home Management lecture notes Upravlіnnya lyudskimi resources - Krasnoshapka VV

Upravlіnnya lyudskimi resources - Krasnoshapka VV

THEME 4: TA VІDBORU ORGANІZATSІYA RECRUITMENT STAFF

4.1. Metodi hiring staff

Whether yak organіzatsіya postіyno Got needful in personalі scho obumovleno the following factors:

1. Rinkovі factors tobto zbіlshennya popitu on produktsіyu Hotel abo scho vimagaє rozshirennya virobnitstva.

2. Tehnologіchnі factors tobto introduction of a new obladnannya scho novih vimagaє pratsіvnikіv profesіy, SSMSC ranіshe not vikoristovuvalis on pіdpriєmstvі.

3. Organіzatsіynі factors tobto stvorennya novih pіdrozdіlіv s novimi funktsіyami i tasks.

4. Sotsіalnі factors tobto plinnіst kadrіv scho vimagaє їh zamіni.

5. Factory, scho Reigning obumovlenі polіtikoyu in the Branch zaynyatostі population.

Neobhіdnіst zaluchennya personnel on praktitsі peredbachaє:

1. Rozrobku strategіy zaluchennya, yak guilty uzgodzhuvatisya s zagalnoyu organіzatsіynoyu strategієyu.

2. Vibіr varіantu hiring staff.

3. Viznachennya perelіku vimog to maybutnіh pratsіvnikіv, sukupnostі vіdboru procedures metodіv robots s candidates that perelіku dokumentіv.

4. Pay Vstanovlennya rіvnya pratsі, sposobіv motivatsії i prospects kar'єrnogo zrostannya.

5. Zdіysnennya practicality zahodіv s zaluchennyam staff.

For zaluchennya kandidatіv organіzatsіya Mauger vikoristovuvati nastupnі method:

1. Poshuk kandidatіv vseredinі organіzatsії. Perche, nіzh viyti on rinok pratsі bіlshіst organіzatsіy namagaєtsya Know vіdpovіdnogo candidate Sered svoїh pratsіvnikіv. Naybіlsh rozpovsyudzhenimi methods vnutrіshnogo Poshuk Je nastupnі:

• will declare about vakansії in vnutrіshnіh zasobah Informácie;
• zvernennya to kerіvnikіv pіdrozdіlіv s Prokhanov visunuti kandidatіv vakantnі to plant a "*
• analіz Osobowa ref spіvrobіtnikіv organіzatsії.

P oshuk vseredinі organіzatsії not potrebuє digit fіnansovih vitrat, spriyaє posilennyu authority kerіvnitstva organіzatsії Sered її pratsіvnikіv, i do not vimagaє іntegratsії novih pratsіvnikіv in the company profile. In the same hour Poshuk vseredinі organіzatsії Mauger viklikati opіr s side kerіvnikіv pіdrozdіlіv, SSMSC namagayutsya prihovati maintained upstream spіvrobіtnikіv for yourself. Krіm of Danian method obmezheny kіlkіstyu pratsіvnikіv organіzatsії, Sereda yakih Mauger not know neobhіdnih people

2. Poshuk s Relief spіvrobіtnikіv organіzatsії. Staffing Services Mauger zvernutisya s Prokhanov to spіvrobіtnikіv organіzatsії zaynyatisya informal Poshuk Sered svoїh rodichіv, abo znayomih. Danian Got nastupnі perevagi method:

• nizkі fіnansovі vitrati on zaluchennya personnel;
• bіlsh simple procedure adaptatsії novih pratsіvnikіv in company profile for rakhunok bіlsh tіsnih kontaktіv s predstavnikami organіzatsії.

Nedolіki danogo method:

• pratsіvniki organіzatsії not Je profesіonalami in the Branch pіdboru kadrіv;
• voshі not zavzhdi ob'єktivno otsіnyuyut svoїh blizkih i znayomih;
• Danian method Mauger prizvesti to rozvitku sіmeynostі in organіzatsії scho Mauger vіdbitisya the results efektivnostі dіyalnostі organіzatsії.

3. Samoviyavlennya kandidatіv. Whether yak organіzatsіya otrimuє zvernennya od people abo Listi s propozitsіyami priynyati їh on the robot. Not mayuchi at a particular point in the hour require pratsіvnikah tієї chi іnshoї profesії, organіzatsіya on bazі tsієї Informácie Mauger sformuvati Bank danih kandidatіv, SSMSC mozhut VJ koristuvatisya in maybutnomu.

4, announced the ZMІ. The basic perevaga this method - zaluchennya wider population at vіdnosno vitratah not great. Nedolіk danogo polyagaє in the following method, Mauger vіdbutisya wide influx of kandidatіv, bіlshіst yakih not be vіdpovіdati neobhіdnim vimogam. Tom at rozrobtsі, announced the neobhіdno chіtko i clearly formulyuvati profesіynі i kvalіfіkatsіynі vimogi, dwellers so rite Zrazy vіdsіkti kandidatіv, SSMSC not vіdpovіdayut vimogam, i zmenshiti obsyag robot opratsyuvannyu stated.

5. Viїzdiv іnstituti that INSHI navchalnі mortgage. Tsei method Je s effectiveness in terms Zora zaluchennya molodih spetsіalіstіv in the company profile, i do not potrebuє great fіnansovih vitrat.

6. Derzhavnі zaynyatostі agency. Vikoristannya such agencies daє zmogu spend spryamovany Poshuk pretendentіv on vіdpovіdnim profesіyam at nizkih vitratah. Nedolіki tsogo method Yea those scho in derzhavnі agencies often zvertayutsya pratsіvniki, SSMSC toil nizku kvalіfіkatsіyu, zhіnki scho povertayutsya s dekretnoї vіdpustki, The Teaching Graduates zakladіv time robots.

7. Privatnі kadrovі agentsії. Їh umovno mozhlivo rozdіliti into three groups:

• Rekrutingovі agentsії. HEAD napryamkom such agencies Je Poshuk expensive i unіkalnih spetsіalіstіv by direct Poshuk -. "Polyuvannya Bounty" (head hunting) In tehnologіyu zakladaєtsya іndivіdualny pіdhіd to the candidate i klієnta Trivalіst cycle Poshuk candidate zaymaє 2-4 tizhnі, i bude vartіst skladati 25. 40% od rіchnoї zarobіtnoї pay the applicant.
• Kadrovі agentsії. Mehanіzm robots polyagaє at Pervin vіdsіyuvannya such pretendentіv, SSMSC not vіdpovіdayut vakantnіy posadі and potіm nadannya klієntu mozhlivostі Vibor s dekіlkoh naybіlsh priynyatih kandidatіv.
• "Sіrі" kadrovі agency. Take groshі s pretendentіv i nevіdomo, chi vlashtuyut on the robot.