Adaptation of the staff - the process of acquaintance with the activities of the employee and the organization, as well as changing employee behavior in accordance with the requirements of the environment.
Altruistic setting - the willingness of managers and employees to provide sincere assistance to advice, support, business to those who need it.
Certification of personnel - personnel activities to assess compliance levels of labor, quality and capacity requirements of the employee performed activities.
Active personnel policy is based on continuous monitoring of the staffing situation at a deep prognosis and development of human resources programs, which are adjusted depending on specific tasks.
The doctrine of scientific labor organization brings to the first principles, requiring staff development skills to work within a strictly defined and the role of technology. Thus under evaluation staff can understand the process of identifying the employee's compliance with the requirements of the workplace or office.
The doctrine of contracting responsibility requires employees ability to work in a competitive environment. In the first place nominated assessment of individual ability, potential for growth, focuses on results, flexibility in behavior and thinking, develop creativity, etc.
The doctrine of human relations requires the inclusion of staff in obschegruppovye values and norms, the ability to subordinate their interests to those of the majority, the development of communication skills, ability to adapt to the team, etc.
The doctrine of command management requires the employee the ability to work with colleagues as a team to solve unusual problems, because the activity itself is so complex that it can not be performed by only one specialist.
Innovative potential of the organization - metrics, fix, from what should go and what should come to change the status quo at the firm.
Intellectual capital of the organization - a set of mental models that allow you to create and implement new ways of working in a constantly changing environment.
Intellectual competence (intellectual leadership) of the head link to a page with an article "Organizational, methodological and socio-psychological aspects of the formation of reserve managers - the ability to create conditions for finding the best solutions for the subordinate tasks and the optimal behaviors. This degree of ability to make the head of subordinate employees to think and solve unusual problems.
Personnel policy link to the page with the seminar "The technologies and methods of personnel management" - a system of theoretical views, ideas, requirements, principles, defining the main directions of work with the staff, its shapes and forms. It defines the general directions and the basics of working with staff.
Manpower policy - a set of rules, guided by the organization implements the mission and goals of HR.
Staff reserve link to a page with the seminar "The technology of preparation of reserve" - a group of employees of the organization with the capacity and potential for management, formed as a result of selection for further systematic targeted training.
Staffing Technologies link to the page "Comprehensive human technology. Introduction - algorithmic ways of achieving results which may include different techniques and methods that are relevant to the specific problem situation. They are created for a specific case and realized through the consultation process, are interdisciplinary in nature and are provided by a team of professionals, form the partnership relations "consultant organization, to adapt to the culture of the organization and meet the requirements of practical effectiveness.
Career - general sequence of stages in the development employee in the organization, dynamics and activity of the individual in employment.
Communicative competence (communicative leadership) of the head link to a page with an article "Organizational, methodological and socio-psychological aspects of the formation of reserve managers - the ability to negotiate, establish constructive relationships with managers, colleagues and subordinates, ability to effectively establish and maintain business contacts.
Konventsialistskaya installation - the willingness of managers and employees to act in accordance with written agreements.
Comprehensive assessment of staff page link Technology Assessment Center. Introduction - System diagnostic activities carried out to analyze the staffing situation and to identify resources in the development of the organization.
The concept of personnel management: a reference to the seminar on "Strategic Human Resource Management - Human Resource Management." This concept is characterized by the attitude of the people as one of the factors of production, and an employee of such human-machine systems is treated as a "cog", and the problem of optimizing the operation of such processes is solved by using more efficient mechanisms of control and reward.
- Personnel Management. With the dominance of this concept, the focus of attention of specialists in the field of personnel management are people as potential carriers necessary for the organization of knowledge, skills and abilities. The basic structural unit of human resource management in the organization is service management personnel in charge of the reception and dismissal of employees and the organization of their teaching, training and retraining.
- "Human Resource Management." With the dominance of this concept, staff is as important a resource as the company's share capital and the cost of it are treated as long-term investments.
Manpower planning is intertwined with the production, performed on the entire period of the life cycle of human resources, and staff have been subject to corporate strategy, introduced the group work organization and work on the formation of the corporate culture of the concept. When motivation to work combines economic, and psychological stimuli. Personnel departments solve organizational and analytical issues, and support line managers.
Loyalty - attitudes and behavior, is in compliance with existing regulations, rules, regulations, as well as fulfilling their responsibilities towards others, even in case of disagreement with them.
Methods - some methods of performing a standardized evaluation problems, which can be attributed, for example, specific surveys to study the characteristics of leadership style, corporate culture, climate unit, functional role of the collective structure, etc.
Moral capital of the organization - is the willingness of employees to follow the ethical, behavioral, and business standards in their daily lives and work.
Motivation of staff - a complex of measures, intensify the process of encouraging employees to work to achieve personal goals and objectives.
Morale is determined by moral principles and values adopted in this team.
Observation of links to a page with the seminar "Technology Assessment Center: peer review and features of its holding." - Specially organized direct detection of events and behavioral manifestations observed (estimated) people, based on the functions of the human senses.
The innovative installation - the willingness of managers and employees to share new ideas, test them, develop a program of joint actions for implementation.
Training and development link to the page "Training and staff development. Introduction - the process of training employees to perform new functions, positions held, the new tasks aimed at bridging differences between the requirements for a worker and as a real person.
Selection and recruitment link to the seminar "The technologies and methods of personnel management - the process of studying the psychological and professional qualities of the candidates in order to establish his fitness for duty, and the choice of a set of applicants most suitable to meet its compliance training, specialty, personal qualities and ability nature of the interests of the organization and the employee.
Evaluation - judge the degree of development of a quality of a particular employee, the results of his work, expressed in numerical (quantitative) or descriptive (qualitative) form.
Estimation of link to the page with the seminar "Technology Assessment Center: expert assessment and especially its implementation - the process of getting estimates, including the preparation of the assessment, choice of subject, object and subject of evaluation, as well as how to receive, interpret and use the data.
Evaluation of personnel - personnel activities designed to evaluate the potential of the individual and collective, as well as identify the conditions under which this potential will be realized to the greatest extent.
Evaluation of safety - steps to determine the quantity and quality of the labor requirements of production technology. Evaluation of staffing needs - the process of determining the qualitative and quantitative characteristics of the required personnel.
Organizational competence (organizational leadership), the head of a link to a page with an article entitled "Organizational, methodological and socio-psychological aspects of the formation of reserve managers - based on the willingness and ability of managers to create the necessary conditions for effective teamwork and individual employees (including those to be understood as result of implementing management functions: setting goals, monitoring, etc.).
- Organizational personnel audit, assessment of conformity of the structural and human resource capacity of the organization with its objectives and strategies.
Passive personnel policy is characterized by a lack of forecasting staffing needs, facilities and personnel performance evaluation, diagnosis, the staffing situation in general, and involves working in a mode of emergency response to problems.
Career Planning - a series of activities designed to promote an employee to carry out the steps of the business hierarchy or succession of lessons within a single organization.
Professional development page link to the program management and socio-psychological training of the reserve - the improvement of professional knowledge and skills to improve the efficiency of work.
Pragmatic installation - the willingness of managers and employees to engage in a variety of contacts with each other to achieve mutual benefit in addressing one important business issues on the principle of "you - I, I - you."
Assess - the parameters, criteria, etc., which describe various aspects of performance and conduct of the estimated staff.
Proactive HR policy is based on an informed projections of personnel, has deployed a system for monitoring the status of human resources, but it is characterized by a lack of funds to change the situation.
Problem - Task Forces link to the page with the seminar "Project Management - temporarily formed from experts of different profiles and levels to address problems at the" joints "between professional groups, functional departments and industrial structures.
Program - focus groups - are both long-term formation of experienced managers and professionals who provide the implementation of complex software development business - organizations.
Project - target groups - created from a variety of professional organizations profile for opening a new business - mining areas or new technical products.
Procedures for assessing the link to the "Education Technology Assessment Center - a set of techniques to ensure the collection and analysis of data, calculations and design of the evaluation.
Procedure "panel discussion" link to the "Education Technology Assessment Center» - exercise in which a group seeks to analyze the problem situation, discuss options for its development and take a joint decision.
Procedure "Brainstorming" link to the "Education Technology Assessment Center» - technology collaboration where there are no obvious solutions and the need to find different approaches to the solution.
The psychological climate is characterized by informal relationships that develop between employees (sympathy, antipathy), the psychological mechanisms of interaction between people and a system of mutual claims, the general mood, intellectual, emotional and volitional unity of the team.
Reactive personnel policy is based on continuous monitoring of the status and motivation of highly productive labor; identify crisis manifestations and their causes. However, all existing activities are focused only on rapid response and containment problems.
Rigorous setting - the willingness of managers and employees to act in accordance with requirements that are binding on them.
Social capital of organizations - the quality of social relationships that exist in relationships between individuals and groups, creating an atmosphere of trust and facilitating cooperative activities.
Social climate is defined by knowledge of employees overall goals and objectives of the organization.
Internships - a form of training, during which fixed to practice professional knowledge and skills obtained through theoretical training.
The subject of assessment - managers, specialists, experts, ie those estimates.
Technology assessment link to the page "Technology Assessment Center. Introduction - Regulated (described and approved) way to achieve results in the assessment program staff, which includes a different and complementary techniques and methods of assessment, adequate assessment of the objectives and institutional situation in the subdivision.
The technology of "learning by doing" link to the page "Technology Education Action. Introduction - a method of effectively solving complex organizational problems, aiming at the implementation of changes, streamlining activities, staff training and quality control of complex processes in the company.
Type of joint activity - a way to interact within the framework of the collective tasks or problems.
Conflict management - the process of working with opposite tendencies in the psyche of the individual, the relationship of individuals and their formal and informal associations, due to the difference of views, positions and interests.
Personnel management link to the page with the seminar "The technologies and methods of personnel management" - an independent view of specialists - managers whose primary purpose is to increase the impact and activity of staff; focus on reducing the proportion and number of industrial and managerial personnel, the development and implementation of policy for the selection and placement personnel; develop rules for admission and dismissal of staff; issues relating to training and staff development.
Personnel management - a continuous process aimed at changing the title of motivation for people to get them to maximize the impact and, consequently, high end results.
Personnel management - a complex management (organizational, economic, legal) measures to ensure compliance with the quantitative and qualitative characteristics of the staff and the focus of its work behavior goals and objectives of the organization.
Function setting - the willingness of managers and employees to engage in necessary cases working relationship to jointly address emerging challenges.
Assessment Centre personnel (Assessment Center) link to the page "Technology Assessment Center. Introduction - the most accurate and effective tool for assessing competencies and potential employees.
Human capital is the organization - a set of intellectual capital, moral, and social capital, which determines the degree of readiness of the organization to change.
Emotional intelligence (emotional leadership) of the head link to a page with an article "Organizational, methodological and socio-psychological aspects of the formation of reserve managers - the ability to create and head to rally the team, personal appeal (charisma), his authority and influence for his subordinates, the ability to lead for themselves and act as a mentor.
Expert evaluation link to the page with the seminar "Technology Assessment Center: peer review, and particularly its conduct" - specially organized procedure for collecting information on ways and means of human action and interaction between people in a group situation in a simulated collective action.