Performance Of The Staff Adaptation System
Image Company as an employer:
- Company characteristics as attractive employer
- Enlisted employer factors for prospector
Workshop: Steps to create a image of an attractive employer
Competence modelling:
- Development of candidate profile.
- Develop a competency model.
Workshop:
- Case: " Framing the company model of competences "
Methods of evaluation of candidates:
- Review of evaluation methods (substances and shortcomings).
- Professional testing (test preparation).
- Psychological testing.
- Homework.
- Group evaluation methods. Assessment center. Examples of evaluation games.
- Audit of recommendation as a method of evaluation of candidates
Types and equipment of interviews:
- Interviews (characteristics, opportunities, limitations)
- Types and structure of interviews, features of the interview.
- Interview structure
- Case: " Competence interviews "
- Interviews (analysis, improvement areas).
- Possible mistakes.
Operation: Interviewing, library of questions
Additional evaluation tools for selection.
Staff selection efficiency. Selection performance indicators:
- Financial financial
- Quality indicators
- Intensity indicators
- Client satisfaction rates
- New staff adaptation phases
- Adaptation system management
- Adaptation tools
- Leadership, HR, mentor
- Stimulation of mentors
- Assessment of the effectiveness of the adaptation system
Form of work:
Panel discussions, exercises in small groups, role-plays, information blocks, video screening and discussion.
You want to take part in this training?
The cost of participation is 5,990 roubles.
Oh, my God.
Krasnov Natalia Vladimir
Expert in the field of efficiency management, organizational development and human capital development. In organizational development and staff management, 20 years. Management experience in large production, holding, financial, consulting companies is 10 years old.
He teaches IWA programmes in Business, the IRBIS school, the RANHIGS under the President of the Russian Federation, the NIS.
Director of Human Resources Management of the Centre for Complementary Vocational Education (DES) of the Lomonosov MSP.
Expert, Transfer HR Practice International Corporations, Cafédre Menejment of Human Resources, Faculty of Economic and Social Sciences, University of Fribourg, Switzerland
Related posts:
The main purpose of the staff assessment is to keep the manager informed of the professional performance of the staff of the organization and its changes. What are…
The long-term sustainability of the nuclear power complex, which includes industry, government, regulatory bodies, research organizations and educational institutions…
Motivation and human needs are a process of encouraging yourself and others to work towards the personal goals and objectives of the organization. The effectiveness…
Even a specialist who has hard to find a job is starting to relax in three to six months of continuous work and needs further motivation: one wage alone cannot sustain…
The motivation clause is one of the most important documents, as it records who, for what, gets into the company. This document will establish a pay and bonus system…
The next key factor in establishing the foundation of the motivational system is the understanding of the management of its basic principles, the key feature of…
An audit of your restaurant is necessary to determine which sources will generate the greatest income for your restaurant business. Audit will identify the necessary…
What do you know at Workshop 1. How better to motivate their subordinates. 2. What modern methods of stimulus are you able to put into practice. 3. How to develop…
The growing demand for enterprise business process systematization is primarily due to the main objective of building business processes, the desire to improve business…
Marking approach to personnel management in Russian companies, Contents I. The development of innovative approaches to staff management. The development of innovative…