Human albarkatun management - mafi muhimmanci bangaren da kamfanin ta management.

Ashirin-farko karni yayi sabon kalubale ga bil'adama. New fasahar, canje-canje a cikin mabukaci bukatar, da miƙa mulki tattalin arzikin yawancin kasashen, a cikin aikin a cikin sabis na kansu, "squeezing" na duniya godiya zuwa fitowan da sabon hanyar sadarwa - duk wannan yana canzawa mu duniya, ciki har da kasuwanci kansu. Saboda haka, idan a baya girmamawa ne a kan fasaha tushe da kuma yin amfani da unskilled aiki, amma a yau, tare da ci gaban m fasahar, mutum management albarkatun zama kusan babban aiki na dan kasuwa ne. Don koyon yadda za su yadda ya kamata motsa jiki irin wannan iko, da muka bayyana, a wannan labarin.

Human Resources Management - shi ne na ayyuka na kamfanin ta ma'aikata, da nufin abin da yake tabbatar da kamfanin ta sosai m ne kuma abin dogara sandan da zai cikakken saduwa da kamfanin ta bukatun da aiki domin ta amfani. CR Management System (waje kafofin - HR) ya shafi ci gaba da kuma aiwatar da manufofin kunshi wadannan fannoni:

1) daukar ma'aikata da manufofin - gabatarwa na wasu bukatun da 'yan takara na wasu wurare, shiri na musamman m da kuma sana'a gwaje-gwaje don taimaka ƙayyade da suitability da mai nema na a post.

2) A gaskiya mutum hanya management - kungiyar na wurin aiki da kuma ma'aikaci lokaci, tsara manufa da kuma hari a gina aiki tsani.

3) Bugu da ari horo na ma'aikata - a m bangaren a cikin CR siyasa. Dabarun management na mutum albarkatun yakan haifar da inganta su quality kan lokaci - wannan damar da kamfanin, m to da kansa bukatun don ilmantar da ma'aikatan maimakon haya tsada kwararru na high, cancantar.

4) Policy ihisani da bugun fanareti - shi ne babban motivational bangaren na HR-siyasa, wanda, a hannu daya, motsa ma'aikata yi kyau da kuma zama proactive a jira na lada, da kuma a kan sauran - sa shi ya zama mafi alhakin, domin ya san cewa ya kuskure za a iya hukunta su ba.

Last sakin layi na sama jerin kamata a bai kulawa ta musamman. Management of adam albarkatun ne ba zai yiwu ba tare da ta dace shiri na dalili don aiki. Matsayin mai mulkin, da dalili za a iya za'ayi a siffofi uku:

1) Kungiya da administrative fom - bukatar bazawa na wani umarni, umarnin, umarni da sauransu. Wannan hanya ya shafi wani tasiri kai tsaye a kan ma'aikata ba, amma shi ne m, a matsayin ma'aikaci ya yi aikin dole mataki "a karkashin duress" da kuma ba a kan nasu.

2) tattalin arziki dalili - ne mai kyau-dauke premiums da kuma bugun tsarin. Ƙarfafawa ko horo ruble ko da dollar shi ne mafi inganci da irin tasiri, domin ma'aikaci ya shafa don gudanar da wani aiki management ta hanyar m muradi - ga kyau aikin sai ya sami wata kyauta, da kuma na miyagun - ba wai kawai zai rasa shi, amma ya biya kudin.

3) Motivation ta hanyar zamantakewa da m bangaren - ya shafi karfafa ma'aikata ta hanyar gabatarwa, awarding takardun shaida ko godiya, awarding da "ma'aikaci na watan (shekara)." Wannan hanya na daukan hotuna damar da ma'aikaci ya ji daxi da kuma samun karin wani tutu aiki.

Tun da mutum albarkatun management ne wani hadadden tsari ga ta aiwatar da ake kasaftawa musamman ma'aikatan da kuma manyan kamfanoni - ko da dukan sassan HR. A gaban CR Management Sashen da shawara cewa, kamfanin da gaske yabon muhimmancin da mutum factor a cikin kasuwanci, sabili da haka zaben hanya madaidaiciya na ci gaba.