e vacancies also), farther interview with a manager from a personnel or Аssеssment-centre, then interview with a
Г? director and with the leader of department, a novice will work in which;
Г? general criteria of estimation of candidate;
Г? decision-making ways are in relation to candidates and responsible persons.
Аssеssment-centre is a method of estimation of personnel, which can foresee the psychological testing, professional testing (situatioonal tests), individual exercises, group exercises, role games, interviews. p> 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 ассессмента, form of telephone interview, geared-up is certain test methods and worked out кейси for every vacancy. p> 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. p> 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:
� 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;
Г? 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 establi...