p> 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.
"Steps" are in preparation of the teaching program
The chart of steps of preparation and realization of on-line tutorial offered below, certainly, is not only faithful. She only specifies on that an on-line tutorial is not completed with completion of teaching and closely related to the functions, drawings together positions of manager on a personnel and administrative consultant.
Chart of steps : p> 1) Diagnostics of organization
2) Function, compensated by training. A manager on a personnel distinguishes the group of workplaces, where training can be conducted on one program.
3) Description of aims and actions.
4) Description of basic problems.
5) Description of basic contradictions.
6) Translation of aims, contradictions, positions, operating on the language of on-line tutorial.
7) Choice of style of realization of training.
8) Preparation of educational materials.
9) Preparation of plan-chart of course.
10) Realization of teaching. p> To the manager on a personnel useful to know that student organizations arise up only wherein there are student managers. Therefore our opinion is the most essential quality of manager on a personnel is his openness new and reflection position in relation to all aspects of life of organization.
Example of preparation of exercise Reflection in instruction to exercise of contradiction between the participants of co-operation.
At teaching of managers on a personnel both the ready are used and created by the listeners of тренінгові situation. The example of тренінгових instructions, worked out by listeners is here presented.
So, in the process of work it turned out with organization, that one of problem points of his activity was on co-operating with the employees of рекрутингових agencies. Naturally, what a manager on a personnel and manager of рекрутного agency present different interests which under certain circumstances can enter into contradiction with each other. On the base of the real situation, discussed in one of groups, we worked out exercise for тренігового employment.
You signed a contract about the selection of manager. On this contract you must close a vacancy to December, 30. During current negotiations the term of вико-нання work is carried on January, 20. For this period the first candidate was ratified. However, doing some work three days, he retired. Until now a vacancy is not closed by you. On the terms of contract the return of 100% pre-pay is needed.
To it Your agency did not have a situation, entailing the back of moneys to the customer.
A new candidate appeared for you, which can come on interview to the client of January, 22. Today on January, 19. Responsibility for a failure to observe of terms of contract to a full degree will lie down on you.
You are a manager on the personnel of large firm. An employee is required Firm - Sales-менеджер. you appealed to the agency on the selection of personnel, contracted with him with within December, 31, stipulating description of workplace and requirement to the candidate. However, a contract was made by not you, and you him did not see.
One candidate was accepted on work and for him money is paid. Through extremely short time on good reason this employee retired. According to the terms of contract an agency is under an obligation to give other candidate (valid for one occasion replacement) to January, 20. Today on January, 19 and to all appearances an agency can not give other deserving candidate.
You must obtain returning of pre-pay in full, not violating business contacts with this agency.
If you will not settle this situation, for you there can be troubles from the side of guidance.
3. Basic processes which must exist in a company, from the point of view of management human capitals
In most which work at the market companies, the question of competent and system management a personnel appears sharply. Large enough money is laid in a selection, enticing, development of personnel. And these actions at 90% cases justify itself - promote efficiency of work of personnel, and accordingly and efficiency of organization.
The question of personnel a separate department (as it is mostly) o...
