rsonnel, 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.
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? br/>
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...
