Реферат: Creation of control system by a personnel how to begin with a zero
According to
created by you systems, it is needed it will be to work out a few forms. For
us, for example, for comfort there is a form of estimation of ассессменту, form of telephone interview,
geared-up is certain test methods and worked out кейси for every vacancy.
The next point
of skilled strategy is work from adaptation of the accepted workers.
Here also it
costs to work out and confirm a certain chart, after which will pass adaptation
all accepted workers and those, who got step. Afterwards this chart also grows
into a necessity for the company of position about adaptation and passing of
trial period. It is first needed, at least, to work out "Package of
novice" or "Book of novice".
The package of
novice in our company contains history of company, organizational structure,
internal numbers of telephones and electronic addresses of all workers of
company, rule of internal order, list of necessary documents which need to be
given and fill for employment. Every manager must decide from a personnel, what
filling of this package will profit most.
It follows
clearly to prescribe distribution of responsibility between the concrete
workers of company for passing of trial period, and also criteria which will be
a certificate novices, that a worker went a trial period and process of
adaptation well.
To engage in
all points of the worked out skilled strategy simultaneously difficultly
enough, especially, if this load falls on the shoulder of one man. Therefore
farther it costs to be determined, that is priority on a concrete moment for
Your organization. In fact for you, possibly, already there is the remarkable
system of motivation (both material and non-material), effective system of
estimation and other. Then absolutely it does not cost to change something.
Especially it touches changes in the system of motivation, they are sickly
enough and difficult for a personnel. Therefore at first understand the
existent systems. If something failing or, якнайчастіше is, some process is not far perfect, does not send activity
of people in a necessary river-bed - embark on his correction.
If you decided
to develop the system of motivation, it costs to remember two nuances:
Ø
she
must be based on the values of personnel, and self knowledge of values of your
workers will enable to you to find correct exactly for them balance of material
and non-material motivation;
Ø
it
costs to be determined, that for you in-process workers is major (achievement
of result, meticulousness, attentiveness to the process which helps to minimize
errors, disciplinary moments or anything other), and to encourage displays
exactly of these lines or competenses. It is possible to enter not only
encouragement but also system of fines after the impermissible for a company
actions of workers or absence of the planned job performance are certain. Every
employer must make decision, taking into account all risks and details.
Coming in a
company, as be said in the first part of the article in a previous number,
every manager sends out a feeler. Watches processes which take place in a company,
analyses and determines, as far as high level of loyalty of workers to the
company. If here all in the order, both an increase of loyalty and internal PR
of company will not be for you foreground job, if no, or quicker undertake to
business. Organize corporate measures, conduct the corresponding training and,
basic maximally socialize with a personnel, to understand principal reasons of
subzero loyalty and in time to liquidate them. In fact if such "submarine
stones" much, then whatever budgets you spent on corporate evening-parties
and training, it will not give a desirable effect.
In parallel,
it does not cost to forget companies about external PR. It follows to produce
an image of attractive employer for the organization, in course of time to take
off the problem of lack of necessary professionals. If at the market of labour
the name of your company will often sound and perceived positively, workers
will come to you and offer the candidatures. It should be remembered that the
image of the company you form constantly: beginning from that, how you speak by
phone with candidates concluding the permanent representative office of company
on the fairs of vacancies and presentations in educational establishments,
profile conferences and other.
It is not necessary
to forget and about such part of work with a personnel, as studies. First and
more main all, that it follows to memorize, - any studies need to be conducted,
leaning against the in good time carefully thought out system. Which one she
will be, what main accents will be placed on - here all will depend on a
specific and strategy of company.
In my opinion,
it costs to divide studies after levels: for beginners, for the workers of
middle level and for top-менеджменту. In addition, in parallel
there must be another division: studies, which touches the direct specific of
work and studies, sent to the personality height of candidates. Teaching a
personnel is possible different methods, most widespread are training, yet
seminars (they, usually, are used for the serve of specific knowledge) use
lectures, the corporate revision of educational films with a further analysis
or creation of corporate library, and also claim of lists of books, which a
worker is under an obligation to read, is also possible. Who is responsible for
these processes and studies conduct directly? There are a few variants: it can
be the same manager from a personnel but such variant is not the best, as this
activity takes away time from basic work of manager, it is possible to hire
trainers which work in different consulting agencies, but their services are
expensive enough, that is why the most optimal variant is to accept on work a
regular trainer which will create to the program training directly under the
necessities of company and will conduct all studies. In such case a manager
from a personnel only coordinates work of trainer and watches, that she
coincided with general strategy of work of company. And use services of
external trainers only in case of occurring of necessity of the specialized
studies or requirement in creation of the program of personality development
for top-managers. If there is a necessity, creation of corporate universities
becomes possible even for training of maximally skilled personnels.
Well and last,
about what it costs not to forget, is the estimation of personnel forming of
skilled reserve. In relation to that, when it is better in all to conduct the
estimation of personnel, idea divided. One insist on that only coming in a
company, a manager must do the estimation of personnel, to know, with what it
will be him to work. Other, to which join and I, defend an idea, that it does
not cost at once to put everything from feet to the head. At first it follows
to visit this collective, estimate a situation to enter certain processes and
after it to start the estimation of personnel. Basic rule of estimation of
personnel - she must be based on clear criteria which are developed under every
position separately and are based on post instructions. It can conduct an
estimation different methods and apply different methods. As be said higher
about other processes, the process of estimation it costs to prescribe in
position. The choice of method of estimation depends on the specific of
positions.
Objects of
estimation :
Ø
Psychological
descriptions of personality (personality features and character traits)
Ø
Knowledge,
abilities and skills of employee
Ø
Conduct
(values, relations, opinions)
Ø
Efficiency
of labour
The estimation of
psychological descriptions of personality often meets at the selection of
personnel. The methods of estimation are limited to testing and interviewing.
Quality of estimation depends on qualification of specialist, conducting an
estimation.
Estimation of
knowledge, abilities and skills more frequent meets at a selection and teaching
of personnel. Basic methods of estimation are testing and trainers, rarer
interviewing. However, for the estimation of row of skills, business games
befit better. Quality of estimation depends on worked out of methodical base
(tests) and competence of experts, conducting an estimation.
A conduct is the
most difficult object of estimation. Used in all three functions of HR. The
often applied methods of estimation are questioning and interviewing. Quality
of estimation fully depends on worked out of methodical base (model of
competenses) and competence of experts, conducting an estimation. Partly the
elements of conduct can be estimated through such form of business game as assessment-centry.
The estimation of
efficiency of labour differs in that firmly related to the business processes
of company and checking system. In other words, estimation of efficiency is
ordinary estimation, conducted on the stage of control of personnel. An
estimation of efficiency is an estimation of implementation of personal KPI.
KPI and motivation of personnel in the monthly checking system allow to get
considerable competitive edges for your company.
One of the newest
methods of estimation of personnel is a circular estimation or method 360
degrees. This methods it was begun actively to apply in the west in 90th of XX
of century. At the beginning of 2000th Russian HR -специалисты began to adopt
this experience for western colleagues, and now this method is the popular mean
of estimation of personnel and for us. Essence of methods "360
degrees" consist in that the estimation of employee is conducted by all
his work environment: leaders, inferiors, colleagues and clients . Also an
employee can ask to estimate itself. However this methods of estimation are the
separate group of methods of estimation is also interviewing and (or)
questioning, simply complex and in a few new to the form.
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