shments, 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. p> 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:
Г? Psychological descriptions of personality (personality features and character traits)
Г? Knowledge, abilities and skills of employee
Г? Conduct (Values, relations, opinions)
Г? 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. p> 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 person...
