Creation of control system by a personnel how to begin with a zero

Subject

Creation of control system by a forces: how to get down with a nothing

Plan

Entry

1. Directors are from a forces

2. Skilled scheme

Decision

3. Basic processes which must be in a company, from the point of position of direction human capitals

Literature

Entry

PERSONNEL is a forces, constitutions, endeavors or portion of this composing, being a group of for professional or to another marks.

PERSONNEL – ( Personnel ) – in includes itself all spouses and the professional province of employees, brought over to public accountant activity of house.

Forces OF ORGANIZATIONS- sum of physical individuals, being with organisation as legal entity in dealingss, by the managed contract of & # 1085 ; & # 1072 ; & # 1081 ; & # 1084 ; & # 1072 ; , and possessing certain by high-quality descriptions ( capablenesss, motive, concern and personality internalss ) , leting to supply accomplishment of purposes.

Subsystems of direction a forces:

1 ) Footings of labor: execution of footings of psychological science, biotechnologies and proficient aesthetics of labour ; labour and technician of safety protection ; guard of environment.

2 ) Labor dealingss: analysis and adjusting of group and personal common dealingss ; dealingss of counsel ; direction struggle state of affairss ; societal psychological nosologies ; co-operating of leaders is with trade brotherhoods.

3 ) Registrations and history of shootings: enrollment and history of credence, release and interlingual rendition ; enlightening providing ; professional orientation ; providing of employment.

4 ) Selling, omen and planning of forces: development of scheme of direction a forces ; market of labour analysis ; omen of necessity ; connexion is with outsourcing of supplying ; appraisal of forces

5 ) Development of labour potency: techno-economics providing ; in-plant preparation ; work is with skilled modesty ; planning of concern calling ; version of new workers

6 ) Stimulation of labour: scene of norms and dalliance of labour ; development of the system of payment and moral encouragement of labour ; application of signifiers of take parting is in an income and capital ; direction labour motive

7 ) Grant of legal services: determination of legal inquiries of labour dealingss ; legal adjusting of economic activity ; a harmony of normative paperss is from a direction a forces

8 ) Creations of necessary societal substructure: organisation of public nutrient ingestion ; direction service ; providing of the proper footings of wellness protection and remainder and others like that.

9 ) Choices and application of organisational constructions of direction: analysis of bing and planning of most suited for this endeavor of organisational construction direction ; development of manning tabular array.

10 ) Most success of m & # 233 ; nage ( to activity ) is arrived at so, when all functional subsystems of direction a forces are concerted in clip and infinite and used at the same time.

Practical application of proper control system by a forces must tilt against modern construct and matching scheme of direction. One of of import execution of chosen control system by a personnel stages there is practical realisation of set of necessary to the steadfast classs of workers.

1. Directors are from a forces

However, every company has specific demands to such resource, as a forces, and merely replying these demands, workers can supply success of company. What it depends “ on what does organize these demands? Such inquiry appears automatically. Answers tremendous sum: from place of company at the market, from her phase of development, from scheme of activity, from a corporate spirit and created corporate civilization and others like that. But all these factors prove that soon for the successful operation of company really of import is competent work with a forces. Want to tag that precisely work with a forces, but non merely his choice, as yet until now counts most leaders and top-managers.

Large multinational companies already a long ago realized ponder ability of these statements and in each there is a section which works with a forces such company. Here already a long ago there are the separately worked out and prescribed procedures which touch work of forces and with a forces. Directors from a forces merely control them right execution. But there are well less companies, in which the inquiries of forces decide chaotically adequate and frequently even there is non an person which them would organize. What to make in such state of affairs? Most leaders realize good, that work with a forces can well increase the incomes of their house, that is why Begin to seek a adult male which would assist to work out these jobs, or at presence of money at one time create sections from a forces. When does a leader brand determination to make a section from a forces or even to come in in the province the companies of one director from a forces, a inquiry appears: “ And from what to get down ” ? In my sentiment, it costs to get down with the hunt of director or, if it is a section, so manager from a forces.

Director from a forces as cipher other must split values and visions of company. Even if these things are non prescribed and non witnessed documentarily, in every company nevertheless there are the unwritten values and schemes of development. That more workers divide them and support, so more conjunct and effectual will be work of company. And as a hereafter forces will come in a company through a director from a forces, it is of import, that he realized place of company clearly. In fact we want it or non a gold regulation ever operates: we accept to itself to work of those people which divide our perceptual experience of the universe up to a point. And even seeking to be maximally nonsubjective, this consequence it is hard to avoid.

Activity is unalienable portion of work of director, he must invariably be in the class of affairs of company and design the activity depending on alterations in the procedure of her development and forming of new necessities.

It is a adult male which knows tremendous confidential information content, that is why a leader must swear a director which works with a forces.

There is another nicety: taking a director from a forces, a company can take two ways: at foremost, to take a immature position worker with minimal experience, but such adult male needs great while for version, extra surveies and on the first pores clear indicating from the side of counsel. Second, it is possible to take a skilled specializer what will give thoughts to guidance, to make and recognize skilled schemes. A leader in such instance will analyze and asseverate already the prepared charts of work with a forces which well will diminish him sentinel disbursals, but such specializer has a well higher monetary value at the market of labor.

I led as an illustration now, chiefly, personality descriptions of desirable campaigner. Although, clear concern, it costs to take into history other socialdemographic factors: age, sex, experience, particular accomplishments. But these standards every leader determines on the discretion.

It costs to pay attending to besides that, how right to come in place of director from a forces in a company. I mean non legal party concerns, but human factor, in fact precisely he from practical experience creates most misunderstanding. If company the drawn-out period did be without a adult male which it is centralized decided skilled inquiries, and all of a sudden out of the blue for workers a director appears from a forces, in all a inquiry appears: “ why ” ? If in clip non to give right information, so all without an exclusion workers will draw out guess independently, that precisely planned counsel. In the corridors conversations, scuttle-butts and rumor, will distribute. These procedures are really rapidly started, severely controlled and them it is about impossible to halt. It like snow to whom or playing the broken telephone. Sufficiently to show some guiltless guess person and to the terminal of twenty-four hours in a company a rumor will distribute about the planetary restructuring, mass releases and others like that. Why so? & # 1042 ; & # 1089 ; & # 1077 ; merely is belongings of our mind, we ever with fear perceive something a new, and particularly, if it is accompanied by the deficit of information. At that rate we rapidly make full this deficit ain guess-work, and largely naming to ain frights.

What to make, to avoid it? It is needed in good clip to state to the workers, that it is planned to come in such adult male in the province, as a director from a forces, shortly to depict, for what it is done and which will be him basic maps. In the first twenty-four hours of work of director it is necessary to introduce him with all corporate and one time once more to tag his basic promises. Access of workers to the director from a forces must be maximally unfastened, surely, depending on the construction of company. Every worker must hold a right to set a inquiry to the new specializer.

When a director from a forces comes in a company, he must at first to overlook dirt, and so set about to concern. That do I intend precisely? From ain experience know that every company does non look like other – it as different states in which all live on different Torahs, although they are similar on the face of it. Therefore governed and schemes of one company can be nonviable in other. Precisely for this intent at first it costs to every director from a forces to understand, where he got. It is needed to understand on what phase of development company, what proviso with a forces, who before even episodically decided current skilled inquiries which are the primary intent of activity of company and many other. For such sounding it costs to utilize different methods: from the analysis of normative and ordinance paperss which exist in a company, to private conversations after the cup of java both with leaders and with a forces.

Yet it is highly of import for any director from a forces to understand the organisational construction of company ( from what sections folded, who who submits, who answers for what ) . If such construction is non prescribed on a paper, so it and will go the first official undertaking of new worker. In fact without her it is hard to understand procedures which take topographic point in companies, the more so, that at every degree there are niceties with which afterwards it will be to work to the director.

It is possible to form official nosologies of forces by agencies of the specially created questionnaire. That at one time non to scare a forces, this questionnaire must non touch the concrete appraisal of forces, but merely to name tempers which dominate in a company. For him it costs to convey in a inquiry about satisfaction or dissatisfaction work in a company, therefore of import is both a degree of hygienically and personality factors, inquiries which determine trueness to the company and besides needfully suggestions in relation to the betterment of work with a forces from a forces. The last, by the manner, is of import yet and because in any instance a director from a forces is a new adult male in a company and he is hard at one time to catch, and that it is precisely necessary to alter, that it became better, and workers which work long clip in a company can offer from ain experience. Many thoughts can be even really rational, that is why them it costs to do world of. And if workers will see that their thoughts, their vision counsel considers valuable and makes world of it will advance trueness of workers and their efficiency well.

Introducing to the phase the spread of larning & # 8217 ; s of director provides for besides. Every specializer from a forces, before to accept certain determinations, must familiarise with the particular of work and activity of company. He must understand kernel of work of her specializers. For illustration, our company carries out transport-expeditionary activity. Surely, I do non necessitate to cognize all niceties in relation to transit of tonss, but kernel of work of directors of company, most widespread troubles and features what this activity is marked, I obliged to cognize. The best method for such surveies – to carry on a few yearss in the “ bosom ” of company. That I mean: if it is an expeditionary company, so to sit in the section of directors which carry out transit straight, and to look after their activity, if it is a retail concern – so to carry on a few yearss in the trading floor of stores between salespeople-consultants and others like that.

A following measure will be a survey of geographical location of offices of company and specific each of parts. From ain experience can state, that every part has the particular and address goes non merely about East and Western Ukraine. If you have subdivisions in the different countries of Ukraine, it follows needfully personally to see each of them, to set right linking verb with skilled and by bureaus, to tie in with possible campaigners, analyse the local imperativeness and other beginnings of hunt of campaigners. In every part these beginnings can be different, and their precedence will alter for possible campaigners. If you are interested by immature specializers, so it costs to set right activity with local by towers, in an ideal to hold about short presentation of company before pupils. It will assist to organize the attractive image of company as an employer.

In add-on, it does non follow to bury rivals about monitoring. Rivals can be both little local endeavors which are good developed in a concrete part and big national companies. All depends on the section of market, which the directed organisation is on. Us, foremost of all, direct non activity of such companies, but their suggestions, will involvement to the possible workers, specializers in this domain, and more exactly, degree of payment, system of payment ( rate, rate plus per centums, per centums or other ) compensative bundle et cetera.

Understanding with a state of affairs in a company, it is possible to ship on creative activity of skilled scheme on the following twelvemonth of activity of director from a forces, and in future on her footing and skilled budget. What does skilled scheme consist of? And what is based on she?

2. Skilled scheme

Foremost it should be said, that skilled scheme is based merely on general scheme of development of company and no clip can non to her contradict. In add-on, she must reply a mission and values of company. If a mission and values is non, so the first point in scheme of section from a forces – to make or order them, and besides work out and corroborate the criterions of work and intercourse in a company.

Skilled scheme must dwell of following divisions:

& # 183 ; Selection, response on work and planning of forces harmonizing to the necessities of company.

& # 183 ; Adaptation of forces – how version will be new forces which will come in a company.

& # 183 ; Surveies and development of forces are surveies of new and present workers, and besides creative activity of charts of development of gifted workers.

& # 183 ; An appraisal of forces is a building of single standards of appraisal of forces in conformity with the particular of company and every vacancy in peculiar.

& # 183 ; Creation of skilled modesty ( particularly in relation to identify places for a company ) and work is with skilled modesty.

& # 183 ; Creation of the system of motive – both material and non-material.

& # 183 ; Internal PR of company, addition of trueness of workers, betterment of communications into a company.

& # 183 ; External PR is presentation of company at the market of labor, bring forthing an image of positive employer.

After creative activity and statement skilled scheme needfully it follows to show to the workers, to happen out, and for what a director is however needed from a forces which will alter with his reaching in a company. And if at the get downing the public maps of this adult male were wired for sound merely, so now workers can familiarise with concrete steps which will be used for a twelvemonth.

Decision

Therefore a director from a forces is strong of import place in every company and to the choice of such specializer it is needed to walk up carefully. It is of import non merely right to take away a worker but besides fix other forces to debut of such place. And even after visual aspect in a company a director can non at one time actively instill the purchased experience and accomplishments from other companies. Inordinately of import is to analyze a state of affairs which was folded in a company, understand that it costs and that it does non be to use for an effectual building works with a forces. Advices to the directors on a forces.

Most leaders of new coevals absolutely understand the differences of director on a forces from usual before skilled agent. And non by opportunity. One of the last researches showed that to 80 % barriers on the manner of development of market dealingss as or it is otherwise related precisely to the jobs of forces.

Here and opposition to the inventions, and unwillingness to be taught once more, and deficiency of ability to work freshly, and internal disaffection from the purposes of organisation. All these 80 % jobs foremost of all brought down on the caput of directors, responsible for a forces. Clearly, that cognition and abilities of such specializer must strikingly differ from ability in good clip to switch the personal files from one topographic point to other. Although it would be unjust non to make justness to & # 1082 ; & # 1072 ; & # 1076 ; & # 1088 ; & # 1086 ; & # 1074 ; & # 1080 ; & # 1082 ; & # 1072 ; & # 1084 ; of old construction, at which paperss were in the order, and people they hired absolutely.

What must cognize and able modern director on a forces? 3 – 4 back his basic undertaking was a choice of forces. It is non insouciant. The figure of houses grew, as mushrooms after a rain. With non less frequence they scattered or transformed. On long and consecutive work into organisation at that place merely was non clip. A general state of affairs some changed now. From one side, she is more stable. On the other manus, even those organisational alterations which take topographic point, realized othergates.

Many commercial organisations passed the first stages of the development, confirmations of accomplishment of the employees a long ago. Many collectives are more or less stable, possess sufficient human potency. And frequently this stableness is included in contradiction with the kineticss of market, when a crisp bend is required in conformity with the altering province of personal businesss. Yesterday a house traded chiefly, an adjustment costs today, and tomorrow can be & # 1082 ; & # 1085 ; & # 1080 ; & # 1075 ; & # 1086 ; & # 1087 ; & # 1088 ; & # 1086 ; & # 1080 ; & # 1079 ; & # 1074 ; & # 1086 ; & # 1076 ; & # 1089 ; & # 1090 ; & # 1074 ; & # 1086 ; & # 1084 ; will prosecute. Many leaders prefer even at such changing of general line nevertheless to salvage the meat of organisation, dwelling of people good known and tested. New way of activity requires new abilities from employees. Consequently, they are necessary to be on a regular basis taught once more.

Teaching in the workplace

On our eyes the new map of director grows and gets strong on work with a forces is a teaching map. From oppugning of directors conducted by us it is necessary on a forces, that many of them considerable clip is spared to development and realisation of ain educational classs and preparation. We approach such province of organisations, which in text editions on an organisational behavior is named “ By pupil organisations ” , bit by bit.

Teaching to the instruction methods

Assortment dictates learning those new demands to readying of directors on a forces. It would be unreasonable to fix them individually under every subject of learning. Much more effectual to learn our directors to the generalized traveling near readying of the ain plans. And get downing is here necessary non at wholly from an online tutorial. A starting point is a theory of organisations. It is of import to separate what can learn, from that must be inculcated in life of organisation non educational, and by other methods.

“ Stairss ” are in readying of the instruction plan

The chart of stairss of readying and realisation of online tutorial offered below, surely, is non merely faithful. She merely specifies on that an online tutorial is non completed with completion of instruction and closely related to the maps, drawings together places of director on a forces and administrative adviser.

Chart of stairss:

1 ) Diagnostics of organisation

2 ) Function, compensated by developing. A director on a forces distinguishes the group of workplaces, where preparation can be conducted on one plan.

3 ) Description of purposes and actions.

4 ) Description of basic jobs.

5 ) Description of basic contradictions.

6 ) Translation of purposes, contradictions, places, runing on the linguistic communication of online tutorial.

& lt ;< p>7 ) Choice of manner of realisation of preparation.

8 ) Preparation of educational stuffs.

9 ) Preparation of plan-chart of class.

10 ) Realization of instruction.

To the director on a forces utile to cognize that pupil organisations originate up merely wherein there are pupil directors. Therefore our sentiment is the most indispensable quality of director on a force is his openness new and reflection place in relation to all facets of life of organisation.

Example of readying of exercising Reflection in direction to exercising of contradiction between the participants of co-operation.

At instruction of directors on a forces both the ready are used and created by the hearers of & # 1090 ; & # 1088 ; & # 1077 ; & # 1085 ; & # 1080 ; & # 1085 ; & # 1075 ; & # 1086 ; & # 1074 ; & # 1099 ; & # 1077 ; state of affairs. The illustration of & # 1090 ; & # 1088 ; & # 1077 ; & # 1085 ; & # 1080 ; & # 1085 ; & # 1075 ; & # 1086 ; & # 1074 ; & # 1099 ; & # 1093 ; instructions, worked out by hearers is here presented.

So, in the procedure of work it turned out with organisation, that one of job points of his activity was on co-operating with the employees of & # 1088 ; & # 1077 ; & # 1082 ; & # 1088 ; & # 1091 ; & # 1090 ; & # 1080 ; & # 1085 ; & # 1075 ; & # 1086 ; & # 1074 ; & # 1099 ; & # 1093 ; bureaus. Naturally, what a director on a forces and director of & # 1088 ; & # 1077 ; & # 1082 ; & # 1088 ; & # 1091 ; & # 1090 ; & # 1085 ; & # 1086 ; & # 1075 ; & # 1086 ; bureau present different involvements which under certain fortunes can come in into contradiction with each other. On the base of the existent state of affairs, discussed in one of groups, we worked out exercising for & # 1090 ; & # 1088 ; & # 1077 ; & # 1085 ; & # 1080 ; & # 1075 ; & # 1086 ; & # 1074 ; & # 1086 ; & # 1075 ; & # 1086 ; employment.

You signed a contract about the choice of director. On this contract you must shut a vacancy to December, 30. During current dialogues the term of & # 1080 ; & # 1089 ; & # 1087 ; & # 1086 ; & # 1083 ; – & # 1085 ; & # 1077 ; & # 1085 ; & # 1080 ; & # 1103 ; work is carried on January, 20. For this period the first campaigner was ratified. However, making some work three yearss, he retired. Until now a vacancy is non closed by you. On the footings of contract the return of 100 % pre-pay is needed.

To it Your bureau did non hold a state of affairs, implying the dorsum of moneys to the client.

A new campaigner appeared for you, which can come on interview to the client of January, 22. Today on January, 19. Duty for a failure to detect of footings of contract to a full grade will lie down on you.

You are a director on the forces of big house. An employee is required Firm – Gross saless – & # 1084 ; & # 1077 ; & # 1085 ; & # 1077 ; & # 1076 ; & # 1078 ; & # 1077 ; & # 1088 ; . you appealed to the bureau on the choice of forces, contracted with him with within December, 31, qualifying description of workplace and demand to the campaigner. However, a contract was made by non you, and you him did non see.

One campaigner was accepted on work and for him money is paid. Through highly short clip on good ground this employee retired. Harmonizing to the footings of contract an bureau is under an duty to give other campaigner ( valid for one juncture replacing ) to January, 20. Today on January, 19 and to all visual aspects an bureau can non give other meriting campaigner.

You must obtain returning of pre-pay in full, non go againsting concern contacts with this bureau.

If you will non settle this state of affairs, for you there can be problems from the side of counsel.

3. Basic processes which must be in a company, from the point of position of direction human capitals

In most which work at the market companies, the inquiry of competent and system direction a forces appears aggressively. Large adequate money is laid in a choice, luring, development of forces. And these actions at 90 % instances warrant itself – promote efficiency of work of forces, and consequently and efficiency of organisation.

The inquiry of forces a separate section ( as it is largely ) or even separate adult male must make up one’s mind. And that to make, if is non such adult male? An reply is simple rapidly to rectify this defect. In the first portion of work we touched basic facets from which must get down the activity director from a forces in a new company. In this portion will speak about basic procedures which must be in a company, from the point of position of direction homo capitals which all control system by a forces will be in class of clip formed on the footing of.

If place of director from a forces is new in a company, all of it needs to be developed and prescribed from get downing, in fact non a individual certification is non on these inquiries.

Therefore, if we embark on the first point of our skilled scheme, viz. choice, response and planning of forces, we must make the row of paperss needfully. In my sentiment, it costs to get down from a petition on the choice of forces. These petitions actively use to the shooting and & # 1088 ; & # 1077 ; & # 1082 ; & # 1088 ; & # 1091 ; & # 1090 ; & # 1080 ; & # 1085 ; & # 1075 ; & # 1086 ; & # 1074 ; & # 1110 ; bureaus during work with clients, but seldom internal directors from a forces, although to no intent. Yes, on creative activity of such to the signifier it is needed to pass small clip, but he occupies itself to the full. In fact a director from a forces clearly presents demands to the unfastened vacancy and knows that it is possible to offer to the possible campaigners. In add-on, of import is that this request a director from a forces fills straight with a leader which so asserts her. Such measure in the hereafter will protect the section of work with a forces from the unneeded complaining on disparity of the selected campaigners to the demands declared before. In fact if a petition is absent, these demands can several times change, something can & # 1087 ; & # 1088 ; & # 1080 ; & # 1079 ; & # 1072 ; & # 1073 ; & # 1091 ; & # 1090 ; & # 1080 ; & # 1089 ; & # 1103 ; about something merely can bury to warn. And at presence of the sanctioned petition a section from a forces will cognize clearly, that is precisely required from a new worker. Therefore, if to go through to pattern, so such petition for us contains following informations:

– general information is about a vacancy ( part and metropolis, subdivision, section where vacant place, clear name of place, day of the month of filling of petition and term of her shutting, appeared, even entries: who a adult male submits and who will be in her entry ) ;

– footings of work ( reference of occupation, in writing humanistic disciplines of work, continuance of test period, payment on a test period and after him, compensative bundle ) ;

– description of place ( basic functional promises and other niceties which touch this place ) ;

– demands are to the campaigner ( general information: age, sex, instruction ; personal and concern lines, cognition and accomplishments ) ;

– circle of individuals which make determination in relation to a campaigner ;

– except for chief points, a petition contains, yet such division as notes ( he can be named diversely ) . Here it costs to compose some particular things, chiefly informal which touch a vacancy. For illustration, characteristics of corporate, characteristic of part and, in conformity with them, wish in relation to the characteristics of campaigner and other

It costs to order the chart of choice a following measure in a company. It is bulky plenty employment, but in class of clip on the footing of this chart you will be able to make place about the choice of forces. A presence of such place is obligatory for every company. If shortly, so in her it follows to take into history following points:

– beginnings of hunt of possible campaigners, and here it does non be limited to standard are MASS-MEDIA and cyberspace. Every place has the particular and really existent beginnings of choice. It costs good to analyze a state of affairs and define beginnings which are precedence for the specializers of concrete domain. These can be the specialised forums, exhibitions and other ;

– methods of choice. Here it is besides possible to woolgather up. For every vacancy existent will be different methods and methods.

But you must order base which will be used precisely in your organisation. Surely, they can complement each other or common exclude depending on a state of affairs. So, for illustration, if a necessary mass choice you here can assist worked out & # 1072 ; & # 1089 ; & # 1089 ; & # 1077 ; & # 1089 ; & # 1089 ; & # 1084 ; & # 1077 ; & # 1085 ; & # 1090 ; , with the certain set of exercisings, inquiries, & # 1082 ; & # 1077 ; & # 1081 ; & # 1089 ; & # 1110 ; & # 1074 ; and trials. With his aid you will tie in with plentifulness of people for short infinite and able in an action to look into up necessary for you accomplishments. We largely pick up directors this method. Irreplaceable, surely, there is interview in her different fluctuations. Besides it is here possible to think the professional and psychological testing, which can be both portion of independent method ;

– sum of degrees of appraisal, which a campaigner must go through. For us all Begins from the analysis of executive sum-up, so can use an ain questionnaire ( she is obligatory merely if the controlled from distance choice is conducted ) , sometimes telephone interview ( it touches the more controlled from distance vacancies besides ) , further interview with a director from a forces or & # 1040 ; ss & # 1077 ; ssment-centre, so interview with a

– manager and with the leader of section, a novitiate will work in which ;

– general standards of appraisal of campaigner ;

– decision-making ways are in relation to campaigners and responsible individuals.

& # 1040 ; ss & # 1077 ; ssment-centre is a method of appraisal of forces, which can anticipate the psychological testing, professional testing ( situatioonal trials ) , single exercisings, group exercisings, function games, interviews.

Harmonizing to created by you systems, it is needed it will be to work out a few signifiers. For us, for illustration, for comfort there is a signifier of appraisal of & # 1072 ; & # 1089 ; & # 1089 ; & # 1077 ; & # 1089 ; & # 1089 ; & # 1084 ; & # 1077 ; & # 1085 ; & # 1090 ; & # 1091 ; , signifier of telephone interview, geared-up is certain trial methods and worked out & # 1082 ; & # 1077 ; & # 1081 ; & # 1089 ; & # 1080 ; for every vacancy.

The following point of skilled scheme is work from version of the recognized workers.

Here besides it costs to work out and corroborate a certain chart, after which will go through version all accepted workers and those, who got measure. Afterwards this chart besides grows into a necessity for the company of place about version and passing of test period. It is foremost needed, at least, to work out “ Package of novitiate ” or “ Book of novitiate ” .

The bundle of novitiate in our company contains history of company, organisational construction, internal Numberss of telephones and electronic references of all workers of company, regulation of internal order, list of necessary paperss which need to be given and make full for employment. Every director must make up one’s mind from a forces, what filling of this bundle will gain most.

It follows clearly to order distribution of duty between the concrete workers of company for passing of test period, and besides standards which will be a certification novitiates, that a worker went a test period and procedure of version well.

To prosecute in all points of the worked out skilled scheme at the same time difficultly plenty, particularly, if this burden falls on the shoulder of one adult male. Therefore farther it costs to be determined, that is precedence on a concrete minute for Your organisation. In fact for you, perchance, already there is the singular system of motive ( both stuff and non-material ) , effectual system of appraisal and other. Then perfectly it does non be to alter something. Particularly it touches alterations in the system of motive, they are sallow plenty and hard for a forces. Therefore at first understand the existing systems. If something weakness or, & # 1103 ; & # 1082 ; & # 1085 ; & # 1072 ; & # 1081 ; & # 1095 ; & # 1072 ; & # 1089 ; & # 1090 ; & # 1110 ; & # 1096 ; & # 1077 ; is, some procedure is non far perfect, does non direct activity of people in a necessary river-bed – embark on his rectification.

If you decided to develop the system of motive, it costs to retrieve two niceties:

– she must be based on the values of forces, and self cognition of values of your workers will enable to you to happen right precisely for them balance of stuff and non-material motive ;

– it costs to be determined, that for you in-process workers is major ( accomplishment of consequence, meticulosity, heed to the procedure which helps to minimise mistakes, disciplinary minutes or anything other ) , and to promote shows precisely of these lines or competenses. It is possible to come in non merely encouragement but besides system of mulcts after the impermissible for a company actions of workers or absence of the planned occupation public presentation are certain. Every employer must do determination, taking into history all hazards and inside informations.

Coming in a company, as be said in the first portion of the article in a old figure, every director sends out a antenna. Watches processes which take topographic point in a company, analyses and determines, every bit far as high degree of trueness of workers to the company. If here all in the order, both an addition of trueness and internal PR of company will non be for you foreground occupation, if no, or quicker undertake to concern. Form corporate steps, conduct the corresponding preparation and, basic maximally socialize with a forces, to understand chief grounds of subzero trueness and in clip to neutralize them. In fact if such “ undersea rocks ” much, so whatever budgets you spent on corporate evening-parties and preparation, it will non give a desirable consequence.

In analogue, it does non be to bury companies about external PR. It follows to bring forth an image of attractive employer for the organisation, in class of clip to take off the job of deficiency of necessary professionals. If at the market of labour the name of your company will frequently sound and comprehend positively, workers will come to you and offer the campaignings. It should be remembered that the image of the company you form invariably: get downing from that, how you speak by phone with campaigners reasoning the lasting representative office of company on the carnivals of vacancies and presentations in educational constitutions, profile conferences and other.

It is non necessary to bury and about such portion of work with a forces, as surveies. First and more chief all, that it follows to memorise, – any surveies need to be conducted, tilting against the in good clip carefully thought out system. Which one she will be, what chief speech patterns will be placed on – here all will depend on a particular and scheme of company.

In my sentiment, it costs to split surveies after degrees: for novices, for the workers of in-between degree and for top- & # 1084 ; & # 1077 ; & # 1085 ; & # 1077 ; & # 1076 ; & # 1078 ; & # 1084 ; & # 1077 ; & # 1085 ; & # 1090 ; & # 1091 ; . In add-on, in analogue there must be another division: surveies, which touches the direct particular of work and surveies, sent to the personality tallness of campaigners. Teaching a force is possible different methods, most widespread are developing, yet seminars ( they, normally, are used for the service of specific cognition ) usage talks, the corporate alteration of educational movies with a farther analysis or creative activity of corporate library, and besides claim of lists of books, which a worker is under an duty to read, is besides possible. Who is responsible for these procedures and surveies conduct straight? There are a few discrepancies: it can be the same director from a forces but such discrepancy is non the best, as this activity takes off clip from basic work of director, it is possible to engage trainers which work in different consulting bureaus, but their services are expensive plenty, that is why the most optimum discrepancy is to accept on work a regular trainer which will make to the plan preparation straight under the necessities of company and will carry on all surveies. In such instance a director from a forces merely coordinates work of trainer and tickers, that she coincided with general scheme of work of company. And utilize services of external trainers merely in instance of happening of necessity of the specialised surveies or demand in creative activity of the plan of personality development for top-managers. If there is a necessity, creative activity of corporate universities becomes possible even for preparation of maximally skilled forces.

Well and last, about what it costs non to bury, is the appraisal of forces organizing of skilled modesty. In relation to that, when it is better in all to carry on the appraisal of forces, thought divided. One insist on that merely coming in a company, a director must make the appraisal of forces, to cognize, with what it will be him to work. Other, to which articulation and I, defend an thought, that it does non cost at one time to set everything from pess to the caput. At first it follows to see this corporate, gauge a state of affairs to come in certain procedures and after it to get down the appraisal of forces. Basic regulation of appraisal of forces – she must be based on clear standards which are developed under every place individually and are based on station instructions. It can carry on an appraisal different methods and use different methods. As be said higher about other procedures, the procedure of appraisal it costs to order in place. The pick of method of appraisal depends on the particular of places.

Objects of appraisal:

– Psychological descriptions of personality ( personality characteristics and character traits )

– Cognition, abilities and accomplishments of employee

– Behavior ( values, dealingss, sentiments )

– Efficiency of labor

The appraisal of psychological descriptions of personality frequently meets at the choice of forces. The methods of appraisal are limited to proving and questioning. Quality of appraisal depends on making of specializer, carry oning an appraisal.

Appraisal of cognition, abilities and accomplishments more frequent meets at a choice and instruction of forces. Basic methods of appraisal are proving and trainers, rarer interviewing. However, for the appraisal of row of accomplishments, concern games befit better. Quality of appraisal depends on worked out of methodical base ( trials ) and competency of experts, carry oning an appraisal.

A behavior is the most hard object of appraisal. Used in all three maps of HR. The frequently applied methods of appraisal are oppugning and questioning. Quality of appraisal to the full depends on worked out of methodical base ( theoretical account of competenses ) and competency of experts, carry oning an appraisal. Partially the elements of behavior can be estimated through such signifier of concern game as assessment-centry.

The appraisal of efficiency of labour differs in that steadfastly related to the concern procedures of company and checking system. In other words, appraisal of efficiency is ordinary appraisal, conducted on the phase of control of forces. An appraisal of efficiency is an appraisal of execution of personal KPI. KPI and motive of forces in the monthly checking system let to acquire considerable competitory borders for your company.

One of the newest methods of appraisal of forces is a round appraisal or method 360 grades. This methods it was begun actively to use in the West in 90th of Twenty of century. At the beginning of 2000th Russian HR – & # 1089 ; & # 1087 ; & # 1077 ; & # 1094 ; & # 1080 ; & # 1072 ; & # 1083 ; & # 1080 ; & # 1089 ; & # 1090 ; & # 1099 ; began to follow this experience for western co-workers, and now this method is the popular mean of appraisal of forces and for us. Kernel of methods “ 360 grades ” consist in that the appraisal of employee is conducted by all his work environment: leaders, inferiors, co-workers and clients. Besides an employee can inquire to gauge itself. However this methods of appraisal are the separate group of methods of appraisal is besides questioning and ( or ) inquiring, merely complex and in a few new to the signifier.

The complex and quite independent methods of appraisal of forces is attestation.

Attestation ” ( from Latin “ attestatio ” is a certification ) is finding of degree of conformity. Attestation is one of the most widespread signifiers of appraisal of work of forces, and more precisely findings of degree of carry throughing the of worker occupied place and ( or ) topographic point which he applies on. The employees of most organisations with the put right direction base on balls process of attestation, as a regulation, one clip per a twelvemonth.

It follows besides to retrieve, that we must gauge non merely activity of other workers, but besides invariably supervising efficiency of ain work and those procedures, what of us entered. If something which really attractively sounds in theory does non work in pattern, our undertaking – to make necessary decisions and convey in rapid alterations. Precisely due to a critical relation, first, to ain work and to professional flexibleness, we can have custodies brick after a brick to construct most effectual control system by a forces for our company.

Literature

1. Chen, Guo – Ming, & A ; Starosta, William J. Foundations of intercultural communicating. – New york: Allyn & A ; Bacon, 1997. – 340 P.

2. Boli John, George M Thomas. World Culture in the World Civil order: A Century of International Non – Governmental Organization. // American Sociological Review, Vol.62 No.2 ( Apr. , 1997 ) p. 171-190.

3. Fukuiama of the Social capital // Culture affairs. How values assist public advancement / Under & # 1088 ; & # 1077 ; & # 1076 ; . Harrisona l. and Hantingona S.. – & # 1052 ; . : Moscow school of political researches, 2002. – & # 1057 ; . 130-135.

4. Ter-Minasova S. Language and & # 1084 ; & # 1077 ; & # 1078 ; & # 1082 ; & # 1091 ; & # 1083 ; & # 1100 ; & # 1090 ; & # 1091 ; & # 1088 ; & # 1085 ; & # 1072 ; & # 1103 ; communicating. – & # 1052 ; . : Word, 2000 – 624 degree Celsius.

5. Scraps of & # 1040 ; . & # 1050 ; . KPI and motive of forces. Complete aggregation of practical instruments. it is & # 1101 ; & # 1082 ; & # 1089 ; & # 1084 ; & # 1086 ; , 2010. – 160 p. – ISBN 978-5-699-37901-9

6. Mark & # 1040 ; . Huzlid, Dave Ulrih, Brian I. Bekker & # 1041 ; , Measuring of effectivity of work of HR -department. Peoples, scheme and productiveness = of The HR Scorecard Linking People, Strategy, and Performance. – & # 1052 ; . : “ Williams ” , 2007. – & # 1057 ; . 304. & # 8212 ; ISBN 1-57851-136-4