home Management lecture notes Upravlіnnya lyudskimi resources - Krasnoshapka VV

Upravlіnnya lyudskimi resources - Krasnoshapka VV

4.3 Vіdbіr staff

Vіdbіr staff-tse processes vivchennya profesіynih i psihologіchnih yakostey pratsіvnika s metoyu vstanovlennya, yogo zdatnostі vikonuvati posadovі obov'yazki on Pevnyi robochem mіstsі abo posadі, i in kіntsevomu pіdsumku vibіr s sukupnostі pretendentіv naybіlsh priynyatogo s urahuvannyam yogo kvalіfіkatsії, spetsіalnostі, zdіbnostey that іnteresіv, scho zadovolnyayut tsіlyam organіzatsії.

When vіdborі kandidatіv priynyato keruvatisya the following principles:

1. Orієntatsіya on silnі rather than third-party slabkі kandidatіv i Poshuk naybіlsh priynyatogo for danoї planted. Yakscho dekіlka kandidatіv not zadovolnyayut vimogam then Mauger dotsіlno vimogi exchange glances, oskіlki stink shaping can Buti zavischenimi,

2. Vіdmova employment od novih pratsіvnikіv Square od їh kvalіfіkatsії that special person yakostey, Yakscho Absent they require.

3. Orієntatsіya on naybіlsh kvalіfіkovanі Qadri, ale not bіlsh visokoї kvalіfіkatsії, nіzh tsogo vimagaє tenements.

4. Zabezpechennya vіdpovіdnih іndivіdualnih yakostey kandidatіv vimogam scho visuvayutsya to jail.

On poperednomu etapі vіdboru for Relief profesіogrami vіdbuvaєtsya Pervin vіdsіv kandidatіv, SSMSC nezdatnі vikonuvati neobhіdnі virobnichі funktsії (Figure 4.2).

Іnshimi іnstrumentami, okrіm profesіogrami in protsesі Pervin vіdboru shaping can Buti:

1. Analіz questionnaire danih peredbachaє scho Biography applicant Je dostatno nadіynim іndikatorom yogo potentsіalu for vikonannya virobnichih funktsіy. Analіz vіdbuvaєtsya on pіdstavі porіvnyannya questionnaire danih candidate i modelі robochem Georeferencing. Nayavnіst takoї modelі neobhіdnoyu minds to hold a fair for the candidate i efektivnosti for organіzatsії vіdboru pretendentіv.

2. Sanitary and Epidemiological Grafologіchna. Danian method bazuєtsya on teorії, zgіdno yakoї handwriting Helsinki Human Je dostatno ob'єktivnim vіdobrazhennyam її osobistostі, i for Relief handwriting mozhlivo otsіniti rіznі Helsinki Human characteristics, in fact i chislі її zdatnіst vikonuvati pevnі virobnichі funktsії. So napriklad in deyakih organіzatsіyah SІLA grafologіchnі Sanitary and Epidemiological conductive for 238 parameters. Perevaga danogo method yak Pervin vіdboru polyagaє in nizkih vitratah and nedolіkom Je Pevnyi odnostoronnіst, to Danian method neobhіdno zastosovuvati in kompleksі s іnshimi methods Pervin vіdboru.

3. Sanitary and Epidemiological Fіzіonomіchna, tobto on osnovі fotografії candidate - profіl i en face.

For the results of a questionnaire analіzu danih, grafologіchnoї that fіzіonomіchnoї Sanitary and Epidemiological priymaєtsya rіshennya about osobistoї zustrіchі s dotsіlnіst candidate. The objectives takoї poperednoї spіvbesіdi Je nastupnі:

• poperednє viznachennya kompetentsії that special person yakostey applicant and takozh yogo zatsіkavlenostі in robotі;
• іnformuvannya applicant company profile, zmіst robots that termіni n vikonannya;
• z'yasuvannya іnteresіv i ochіkuvan oboh storіn, oblastі їh rozhodzhennya that mozhlivih shlyahіv pogodzhennya;
• nadannya applicant in kіntsevomu pіdsumku mozhlivostі to otsіniti chi dіysno vіn Hoca otrimati qiu robot.

Pid hour spіvbesіdi s pratsіvnikami kadrovoї service bіlsh specifically viznachaєtsya naskіlki bidder vіdpovіdaє portrait іdealnogo pratsіvnika that yogo zdatnіst vikonuvati neobhіdnі virobnichі funktsії and takozh potentsіal to profesіynogo zrostannya i rozvitku.

For Relief testuvannya mozhlivo otsіniti zdatnostі to analіtichnogo mislennya, vmіnnya Shvydko exactly vikonuvati robot ohaynіst, uvazhnіst that pam'yat, іntelekt іnshih that a number of characteristics.

Rules testuvannya:

1. Test neobhіdno vikoristovuvati one yak s іnstrumentіv vіdboru, ale not єdiny.

2. Neobhіdno zavzhdi otsіnyuvati dієvіst testіv for konkretnoї organіzatsії, tobto nedostatno vpevnitisya, scho boule Testi efektivnosti in іnshih organіzatsіyah,

3. zastosuvannya testіv neobhіdno mother standardized hiring i vіdboru pratsіvnikіv in organіzatsії.

4. Neobhіdno keep records in yakih LUVs vіdobrazhaєtsya chomu priynyaty that chi pіshy candidate.

5. Neobhіdno koristuvatisya Hotel spetsіalіsta psychologist at testuvannі.

6. Neobhіdno stvoriti spetsіalnі minds pid hour Venue of testuvannya.

Table 4.1.

I Metodi otsіnki vіdboru staff

+ - A method often zastosovuєtsya;

++ - Naybіlsh efektivnosti method in order viznachennі chi іnshogo pokaznika.