Реферат: Creation of control system by a personnel how to begin with a zero
Yet it is
extremely important for any manager from a personnel to understand the
organizational structure of company (from what departments folded, who who
submits, who answers for what). If such structure is not prescribed on a paper,
then it and will become the first official task of new worker. In fact without
her it is difficult to understand processes which take place in companies, the
more so, that at every level there are nuances with which afterwards it will be
to work to the manager.
It is possible
to organize official diagnostics of personnel by means of the specially created
questionnaire. That at once not to frighten a personnel, this questionnaire
must not touch the concrete estimation of personnel, but only to diagnose moods
which dominate in a company. For him it costs to bring in a question about
satisfaction or dissatisfaction work in a company, thus important is both a
level of hygienically and personality factors, questions which determine
loyalty to the company and also necessarily suggestions in relation to the
improvement of work with a personnel from a personnel. The last, by the way, is
important yet and because in any case a manager from a personnel is a new man
in a company and he is difficult at once to catch, and that it is exactly
necessary to change, that it became better, and workers which work long time in
a company can offer from own experience. Many ideas can be even very rational,
that is why them it costs to make reality of. And if workers will see that
their ideas, their vision guidance considers valuable and makes reality of it
will promote loyalty of workers and their efficiency considerably.
Acquainting to
the stage the spread of learning’s of manager provides for also. Every
specialist from a personnel, before to accept certain decisions, must
familiarize with the specific of work and activity of company. He must
understand essence of work of her specialists. For example, our company carries
out transport-expeditionary activity. Certainly, I do not need to know all
nuances in relation to transportation of loads, but essence of work of managers
of company, most widespread difficulties and features what this activity is
marked, I obliged to know. The best method for such studies - to conduct a few
days in the "heart" of company. That I mean: if it is an
expeditionary company, then to sit in the department of managers which carry
out transportation directly, and to look after their activity, if it is a retail
business - then to conduct a few days in the trading floor of shops between
salespeople-consultants and others like that.
A next step
will be a study of geographical location of offices of company and specific
each of regions. From own experience can say, that every region has the
specific and speech goes not only about East and Western Ukraine. If you have
branches in the different areas of Ukraine, it follows necessarily personally
to visit each of them, to put right copulas with skilled and by agencies, to
associate with potential candidates, analyse the local press and other sources
of search of candidates. In every region these sources can be different, and
their priority will change for potential candidates. If you are interested by
young specialists, then it costs to put right activity with local by towers, in
an ideal to agree about short presentation of company before students. It will
help to form the attractive image of company as an employer.
In addition,
it does not follow to forget competitors about monitoring. Competitors can be
both small local enterprises which are well developed in a concrete region and
large national companies. All depends on the segment of market, which the
directed organization is on. Us, first of all, direct not activity of such
companies, but their suggestions, will interest to the potential workers,
specialists in this sphere, and more precisely, level of payment, system of
payment (rate, rate plus percents, percents or other) compensative package et
cetera.
Understanding
with a situation in a company, it is possible to embark on creation of skilled
strategy on the next year of activity of manager from a personnel, and in
future on her basis and skilled budget. What does skilled strategy consist of?
And what is based on she?
2. Skilled
strategy
Foremost it
should be said, that skilled strategy is based only on general strategy of
development of company and no time can not to her contradict. In addition, she
must answer a mission and values of company. If a mission and values is not,
then the first point in strategy of department from a personnel - to create or
prescribe them, and also work out and confirm the standards of work and
intercourse in a company.
Skilled
strategy must consist of next divisions:
·
Selection,
reception on work and planning of personnel according to the necessities of
company.
·
Adaptation
of personnel - how adaptation will be new personnel which will come in a
company.
·
Studies
and development of personnel are studies of new and present workers, and also
creation of charts of development of talented workers.
·
An
estimation of personnel is a construction of individual criteria of estimation
of personnel in accordance with the specific of company and every vacancy in
particular.
·
Creation
of skilled reserve (especially in relation to key positions for a company) and
work is with skilled reserve.
·
Creation
of the system of motivation - both material and non-material.
·
Internal
PR of company, increase of loyalty of workers, improvement of communications
into a company.
·
External
PR is presentation of company at the market of labour, producing an image of
positive employer.
After creation
and statement skilled strategy necessarily it follows to present to the
workers, to find out, and for what a manager is nevertheless needed from a
personnel which will change with his arrival in a company. And if at the
beginning the public functions of this man were wired for sound only, then now
workers can familiarize with concrete measures which will be used for a year.
Conclusion
Thus a manager
from a personnel is strong important position in every company and to the
selection of such specialist it is needed to walk up carefully. It is important
not only correctly to take away a worker but also prepare other personnel to
introduction of such position. And even after appearance in a company a manager
can not at once actively inculcate the purchased experience and skills from
other companies. Extraordinarily important is to analyse a situation which was
folded in a company, understand that it costs and that it does not cost to
apply for an effective construction works with a personnel. Advices to the managers on a
personnel.
Most leaders of
new generation perfectly understand the differences of manager on a personnel
from usual before skilled agent. And not by chance. One of the last researches
showed that to 80% barriers on the way of development of market relations as or
it is differently related exactly to the problems of personnel.
Here and
resistance to the innovations, and unwillingness to be taught again, and lack
of ability to work newly, and internal alienation from the aims of
organization. All these 80% problems first of all brought down on the head of
managers, responsible for a personnel. Clearly, that knowledge and abilities of
such specialist must strikingly differ from ability in good time to shift the
personal files from one place to other. Although it would be unfair not to do
justice to кадровикам of old structure, at which
documents were in the order, and people they hired perfectly.
What must know
and able modern manager on a personnel? 3 - 4 back his basic task was a
selection of personnel. It is not casual. The number of firms grew, as
mushrooms after a rain. With not less frequency they scattered or transformed.
On long and successive work into organization there simply was not time. A
general situation some changed now. From one side, she is more stable. On the
other hand, even those organizational changes which take place, realized
othergates.
Many
commercial organizations passed the first phases of the development,
verifications of skill of the employees a long ago. Many collectives are more
or less stable, possess sufficient human potential. And often this stability is
included in contradiction with the dynamics of market, when a sharp turn is
required in accordance with the changing state of affairs. Yesterday a firm
traded mainly, an accommodation costs today, and tomorrow can be книгопроизводством will engage. Many leaders
prefer even at such changing of general line however to save the kernel of
organization, consisting of people well known and tested. New direction of
activity requires new abilities from employees. Consequently, they are
necessary to be regularly taught again.
Teaching in
the workplace
On our eyes
the new function of manager grows and gets strong on work with a personnel is a
teaching function. From questioning of managers conducted by us it is necessary
on a personnel, that many of them considerable time is spared to development
and realization of own educational courses and training. We approach such state
of organizations, which in textbooks on an organizational conduct is named
"By student organizations", gradually.
Teaching to
the teaching methods
Variety
dictates teaching those new requirements to preparation of managers on a
personnel. It would be unreasonable to prepare them separately under every
theme of teaching. Much more effective to teach our managers to the generalized
going near preparation of the own programs. And beginning is here necessary not
at all from an on-line tutorial. A starting point is a theory of organizations.
It is important to distinguish what can teach, from that must be inculcated in
life of organization not educational, and by other methods.
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