Personnel management in the modern organization is gradually changing its function to service and maintenance department to perform functions of a business partner.In this regard, all the innovations in personnel management require thorough analysis and a detailed justification.
In order to assess the economic feasibility of an innovation, applied methods of business valuation and investment analysis.For their use should take into account two factors.The first and main factor - the human.Human role in the manufacturing process of various organizations differ significantly.In one case sotrudnik- a continuation of the production mechanism, all his actions are clearly itemized and regulated.In another case of a person required to exercise maximum creativity, initiative and creativity.Assessment and analysis of the human factor is most easily carried out in the first case, because it is the easiest predskazat.Vtoroy factor - the closeness of the product technology business result and the ability to assess the revenue component.
Very often innovations in personnel management begins with the hiring manager, who is ripe for the introduction of an innovative project in the life of the organization who wants to get peer recognition and the ability to stand out in the eyes of the employer.And manager deducts this method in the advanced log entry on work with human resources, where the arguments will be painted with the effectiveness of the innovation on the example of the well-known companies in Germany.But personnel management in Germany and Russia are also some differences in the force, so to speak, "the specifics of the local population."And innovation is not accustomed to artificially created conditions, and staff and management will be difficult to explain its feasibility.For any company requires only those innovations in human resources management, the need for which is clear and understandable to most key employees, and are associated with the business needs of a particular company.
First you need to identify the actual number of key issues that need to be addressed.Select one of them and to analyze options for solving it.Then choose the best option that is advertised among the other heads of departments with the justification of its importance to the organization.Followed by pilot implementation.Implementation will require the hiring manager to mobilize all competencies, ability to predict obstacles and schedule resources.If it is a success, innovation is embedded in life.In the future, innovations in personnel management are analyzed and, if necessary, corrected.Planned and actual results will have some differences, they are analyzed and are subject to adjustment.
It is important to calculate and evaluate all risk factors for the introduction of a new project: to make a list of them, to evaluate the effect of each individual factor influence on the end result, to evaluate the likelihood of their occurrence, to develop a set of measures aimed at reducing the impact of these factors.
Of course, the main issue will be to guide the financial efficiency of investment in the project and cost savings in the future.If innovation conducted by the Office for Human Resources, will be a success, its importance for the management of the company will increase significantly, increase the motivation professional managers to work with staff, plus the invaluable experience of the implementation of the new project.In the future, the company will focus on the growth of human capital and the system solution to the problems of the company.
