Методика подбора и оценки персонала
Практически в любой компании руководитель будет утверждать, что 80% личного рабочего времени он затрачивает на решение проблем своего персонала. Ведь причиной низкой эффективности сотрудников может быть отсутствие четких должностных обязанностей. Беда многочисленных компаний состоит в том, что менеджеры по персоналу вынуждены выполнять функции кадровика, который должен заполнять все документы об увольнении или найме.
Основная движущая сила любого предприятия это квалифицированный персонал, поэтому его обучение и адаптация очень важна, например, для правильного планирования годового бюджета компании. Практика показывает, что именно цифры поддаются корректировке, а вот люди зачастую нет. Поэтому даже менеджеру по персоналу должно быть присущ гораздо больший уровень компетенций, нежели кадровику.
Товар или услуга, предоставляемая компанией на рынке складывается из определенной совокупности различных «под продуктов». А их в свою очередь производит каждый сотрудник на рабочем месте. Недостаток или низкое качество продукта связывают с некомпетентностью сотрудника. Таким образом, руководители могут сами являться тормозами в развитие своей компании.
Даже увольнение такого сотрудника не будет, является выходом для компании, если у нее отсутствует четкая стратегия по отношению к собственному персоналу.
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