Throughout human history (before a highly developed industrial production) in the era of the great thinkers HR management issuer was a subject of discussion, however, the process of realistic vision basis emerged from some circumstances, to achieve the overall aims of the joint life period, which had begun in Antic era as far.

The history of the idea of human resource management in the world's leading countries and the current state of managing theory and practice of personality, the problems caused by the formation of an effective human resource management system are deeply interconnected.

With the development of the economy, management of production and management of people, their work become increasingly important. However, by the end of the 19th century and early XX century scientific management and, moreover, the basis for personnel management did not exist.

Management of the economy is considered as a deliberate impact on people, and the establishment of  relationships due to their products.

Intensive development of new technologies and at the same time improving labor relations, working organization, the growth ofprofessional and cultural level of staff, the management of personnel became the new direction of applied science. These issues have deep historical roots and the peculiarities and characteristics of their social and labor problems are important in market conditions.

Many theoretical and practical issues are discussed in the work of scientists on the management of personnel. Main attention is paid to the management of personnel in small enterprises and organizations. For improvement of personnel management process it is important to focus on organizational and administrative methods of management.

The organizational and administrative management methods (OAM) have a special place in contrast to other management influences. They are distinguished by the direct character to influence the personnel, which implies unconditional fulfillment of the instructions, orders and obligations imposed on the personnel envisaged by the law. OAM defines the possibility of using economic and social-psychological methods. In addition, if other control methods are used and some delay is seenin the process, in this case the results of the administrative impact are most often revealed. All this is not so often the overdose in small business enterprises and consequently has a negative effect. The organizational-administrative impacts have an effective use margin. In many cases, direct intervention leads to strengthening the passivity of the personnel, and sometimes even for hidden disobedience. Using these methods in small business, we must take into consideration economic interests, social needs and psychological peculiarities of personnel.