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A next step will be a study of geographical location of offices of company and specific each of regions. From own experience can say, that every region has the specific and speech goes not only about East and Western Ukraine. If you have branches in the different areas of Ukraine, it follows necessarily personally to visit each of them, to put right copulas with skilled and by agencies, to associate with potential candidates, analyse the local press and other sources of search of candidates. In every region these sources can be different, and their priority will change for potential candidates. If you are interested by young specialists, then it costs to put right activity with local by towers, in an ideal to agree about short presentation of company before students. It will help to form the attractive image of company as an employer.

In addition, it does not follow to forget competitors about monitoring. Competitors can be both small local enterprises which are well developed in a concrete region and large national companies. All depends on the segment of market, which the directed organization is on. Us, first of all, direct not activity of such companies, but their suggestions, will interest to the potential workers, specialists in this sphere, and more precisely, level of payment, system of payment (rate, rate plus percents, percents or other) compensative package et cetera.

Understanding with a situation in a company, it is possible to embark on creation of skilled strategy on the next year of activity of manager from a personnel, and in future on her basis and skilled budget. What does skilled strategy consist of? And what is based on she?

2. Skilled strategy

Foremost it should be said, that skilled strategy is based only on general strategy of development of company and no time can not to her contradict. In addition, she must answer a mission and values of company. If a mission and values is not, then the first point in strategy of department from a personnel - to create or prescribe them, and also work out and confirm the standards of work and intercourse in a company.

Skilled strategy must consist of next divisions:

• Selection, reception on work and planning of personnel according to the necessities of company.

• Adaptation of personnel - how adaptation will be new personnel which will come in a company.

• Studies and development of personnel are studies of new and present workers, and also creation of charts of development of talented workers.

• An estimation of personnel is a construction of individual criteria of estimation of personnel in accordance with the specific of company and every vacancy in particular.

• Creation of skilled reserve (especially in relation to key positions for a company) and work is with skilled reserve.

• Creation of the system of motivation - both material and non-material.

• Internal PR of company, increase of loyalty of workers, improvement of communications into a company.

• External PR is presentation of company at the market of labour, producing an image of positive employer.

After creation and statement skilled strategy necessarily it follows to present to the workers, to find out, and for what a manager is nevertheless needed from a personnel which will change with his arrival in a company. And if at the beginning the public functions of this man were wired for sound only, then now workers can familiarize with concrete measures which will be used for a year.

Conclusion

Thus a manager from a personnel is strong important position in every company and to the selection of such specialist it is needed to walk up carefully. It is important not only correctly to take away a worker but also prepare other personnel to introduction of such position. And even after appearance in a company a manager can not at once actively inculcate the purchased experience and skills from other companies. Extraordinarily important is to analyse a situation which was folded in a company, understand that it costs and that it does not cost to apply for an effective construction works with a personnel. Advices to the managers on a personnel.

Most leaders of new generation perfectly understand the differences of manager on a personnel from usual before skilled agent. And not by chance. One of the last researches showed that to 80% barriers on the way of development of market relations as or it is differently related exactly to the problems of personnel.

Here and resistance to the innovations, and unwillingness to be taught again, and lack of ability to work newly, and internal alienation from the aims of organization. All these 80% problems first of all brought down on the head of managers, responsible for a personnel. Clearly, that knowledge and abilities of such specialist must strikingly differ from ability in good time to shift the personal files from one place to other. Although it would be unfair not to do justice to кадровикам of old structure, at which documents were in the order, and people they hired perfectly.

What must know and able modern manager on a personnel? 3 - 4 back his basic task was a selection of personnel. It is not casual. The number of firms grew, as mushrooms after a rain. With not less frequency they scattered or transformed. On long and successive work into organization there simply was not time. A general situation some changed now. From one side, she is more stable. On the other hand, even those organizational changes which take place, realized othergates.

Many commercial organizations passed the first phases of the development, verifications of skill of the employees a long ago. Many collectives are more or less stable, possess sufficient human potential. And often this stability is included in contradiction with the dynamics of market, when a sharp turn is required in accordance with the changing state of affairs. Yesterday a firm traded mainly, an accommodation costs today, and tomorrow can be книгопроизводством will engage. Many leaders prefer even at such changing of general line however to save the kernel of organization, consisting of people well known and tested. New direction of activity requires new abilities from employees. Consequently, they are necessary to be regularly taught again.

Teaching in the workplace

On our eyes the new function of manager grows and gets strong on work with a personnel is a teaching function. From questioning of managers conducted by us it is necessary on a personnel, that many of them considerable time is spared to development and realization of own educational courses and training. We approach such state of organizations, which in textbooks on an organizational conduct is named "By student organizations", gradually.

Teaching to the teaching methods

Variety dictates teaching those new requirements to preparation of managers on a personnel. It would be unreasonable to prepare them separately under every theme of teaching. Much more effective to teach our managers to the generalized going near preparation of the own programs. And beginning is here necessary not at all from an on-line tutorial. A starting point is a theory of organizations. It is important to distinguish what can teach, from that must be inculcated in life of organization not educational, and by other methods.

"Steps" are in preparation of the teaching program

The chart of steps of preparation and realization of on-line tutorial offered below, certainly, is not only faithful. She only specifies on that an on-line tutorial is not completed with completion of teaching and closely related to the functions, drawings together positions of manager on a personnel and administrative consultant.

Chart of steps :

1) Diagnostics of organization

2) Function, compensated by training. A manager on a personnel distinguishes the group of workplaces, where training can be conducted on one program.

3) Description of aims and actions.

4) Description of basic problems.

5) Description of basic contradictions.

6) Translation of aims, contradictions, positions, operating on the language of on-line tutorial.

7) Choice of style of realization of training.

8) Preparation of educational materials.

9) Preparation of plan-chart of course.

10) Realization of teaching.

To the manager on a personnel useful to know that student organizations arise up only wherein there are student managers. Therefore our opinion is the most essential quality of manager on a personnel is his openness new and reflection position in relation to all aspects of life of organization.

Example of preparation of exercise Reflection in instruction to exercise of contradiction between the participants of co-operation.

At teaching of managers on a personnel both the ready are used and created by the listeners of тренинговые situation. The example of тренинговых instructions, worked out by listeners is here presented.

So, in the process of work it turned out with organization, that one of problem points of his activity was on co-operating with the employees of рекрутинговых agencies. Naturally, what a manager on a personnel and manager of рекрутного agency present different interests which under certain circumstances can enter into contradiction with each other. On the base of the real situation, discussed in one of groups, we worked out exercise for тренигового employment.

You signed a contract about the selection of manager. On this contract you must close a vacancy to December, 30. During current negotiations the term of испол-нения work is carried on January, 20. For this period the first candidate was ratified. However, doing some work three days, he retired. Until now a vacancy is not closed by you. On the terms of contract the return of 100% pre-pay is needed.

To it Your agency did not have a situation, entailing the back of moneys to the customer.

A new candidate appeared for you, which can come on interview to the client of January, 22. Today on January, 19. Responsibility for a failure to observe of terms of contract to a full degree will lie down on you.

You are a manager on the personnel of large firm. An employee is required Firm - Sales -менеджер. you appealed to the agency on the selection of personnel, contracted with him with within December, 31, stipulating description of workplace and requirement to the candidate. However, a contract was made by not you, and you him did not see.

One candidate was accepted on work and for him money is paid. Through extremely short time on good reason this employee retired. According to the terms of contract an agency is under an obligation to give other candidate (valid for one occasion replacement) to January, 20. Today on January, 19 and to all appearances an agency can not give other deserving candidate.

You must obtain returning of pre-pay in full, not violating business contacts with this agency.

If you will not settle this situation, for you there can be troubles from the side of guidance.

3. Basic processes which must exist in a company, from the point of view of management human capitals

In most which work at the market companies, the question of competent and system management a personnel appears sharply. Large enough money is laid in a selection, enticing, development of personnel. And these actions at 90% cases justify itself - promote efficiency of work of personnel, and accordingly and efficiency of organization.

The question of personnel a separate department (as it is mostly) or even separate man must decide. And that to do, if is not such man? An answer is simple quickly to correct this defect. In the first part of work we touched basic aspects from which must begin the activity manager from a personnel in a new company. In this part will talk about basic processes which must exist in a company, from the point of view of management human capitals which all control system by a personnel will be in course of time formed on the basis of.

If position of manager from a personnel is new in a company, all of it needs to be developed and prescribed from beginning, in fact not a single documentation is not on these questions.

Thus, if we embark on the first point of our skilled strategy, namely selection, reception and planning of personnel, we must create the row of documents necessarily. In my opinion, it costs to begin from a request on the selection of personnel. These requests actively use to the shot and рекрутингові agencies during work with clients, but rarely internal managers from a personnel, although to no purpose. Yes, on creation of such to the form it is needed to spend little time, but he occupies itself fully. In fact a manager from a personnel clearly presents requirements to the open vacancy and knows that it is possible to offer to the potential candidates. In addition, important is that this request a manager from a personnel fills directly with a leader which then asserts her. Such step in the future will protect the department of work with a personnel from the unnecessary complaining on disparity of the selected candidates to the requirements declared before. In fact if a request is absent, these requirements can several times change, something can призабутися about something simply can forget to warn. And at presence of the ratified request a department from a personnel will know clearly, that is exactly required from a new worker. Thus, if to pass to practice, then such request for us contains next data:

• general information is about a vacancy (region and city, branch, department where vacant position, clear name of position, date of filling of request and term of her closing, appeared, even submissions: who a man submits and who will be in her submission);

• terms of work (address of job, graphic arts of work, duration of trial period, payment on a trial period and after him, compensative package);

• description of position (basic functional promises and other nuances which touch this position);

• requirements are to the candidate (general information: age, sex, education; personal and business lines, knowledge and skills);

• circle of persons which make decision in relation to a candidate;

• except for principal items, a request contains, yet such division as notes (he can be named variously). Here it costs to write some special things, mainly informal which touch a vacancy. For example, features of collective, feature of region and, in accordance with them, wish in relation to the features of candidate and other

It costs to prescribe the chart of selection a next step in a company. It is bulky enough employment, but in course of time on the basis of this chart you will be able to create position about the selection of personnel. A presence of such position is obligatory for every company. If shortly, then in her it follows to take into account next points:

• sources of search of potential candidates, and here it does not cost limited to standard are MASS-MEDIA and internet. Every position has the specific and very actual sources of selection. It costs well to analyse a situation and define sources which are priority for the specialists of concrete sphere. These can be the specialized forums, exhibitions and other;

• methods of selection. Here it is also possible to dream up. For every vacancy actual will be different methods and methods.

But you must prescribe base which will be used exactly in your organization. Certainly, they can complement each other or mutual exclude depending on a situation. So, for example, if a necessary mass selection you here can help worked out ассессмент, with the certain set of exercises, questions, кейсів and tests. With his help you will associate with plenty of people for short space and able in an action to check up necessary for you skills. We mostly pick up managers this method. Irreplaceable, certainly, there is interview in her different variations. Also it is here possible to reckon the professional and psychological testing, which can be both part of independent method;

• amount of levels of estimation, which a candidate must pass. For us all begins from the analysis of executive summary, then can apply an own questionnaire (she is obligatory only if the controlled from distance selection is conducted), sometimes telephone interview (it touches the more controlled from distance vacancies also), farther interview with a manager from a personnel or Аssеssment-centre, then interview with a

• director and with the leader of department, a novice will work in which;

• general criteria of estimation of candidate;

• decision-making ways are in relation to candidates and responsible persons.

Аssеssment-centre is a method of estimation of personnel, which can foresee the psychological testing, professional testing (situatioonal tests), individual exercises, group exercises, role games, interviews.

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