Attracting effective labor. HR planning, sources, methods and criteria for recruitment and selection of personnel.

HR planning includes three stages:

1) determining the future needs of the enterprise in the labor force arising from production plans, sales forecasts, the overall strategy of the enterprise;

2) assessment of the strengths and weaknesses of the available labor resources, analysis of their compliance with the changing needs of the enterprise;

3) development of programs to meet the future needs of the enterprise in HR.

They should include a schedule and arrangements for recruiting, hiring, training and promoting the workers necessary to realize the goals of the organization.

A special feature of HR planning in the Republic of Kazakhstan is the change in the external environment of enterprises and their goals. Enterprises must operate in conditions of instability, competition and risk. This imposes special requirements on personnel. Entrepreneurial skills that make it possible to survive in such conditions, the ability to take risks, create a new product, service, propose a new idea, show initiative, creative approach, marketing abilities are becoming valuable.

Recruitment and selection of personnel aimed at finding the right person to perform a particular job. The current selection process is seen as a process of ensuring consistency between the candidate and the organization and between the candidate and the job. The requirements and values of the organization and the candidate must match. For this, it is necessary to have accurate ideas about the content and nature of the work, qualifications and qualities of the applicant, which are required for its implementation. Information is collected in the following areas:

1) labor actions to perform this work and the required behavior;

2) interaction with other people;

3) performance standards;

4) used machinery and equipment;

5) working conditions;

6) the resulting leadership, authority and responsibility;

7) the necessary knowledge, skills and abilities;

8) the minimum requirements that the applicant must satisfy, since it is not possible in all cases to select the ideal candidate.

Based on this information, a search is made for a person who will meet these criteria. Such a search includes a set of potential candidates for existing vacancies in the organization and selection of the most appropriate of them.

Traditionally, recruitment is carried out from internal and external sources. You need to know their pros and cons. Internal sources - promotion of their employees, organization of competitions among interested candidates, from which the best is selected, are cheap, stimulate other employees, improve the moral and psychological climate in the team. But new people do not come to the enterprise, with a different experience, a fresh look, new knowledge. And this can lead to loss of flexibility and mobility of the enterprise, its aging. In addition, internal recruitment requires expensive training and development programs for staff and has fewer options. Therefore, personnel departments should establish contacts with various external organizations, from which the flow of labor is possible.

For Kazakhstani enterprises, new generation specialists are needed: economists, managers, marketers, psychologists, etc., who are able to work in the new economic environment. Therefore, enterprises should primarily use external recruitment sources such as colleges, universities, and advanced training institutes. The main form of attracting the right specialists and skilled workers should be contracts with educational institutions.

Other sources and means of recruitment are state employment and retraining services, youth employment centers, and private employment agencies. A good source of recruitment can be customers and suppliers of the enterprise. Their proposed candidates can contribute to the creation of cooperation, business relations with the counterparties of the enterprise.

A common source of recruitment is random applicants who apply for work on their own. They must be filed in a file or data bank on external candidates. This is a reserve that can not be neglected.

And finally, advertisements that can supplement the listed sources of recruitment or be the main sources. They should be perceived as an event " public ri-leyshnz." A well-designed ad can enhance a company's reputation and vice versa.

The advantages of external sources of recruitment can be called a wide choice, new impulses for the company: people from outside bring new knowledge, experience, ideas and perspectives. The disadvantages include high costs for hiring, blocking the career opportunities of " veterans", increased risk when hiring a new employee, worsening of the moral climate among long-time employees, etc.

Methods of selection of suitable candidates can be questioning, interviewing, testing, assessment centers, the use of recommendations and summaries. These methods can be combined, especially if a candidate is selected for high positions.

The most common are questioning, interviewing and testing. They allow you to gather detailed information about the candidate, decide how well he will fit into the existing team, and provide him with detailed information about the work ahead.

The content of the questions for the questionnaire or filling out a personal record on personnel registration should contain the following information:

1) individual information (name, address, age, marital status, housing conditions);

2) education;

3) career (previous jobs, salary level);

4) state of health;

5) interests and hobbies in your free time;

6) information about why the candidate wants to get exactly this job;

7) the names of the guarantors.

Interviewing requires careful preparation and skills. The accuracy of the interview improves the pre-structured list of questions. His points may repeat the questionnaire questions, but here is added a personal impression of communication. It is important to get an idea of health, behavior, personal qualities, intelligence, ability to speak, interests, ability to lead, sense of responsibility, sociability, the impact of work on personal life, etc.

The most well-known system of questions for the interview " Plan for seven points", developed by the National Institute of Industrial Psychology (United Kingdom).

1. Physical characteristics (health, appearance, manners).

2. Education and previous work experience (detailed).

3. Intellect (general outlook, ability to grasp the essence of the problem, reaction).

4. Ability to physical labor, oral speech, account.

5. Interests, hobbies that can characterize the identity of the candidate.

6. Disposition - leadership, sense of responsibility, sociability.

7. Personal circumstances (how work will affect privacy).

In addition to the activities of the employer, the activity of the employee in finding and applying for work is becoming increasingly important. If we summarize the advice contained in the modern Russian literature on the selection of personnel, then we can formulate them as follows:

1) you should always look for work (no matter how good the present work is, you can lose it tomorrow due to circumstances completely beyond your control);

2) to get a job you have to fight;

3) be ready for a change of activity so as to cope with the new work and get satisfaction from it;

4) if you have determined for yourself what kind of job you are looking for, explain it to everyone around you. The more “eyes and ears” helps you, the better;

5) look for a job intensively, remember that any meeting can have the most decisive (and sometimes completely unexpected-unexpected) way to get a job;

6) personal communication is preferable to writing;

7) in case of refusal, show mild perseverance, reminding of yourself after a while and managing whether the recruitment situation has changed for the better.

Tests are one of the most reliable methods for selecting suitable people for a particular position. The main characteristic of the tests is the independent performance by the candidate of certain tasks with their subsequent evaluation. The selection of personnel can be applied six basic types of tests: physical, qualification, personality assessment, verification of mental abilities (test for intelligence), test for achievement and work task.

 

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