This technique consists of the following activities:
training and advanced training courses;
conferences, seminars, business breakfasts, round table meetings, discussion forums;
training sessions for managers based on solving practical problems from real life;
business games;
self-training of employees.
Some large companies form why choose our service special departments for professional development of the staff. The departments are staffed with the most experienced employees who have previously conducted such training.
Personnel training and development
HR departments of companies create HR management systems in their organizations, after which they are given responsibility for resolving a variety of HR issues, often related to the overall business strategy. Often, the services of professional consultants are required to fulfill the assigned tasks.
Assistance is mainly provided in the following areas:
competent formation of personnel with a special emphasis on leadership positions;
assessment of the effectiveness of the adopted system of personnel management, and, if necessary, its correction taking into account current laws;
resolution and prevention of controversial issues, including interpersonal and collective conflicts;
automation of personnel records management, etc.
Engaged HR consultants have a significant impact on the development of the enterprise. They provide a service for regular audit in the field of personnel management, reducing legal risks to a minimum.
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A Practical Method for Evaluating Employees
In practice, company management often faces the task of objectively and fairly assessing the performance of personnel at all levels. Grading methods provide significant assistance in this. Today, HR specialists are actively implementing the Hay method, named after the founder of Hay Group, Edward Hay.
In accordance with the author's concept, each position is assessed using the "entry into the task" system (that is, based on the knowledge and skills of a specific specialist), using the "solution process" method (based on the authority of the employee and the presence of subordinates), and based on a specific result (determined by the degree of responsibility of the employee).
It is easier to carry out such an assessment by drawing up a table, where each criterion for each position is assessed on a ten-point scale:
management functions;
responsibility for assigned actions;
degree of independence in decisions made;
experience in your field and in a specific company;
level of competence and qualification;
degree of complexity of job responsibilities;
the criticality of possible errors.
It is possible to either form a single summary table or make several with a division: "managers" and "executors". Based on the results of the analysis, grading is made to determine the specifics of material remuneration of employees.
A Practical Method for Evaluating Employees