Human Resources Management btob Applying human resources productive purposes in order to promote their overarching goals of Petter Trobe and Tommi W. Venning
Management of human resources is a theme that is becoming more and more relevant with time. The largest companies have their own departments responsible for human resources, and several smaller companies have a main character who holds this responsibility. In some cases, the startling btob enough HR position redundant and ostracized. Those people who are employed in a company are all different, they possess different skills and they have different personality. No human beings are equal. This is a big challenge btob for the person btob or persons responsible. So what is the main thing to think about to lead the human resources?
It is also important that the manager knows his employees btob and expertise in an organization. To know their employees need manager and be visible while he / she must be updated on what happens on the "floor"
Planning may involve an enormous amount, we have therefore decided to limit it to those areas that we believe are most important to plan for an HR department. Here are the most important personnel planning and career planning.
Personnel Management is to plan retirement and acquisition of human resources from a few months to a few years ahead of time. It is important to plan ahead so that you know how to retain btob the best and provide the best. If this is not being planned well enough, you now end with "beard btob in the mailbox," because btob it is no longer enough skilled people in the business, to get good enough results. btob
To implement personnel planning must find some information, this can be obtained through appraisals, analysis of positions and who should be placed where, demographic analysis, and mapping of skills needs.
Career planning involves planning a "career ladder" for employees. Plan what opportunities will be given to those employees who perform a good job, and what tasks and rewards that should be in every step. This is important to adapt the positions and staff as possible, in order to again better efficiency and quality. About planning of this being done in a good way, and all employees btob see that there are opportunities to climb up in the system, then "career ladder" act as a great motivator. Employees who understand that there are good opportunities within the enterprise, both motivate to do a better job and make it easier to stay on the top, so they do not disappear to competitors.
One can compare the recruitment process if an organization is to go to the purchase of new machinery or other new equipment. btob When one begins often with setting up some specifications. This is also important to do a recruitment btob process to identify the types of people the organization needs and what expertise you are looking for. The challenge can often be that the organizations are not skilled enough in preparation, through to draw a clear picture of what you are looking for.
Adding hand down a more thorough preparation can shorten the process and save unnecessary additional expenses. There is often a concrete sum of money for recruitment. If one after recruitment can see that you have found "the gold in the coffin" and while not used up this sum, this is a clear signal to the organization that they have been capable of planning and implementation.
It is also important to remember that the procurement process is not over even if the signature on the contract btob of employment is in the bag. Then start up period, this time is also very important. It is important to get enlisted the newly appointed routines and procedures.
There are however some points you can follow to make follow-up period more comfortable for both the new employee and the organization. Here it is important that the new becomes familiar with the other staff, get the new into the "family" as quickly as possible. The issues may result in late Such a process can for example be:
A Roadshow can often seem more comfortable for a new employee than a group welcome, then he / she can get a more one to one relationship with each and associate additional strips on a more personal btob level. btob
This is also an important point. Here one can after ended interviews sit down with new employees to go through and present how the first few weeks are going to be and what processes to be developed. This enables the new employees btob are prepared for what awaits the first workday.
"Competence includes all the programs and measures organizations conducting with a view to developing employees' knowledge, skills and abilities, as well as all the informal learning that takes place through the work itself." btob (Odd Nordhoug 2002, 22)
To develop the skills of the employees has many advantages and should be a key focus of a business. The biggest advantage is to improve
Management of human resources is a theme that is becoming more and more relevant with time. The largest companies have their own departments responsible for human resources, and several smaller companies have a main character who holds this responsibility. In some cases, the startling btob enough HR position redundant and ostracized. Those people who are employed in a company are all different, they possess different skills and they have different personality. No human beings are equal. This is a big challenge btob for the person btob or persons responsible. So what is the main thing to think about to lead the human resources?
It is also important that the manager knows his employees btob and expertise in an organization. To know their employees need manager and be visible while he / she must be updated on what happens on the "floor"
Planning may involve an enormous amount, we have therefore decided to limit it to those areas that we believe are most important to plan for an HR department. Here are the most important personnel planning and career planning.
Personnel Management is to plan retirement and acquisition of human resources from a few months to a few years ahead of time. It is important to plan ahead so that you know how to retain btob the best and provide the best. If this is not being planned well enough, you now end with "beard btob in the mailbox," because btob it is no longer enough skilled people in the business, to get good enough results. btob
To implement personnel planning must find some information, this can be obtained through appraisals, analysis of positions and who should be placed where, demographic analysis, and mapping of skills needs.
Career planning involves planning a "career ladder" for employees. Plan what opportunities will be given to those employees who perform a good job, and what tasks and rewards that should be in every step. This is important to adapt the positions and staff as possible, in order to again better efficiency and quality. About planning of this being done in a good way, and all employees btob see that there are opportunities to climb up in the system, then "career ladder" act as a great motivator. Employees who understand that there are good opportunities within the enterprise, both motivate to do a better job and make it easier to stay on the top, so they do not disappear to competitors.
One can compare the recruitment process if an organization is to go to the purchase of new machinery or other new equipment. btob When one begins often with setting up some specifications. This is also important to do a recruitment btob process to identify the types of people the organization needs and what expertise you are looking for. The challenge can often be that the organizations are not skilled enough in preparation, through to draw a clear picture of what you are looking for.
Adding hand down a more thorough preparation can shorten the process and save unnecessary additional expenses. There is often a concrete sum of money for recruitment. If one after recruitment can see that you have found "the gold in the coffin" and while not used up this sum, this is a clear signal to the organization that they have been capable of planning and implementation.
It is also important to remember that the procurement process is not over even if the signature on the contract btob of employment is in the bag. Then start up period, this time is also very important. It is important to get enlisted the newly appointed routines and procedures.
There are however some points you can follow to make follow-up period more comfortable for both the new employee and the organization. Here it is important that the new becomes familiar with the other staff, get the new into the "family" as quickly as possible. The issues may result in late Such a process can for example be:
A Roadshow can often seem more comfortable for a new employee than a group welcome, then he / she can get a more one to one relationship with each and associate additional strips on a more personal btob level. btob
This is also an important point. Here one can after ended interviews sit down with new employees to go through and present how the first few weeks are going to be and what processes to be developed. This enables the new employees btob are prepared for what awaits the first workday.
"Competence includes all the programs and measures organizations conducting with a view to developing employees' knowledge, skills and abilities, as well as all the informal learning that takes place through the work itself." btob (Odd Nordhoug 2002, 22)
To develop the skills of the employees has many advantages and should be a key focus of a business. The biggest advantage is to improve
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