Today rates of scientific and technical progress are that that the world changes literally in the eyes. And to keep up with all changes happening after scientific and technical progress it is necessary to have constantly the finger on the pulse and to study, to study and study. It is known that any organization is her employees. Continuous increase in their qualification and creation of conditions for development of personnel — the most important part of work of HR department of any organization, big and small. For example, corporations IBM, General Motors, Motorola annually spend the 6-unit sums for development of personnel. In this material we will talk about what methods exist and why in general development of personnel is necessary?
What purposes of development of personnel of the organization?
The purpose one — well trained employees who have the correct motivation, professional literacy, relevant knowledge. The development program of personnel includes holding actions:
- according to candidates for a vacant post;
- on adaptation of new employees;
- on the organization of inventive and rationalization works;
- by the current assessment of shots;
- on work with a talent pool;
- on planning of career;
- on professional development and staff development.
What main types of development of personnel exist?
- This type of training holds a specific place in the system of development of personnel of the company. The advantage of similar actions is high: on them the collective rallies, knowledge, necessary for further work, are acquired and useful skills are fulfilled. Workers, as a rule, with pleasure attend trainings, on them it is possible to receive a charge of cheerfulness and a positive, to know colleagues better, in playful way to comprehend new knowledge, and by results of completion of the training to receive career prospect.
- Organizational consultation. Consists in the help of the third-party expert who analyzes activity of the company "new view" and makes to the management any given recommendations of rather further development of the organization. Orgkonsultirovaniye stages within development of personnel are as follows: diagnostics — development of changes — introduction of changes — control. By results of the procedure the management has an opportunity to see problem points of the company, to receive the forecast of further development, to develop a strategy and to move further.
- One of the most effective forms of education which relatively began to be applied recently in our country. Consists in individual psychological and administrative consultation of heads of the company. The coach (the, as a rule, manager with an experience) does not give advice concerning business development, but brings advised to the fact that that formulates problems and finds ways of their permission.
Problems and trends of development of personnel
Despite constant improvement of a system of development of personnel, problems remain same for many years: difficulties in assessment of changes in work of experts, low effectiveness of training, lack of an integrated approach to training of employees. However, the main trend in the system of development of personnel for 2011 — increase in time and means which employers are ready to put in training of workers. The priority direction training of perspective employees in methods of the management and development of leadership for creation of a powerful talent pool is considered today. Such purposes as deduction of employees and management of their career by means of training in new skills, opposite lose the relevance.
Thus, the policy of development of personnel of each organization which wants to become more or less noticeable player in the sector of the market can be different. The main thing that it has to be.
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