I think there are no many organizations which currently turnover would have been more than 10-15%, if it is, of course, is not a special management of the company that is building on this they business. But could it will be for us a reflection a measure of prosperity and stability of the company, good management staff, the satisfaction of the employer for its employees, and employees with their work and as a result, of maximum productivity of their labor? Of course, a recognized expert in high-class at the situation a job dissatisfaction, quickly show it, but such staff in each organization, not a lot, and usually, they are in full view of the manager. But is much harder with the bulk of employees, among which are, roughly speaking, both good and bad, and those who may become them. Here then need a special attention HR Manager.
        Once, before the research on the socio-psychological climate in one of the big companies, where things went not bad, and apparently all was well and quietly, I heard this phrase: "We have no problem with the staff, and if there are arise the problems, the employees themselves decide it. But how much was surprise the leadership, when the results of studies have shown that this is not true, and well-being of the socio-psychological climat and the motivation of the staff is mostly visible, but in reality all much more complicated. No, nothing particularly terrible has happened. All the same problems as in all large organizations, where the management's of personnel are engaging all deputy heads, including the director himself, with the exception of management specialists. It recalls a famous fable "The pike and the Cat:" “The trouble, if cake starts oven cobbler, and his boots stitch a pastry-cook”.
        Well when the specialist can in good time detect and stabilize the situation, but often that: "... Descry hundred times, that someone whom love doing work, in which it is not a professional, "he's always more then other stubborn and cantankerous...". (Ivan Andreevich Krylov, fable "pike and cat"). And come the specialists from in economics, lawyers and doctors, and who just doesn't undertake to professional selection and training, motivation of staff and the optimization of the psychological climate team, but, unfortunately, as the Kozma Prutkov said "can not be hug the immensity."». At a small team can still somehow manage youself, but if the staff is more than 100 people here without a specialist is very hard. Very often the director is finding out about of this, when the situation is close to critical, but in that case need not a personnel manager, but need a manager of crisis management, talking, the language of health professionals will used is not therapeutic, but surgical tools at the HR management. However, such specialists in the CIS is extremely small, their services are extremely expensive, but the effect is unpredictable.
        Many leaders sincerely believe that if they found a good specialist and was set a salary for him is above average for the region, it is sufficient incentive for its efficient operation. If you can think, that you recruit a staff, the kind of his professionalism which is considered to high, and you will give them high salaries and they will work for the firm with full enthusiasm from dawn to dusk, and all of them thought to be aimed at to improve the situation of native organizations. Unfortunately, this is not true. If it were so easy, then it could be easily save the money and reduce the position of HR manager and keep only personnel office and his staff.
        Of course, it would be foolish to argue about the benefits of high wages. Speaking about the high salary, I mean, any salary, slightly higher than the average for the region for a particular post, given the course category and the status of the enterprise.
        But can we count on the fact that employees who receive high salaries, out of gratitude for the valued work, or fear of losing their lucrative jobs will be day and night to think about the affairs and concerns of native organizations, striving in every way, improving the quality of this work, etc.? They will be, necessarily, but only at first, but then, after six months or a year, many of them begin to pretend, and you'll be nothing left but to raise their salaries further, or to recruit other employees. And once again spend time and money on finding and training new providers, with a data which may be even worse than the previous employees. Both of these alternatives is unlikely satisfy you.
        What can we do? Where you can get these workaholics, whom will be sincerely cares for the firm, dedicated organization and its ideas?
        If you're interested, I suggest you familiarize yourself with the content of my next article.

Go to next page

At Home

mailto: birkus@ ukr.net