Реферат: Creation of control system by a personnel how to begin with a zero
Реферат: Creation of control system by a personnel how to begin with a zero
Theme
Creation
of control system by a personnel : how to begin with a zero
PLAN
Entry
1. Managers are from a
personnel
2. Skilled strategy
Conclusion
3. Basic processes which
must exist in a company, from the point of view of management human capitals
Literature
ENTRY
PERSONNEL is a
personnel, establishments, enterprises or part of this composition, being a
group of for professional or to another signs.
PERSONNEL
-(Personnel) - in includes itself all partners and the professional state of
employees, brought over to public accountant activity of firm.
PERSONNEL OF
ORGANIZATIONS- aggregate of physical persons, being with organization as legal
entity in relations, by the managed contract of найма, and possessing certain by high-quality descriptions
(capabilities, motivation, business and personality internalss), allowing to
provide achievement of aims.
Subsystems of
management a personnel :
1) Terms of labour: implementation of terms of
psychology, ergonomics and technical aesthetics of labor; labor and technician
of safety protection; guard of environment.
2) Labor relations: analysis and adjusting of group and
personal mutual relations; relations of guidance; management conflict
situations; social psychological diagnostics; co-operating of leaders is with
trade unions.
3) Registrations and account of shots: registration and
account of acceptance, liberation and translation; informative providing;
professional orientation; providing of employment.
4) Marketing, prognostication and planning of personnel:
development of strategy of management a personnel; market of labor analysis;
prognostication of necessity; connection is with outsourcing of providing;
estimation of personnel
5) Development of labor potential: techno-economics
providing; in-plant training; work is with skilled reserve; planning of
business career; adaptation of new workers
6) Stimulation of labor: setting of norms and trifling of
labor; development of the system of payment and moral encouragement of labor;
application of forms of participating is in an income and capital; management
labor motivation
7) Grant of legal services: decision of legal questions of
labor relations; legal adjusting of economic activity; a concordance of
prescriptive documents is from a management a personnel
8) Creations of necessary social infrastructure:
organization of public food consumption; management service; providing of the
proper terms of health protection and rest and others like that.
9) Choices and application of organizational structures
of management: analysis of existing and planning of most suitable for this
enterprise of organizational structure management; development of manning
table.
10) Most success of ménage (to activity) is arrived
at then, when all functional subsystems of management a personnel are concerted
in time and space and used simultaneously.
Practical
application of proper control system by a personnel must lean against modern
conception and corresponding strategy of management. One of important
implementation of chosen control system by a personnel phases there is
practical realization of set of necessary to the firm categories of workers.
1. Managers
are from a personnel
However, every
company has specific requirements to such resource, as a personnel, and only
answering these requirements, workers can provide success of company. What it
depends "on what does form these requirements? Such question appears
automatically. Answers enormous amount: from position of company at the market,
from her stage of development, from strategy of activity, from a corporate
spirit and created corporate culture and others like that. But all these
factors prove that presently for the successful functioning of company very
important is competent work with a personnel. Want to mark that exactly work
with a personnel, but not only his selection, as yet until now counts most
leaders and top-managers.
Large
transnational companies already a long ago realized ponder ability of these
arguments and in each there is a department which works with a personnel such
company. Here already a long ago there are the individually worked out and
prescribed processes which touch work of personnel and with a personnel.
Managers from a personnel only control them correct implementation. But there
are considerably less companies, in which the questions of personnel decide
chaotically enough and often even there is not an individual which them would
coordinate. What to do in such situation? Most leaders realize well, that work
with a personnel can considerably increase the incomes of their firm, that is
why begin to search a man which would help to work out these problems, or at
presence of money at once create departments from a personnel. When does a
leader make decision to create a department from a personnel or even to enter
in the state the companies of one manager from a personnel, a question appears:
"And from what to begin"? In my opinion, it costs to begin with the
search of manager or, if it is a department, then director from a personnel.
Manager from a
personnel as nobody other must divide values and visions of company. Even if
these things are not prescribed and not witnessed documentarily, in every
company however there are the unwritten values and strategies of development.
That more workers divide them and defend, then more concerted and effective
will be work of company. And as a future personnel will come in a company
through a manager from a personnel, it is important, that he realized position
of company clearly. In fact we want it or not a gold rule always operates: we
accept to itself to work of those people which divide our perception of the
world up to a point. And even trying to be maximally objective, this effect it
is difficult to avoid.
Activity is
inalienable part of work of manager, he must constantly be in the course of
matters of company and design the activity depending on changes in the process
of her development and forming of new necessities.
It is a man
which knows enormous confidential information content, that is why a leader
must trust a manager which works with a personnel.
There is
another nuance: taking a manager from a personnel, a company can choose two
ways: at first, to take a young perspective worker with minimum experience, but
such man needs great while for adaptation, additional studies and on the first
pores clear pointing from the side of guidance. Secondly, it is possible to
take a skilled specialist what will give ideas to guidance, to create and
realize skilled strategies. A leader in such case will examine and assert
already the prepared charts of work with a personnel which considerably will
decrease him sentinel expenses, but such specialist has a considerably higher
price at the market of labour.
I led as an
example now, mainly, personality descriptions of desirable candidate. Although,
clear business, it costs to take into account other socialdemographic factors:
age, sex, experience, special skills. But these criteria every leader
determines on the discretion.
It costs to
pay attention to also that, how correctly to enter position of manager from a
personnel in a company. I mean not legal party businesses, but human factor, in
fact exactly he from practical experience creates most misunderstanding. If
company the protracted period did exist without a man which it is centralized
decided skilled questions, and suddenly unexpectedly for workers a manager
appears from a personnel, in all a question appears: "why"? If in
time not to give correct information, then all without an exception workers
will pull out supposition independently, that exactly planned guidance. In the
corridors conversations, scuttle-butts and rumours, will spread. These
processes are very quickly started, badly controlled and them it is almost
impossible to stop. It like snow to whom or playing the broken telephone.
Sufficiently to express some innocent supposition someone and to the end of day
in a company a rumour will spread about the global restructuring, mass
liberations and others like that. Why so? Все simply is property of our psyche,
we always with fear perceive something a new, and especially, if it is
accompanied by the shortage of information. At that rate we quickly fill this
shortage own guess-work, and mostly calling to own fears.
What to do, to
avoid it? It is needed in good time to tell to the workers, that it is planned
to enter such man in the state, as a manager from a personnel, shortly to
describe, for what it is done and which will be him basic functions. In the
first day of work of manager it is necessary to acquaint him with all
collective and once again to mark his basic promises. Access of workers to the
manager from a personnel must be maximally open, certainly, depending on the
structure of company. Every worker must have a right to put a question to the
new specialist.
When a manager
from a personnel comes in a company, he must at first to over look soil, and then undertake to
business. That do I mean exactly? From own experience know that every company
does not look like other - it as different countries in which all live on
different laws, although they are similar on the face of it. Therefore governed
and strategies of one company can be nonviable in other. Exactly for this
purpose at first it costs to every manager from a personnel to understand,
where he got. It is needed to understand on what stage of development company,
what provision with a personnel, who before even episodically decided current
skilled questions which are the primary purpose of activity of company and many
other. For such sounding it costs to use different methods: from the analysis
of normative and regulation documents which exist in a company, to private
conversations after the cup of coffee both with leaders and with a personnel.
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