eychary - who is this?Now there are few who can remember exactly when the word entered the lexicon of business, headhunters and other players in the domestic labor market, and yet another ten or fifteen years ago, nobody even knew what it really means.
Constructing base eychar directors and currently is slow because the need for such employees realize not all senior managers.
Career
can dream eychar director professionally?"Ceiling" for him - the head of corporate training center.Although sometimes it happens that eychar becomes a serious strategic partner and a member of its board.The alternative of climbing the corporate ladder - personnel director, who becomes "closely" in the company, and he holds the position of management consultant.However, this position involves constant traveling, so not all draws.
One of the conditions of so-called vertical development - the widest functionality.Otherwise it is necessary to occupy the niche of "eternal recruiter" or "eternal coach."
horizontal promotion is also quite acceptable for many eycharov.So, they are surprisingly easy to cope with krossindustrialnymi transitions and easily adapt to new areas.Thus the key to success lies not in the concrete ideally chosen industry, and personal qualities of the employee.
functional
eychary - who is this?Talking about the functions of Director of Personnel, we note that a specialist yourself making out all the necessary documentation, conducting interviews with candidates for the vacant post and counting salary employees.
eychary - a person who provides the finest performance in the following areas:
- selection and hiring of employees. It is important to take into account the fact that eychar Manager - a company's face, and he depends largely on how favorably candidate react to the proposals received on the job.
- HR outsourcing. When making the employee is issued a corresponding order is recorded in the workbook, issued insurance and offers a private matter.For working professionals already eychar prepares orders to change the remuneration and travel, dismissal or reduction, draws hospital, monitor the movement of personnel.Naturally, competent of doing things must be thoroughly familiar with the Labour Code.
- motivation of employees and wages. To implement these tasks, you need to analyze the labor market in terms of remuneration, bonus schemes and effective social packages offered.
- learning and development. eychary - is a professional who knows exactly what qualities should have a staff that is still required to develop and in what direction.Based on this and work with the staff.
- Organizational Development. So far this area focus only in the most advanced companies.Eychary should take a proactive stance on the question of what best corresponds to the organizational structure of the company, in which direction it will be the development of what divisions and departments will help to optimize career.
- corporate culture. This fashionable direction in which eychar responsible for the organization of activities related to bringing the value of the company to each employee (team building, turslety, contests and so on still images. P.).
- contact with the trade unions. This is quite a new feature that can deal with it until all eychary.Currently, however, some unions have strengthened their position, so working with them is no longer possible to shrug off.
Position in company
Director of Human Resources is often in the midst of a kind of confrontation.So, on the same side are always the leaders, owners and shareholders, and on the other - the rank and file employees.The first want to get more and more profit, and the second - to increase their income and improve their skills.Depending on the position of the leadership eychar may play a role.Let us consider the already traditional situation.
eychary as a fashion trend
At some point, the director decides that work without specialist personnel is simply indecent.This is not the best option of visiting us when eychar department - head of a whim, not a natural need of the organization.As a result, the personnel manager who becomes something like "Bring-Bring".This way - a dead end.
eychary as the need
In this case, the expert appears to us at the very beginning of its foundation, as managers and shareholders are aware that such a person will contribute to the development of the business.
eychary as inevitable
In this situation, the company has already grown so much that the usual personnel people simply can not cope with their duties.Manual forced to invite eychary, the rate is usually done by experienced highly paid professionals.It comes at a time when conflicts and problems in the company of big set.There is also a plus: in such a situation eychary have a real chance to make a career took off, because the amount of task is very wide.
Equally informative is the typology of HR managers, depending on their functions.We represent the four standard options.
Personnel concept
Modern commercial organizations, except the inspector on the staff, eychary functions assigned to line managers.Over time, it appears that they simply do not have time to deal also with this work.This occurs when a company grows to at least one hundred employees.Here then comes the realization that eychar help equalize the situation.
accompanying concept
In this case eychar supports business.He did not develop a strategy, and deals only with the support of the good state of the current staff.This development is seen as a rule in the representation of foreign companies.
Strategic Concept
In this situation, HR managers proudly call themselves business partners or strategy, but in fact they just want to play such a role.There is hardly a CEO who "presented" would have a similar function eychary.
In general, in such a situation by the personnel manager is required specifics of action, focus on results, awareness of the value of each employee.This class eycharov - the most numerous and the most demanded.
«Star" concept
Few implements this direction in its purest form, although some of its elements can be found in major Western companies.The meaning of the concept is to eychary only deal with the most promising and talented staff and not to waste power on junior staff.Ideal
there?
What is it, the best eychar?By Superjob.ru presented to the experts the results of a public opinion poll.For example, 20% of respondents said that for them the most important quality management personnel - friendliness.Communication skills are important for 15% of Russians.The same number of people believe that the HR-manager should be a good psychologist.
As for CEOs, they have focused on intelligence (15%).On the second line - knowledge of psychology and goodwill (13%).The following competencies (11%) and the ability to discern a suitable candidate among the plurality of candidates (10%).
very same eychar League presented the following results: communication skills (32%), friendliness (28%), stress and intuition (17%) are valued HR managers most.
Based on the findings, it was concluded that the high eychar - a specialist who knows how to resolve conflicts and to understand the psychology of people.
Currently, managers are willing to pay good eychary decent salary.For example, in a major Russian company to three thousand personnel director can receive up to fifteen thousand dollars.The average size of a thousand employees of the firm is willing to pay eychary eight to ten thousand.The amount of interest for such a professional start with eight hundred dollars.
Conclusion
HR Manager - is not just a personnel officer, he is responsible for the selection of personnel, the definition of the company's strategy, record keeping.For all this is responsible eychar.The brand, the company's reputation and its revenues are largely dependent on the personnel manager.This is a very important figure.Thus, eychar - a specialist who can significantly increase the productivity of the business, so to his employment should be taken seriously.
