HR decisions, or the available data is not
properly analyzed. As a result, wrong decisions may be made regarding hiring,
motivation, or termination of employees.
Solution:
Implement data-driven management systems.
Use HR technologies (Big Data, AI).
Mistakes in Recruitment
. Due to incorrect evaluation during the hiring
process, suitable candidates may not be selected. The compatibility of the
candidate with the organizational culture is often overlooked.
Solution:
Introduce competency-based recruitment systems.
Use artificial intelligence and psychological tests in interview processes.
Low Employee Motivation
. If employees are not sufficiently motivated,
their productivity decreases. When the connection between performance and
reward is not clearly defined, employees may feel undervalued.
Solution:
Increase transparency in salary and bonus systems.
Provide opportunities for career growth and skill development.
Challenges in Applying Technological Innovations
. Many organizations
do not invest enough in automating HR processes. AI, automated monitoring,
and remote management systems are often not implemented.
Solution:
Widely implement digital technologies for automating HR processes.
Train employees in digital skills.
Poor Psychological Climate in the Workplace
. Weak communication
among employees leads to decreased productivity. The lack of openness and
trust created by leadership negatively impacts the work environment.
Solution:
Organize trainings to develop teamwork and open communication.
Establish systems to receive employee suggestions and complaints.
Strategies to Eliminate Problems
Problem
Solution
Result
Incorrect decision-
making
Data-driven approach
Objective and accurate decisions
will be made
Hiring-related
Introduction of new
Suitable employees will be
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Problem
Solution
Result
decisions
recruitment systems
selected, company productivity
rises
Lack of motivation
Transparent reward
systems
Employee loyalty and productivity
increase
Technological
challenges
Digital transformation
Efficiency and responsiveness
improve
Weak
psychological
climate
Developing teamwork
and openness
A positive work environment is
created
These analyses show that addressing issues in HR decision-making requires
the development of technological innovations, data-based decision-making, and
employee motivation systems. Although modern companies are actively
progressing in this area, there are still aspects that need further improvement.
Conclusion.
Decision-making in human resource (HR) management directly impacts the
success and efficiency of any organization. In today's rapidly changing work
environment, the primary responsibility of HR managers is to make strategic
decisions that ensure the most effective use of human capital.
According to the findings of this study, key problems and solutions in HR
management processes have been identified. The recruitment and hiring
process largely determines the future outcomes of the organization. Incorrect
decisions by employers can lead to increased staff turnover, decreased
productivity, and hinder the organization's development. Therefore, it is crucial
to use competency-based assessment systems, employ modern technologies,
and rely on analytical data during the selection process.
To ensure the accuracy of managerial decisions within the organization, an
effective motivation and reward system must be implemented. Employees’
attitudes toward their work are directly linked to how well they are motivated. A
transparent bonus system, opportunities for career growth, and improved
working conditions help increase their commitment. Without such conditions,
employee stability and productivity tend to decline.
The integration of digital technologies into HR is also one of the most
pressing issues for modern organizations. Artificial intelligence, automated
monitoring systems, and data-driven decision-making mechanisms enable
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organizations to predict HR-related problems in advance and develop optimal
strategies.
In general, to achieve success in HR management, organizations must
continuously improve their decision-making processes. Effective employee
management, increased motivation, and the use of modern technologies are
among the key factors that ensure long-term organizational success. For this
reason, continuous reforms, innovative approaches, and strategic planning in
the field of HR management must be given special attention.
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