Основы управления персоналом (на английском языке). Учебное пособие

considerable time and knowledge of the principles of electronic recruiting. A notable shortcoming of this method for our country is, for the time being, insufficient coverage of the population of using the Internet. In addition, among the most popular methods in our country for candidate search are the recommendations of the company's employees. This method is very economical and many managers consider it to be quite effective, providing an influx of professional candidates that meet the requirements of the corporate culture of the organization. It is worth noting that in some companies there are incentive systems for employees who have recommended a subsequently accepted candidate. A number of managers also seek the recommendations of candidates for partners, colleagues and acquaintances. Some organizations are involved in job fairs, career days, presentations for senior students and graduates of educational institutions to attract new personnel (mostly young professionals).

Chapter 4. SELECTION OF PERSONNEL AS A BASIC

TECHNOLOGY MANAGEMENT

4.1. Types and essence of methods for evaluating candidates for selection

One of the main important personnel technologies is the selection of personnel. If the ideological motives were the priority for a sufficiently long time in the appointment to the post, in the modern society the recruitment of employees for their professional qualities is the main task. The newest methods of personnel selection make it possible to make this process more effective.

The selection is influenced by many factors, its procedures tend to be somewhat different in the public and private sectors. Thus, in state organizations, political patronage has a significant influence on selection. In the frequent sector, friendship with managers and employees of the firm can be important, but not to the extent that in state organizations, here, however, the selection of personnel is a matter of merit.

Important characteristics of an enterprise that affect the selection are its size, complexity and technological variability. Systematic, reliable and effi-

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cient methods of selection, as already known, require large material costs, and only relatively large organizations undertake to use them. The development of these methods is justified in the case of a large number of vacant seats and an even greater number of candidates. If an enterprise has many vacant seats, but the number of applicants is not large, then especially complex methods of selection are not required.

The state of the labor market is important for the enterprise, especially where it is located. The selection process is influenced by the working conditions offered by the enterprise, the work itself and the company's image.

Personnel managers, analyzing the effectiveness of methods of selection, usually use such an indicator as the selection factor. It is defined as the ratio of the number of employees selected, to the number of people who want to be selected. With a ratio of 1: 2, the likelihood that an organization will hire more workers that meet its criteria is greater than when the ratio is 1: 1.

Traditional is the desire of the employer to determine the suitability of the future employee. Suitability is obvious if there is a sufficient correspondence between the requirements, conditioned by work, and the prerequisites of success demonstrated by the candidate. Within the framework of the philosophy and selection principles, depending on the status of the vacant position at the enterprise, in addition to professionalism, three types of behavior of the candidate try to evaluate: expressiveness of behavior (facial expressions, gestures, manner of speaking); working behavior (organizational skills, ability to negotiate, ability to lead); social behavior (interpersonal skills, ability to join a working group, ability to adapt). To implement this procedure, a step-by- step selection system is used, using different methods on each of them. The enterprise uses either a full set of selection methods, or some of them.

It should be noted that the level of successful selection of a candidate for a position can be raised to 48% in the analysis of his education, up to 50% - in analyzing the degree of his preparation and work experience, up to 59% - with positive letters of recommendation, and up to 79% in result of testing.

Preliminary acquaintance with candidates the employer carries out more often in absentia - studying sent them the application documents. A thorough analysis of each of them allows you to create an initial impression of the applicant and determine the need for contact communication, as well as save

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time for employees of the personnel management service, especially if there are a large number of vacancies and wishing to get a job.

The following documents are included in the package of declarations: a letter of application, an autobiography, a resume, educational and labor certificates, questionnaires, letters of recommendation, photographs, conclusions of medical and graphological examinations.

An ideal statement on the form, construction and method of formulations is a serious business letter and at the same time a tight "project of selling one's own business" of the person being hired.

The appearance of the application should give the enterprise the first idea of the identity of the person being employed and the seriousness of his intention.

The clarity of the structure and the accuracy of the application can be characteristic for both a skilled worker and an unsure candidate, pedant or scamper. Nevertheless, the law has been traced: a sloppy statement indicates that the candidate is not at all ready to strain himself in the performance of the assignment. It is noticed that the employees of the technical, marketing and creative sectors pay little attention to the external form of their documents. According to this, there is an assumption that the requirements for the accuracy of the appearance of the application must be different with respect to different professional groups.

The employer can obtain relatively detailed information about the applicant from the following answers in his application:

1)the grounds of the applicant when hiring;

2)previous places of work;

3)the expiry of the term of non-disclosure of a trade secret by a candidate by a former employer;

4)the applicant has special abilities and competencies;

5)the hiring of such jobs earlier;

6)the amount of income of the person employed at the previous place of

work;

7)expectations of the candidate regarding income at the new place of work. Verification of the accuracy of information means the elucidation of the ability, willingness and consent of the candidate to meet the requirements specified in the fitness profile.

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An autobiography, or a description of life in chronological order, is the document most suitable for a fairly rapid review of professional and personal development and the formation of a candidate.

One of the most debated is the problem of the appearance of the biography. From the applicant today in most cases requires a tabular form of the autobiography, which is explained by the visibility and the ability to most effectively process and evaluate the data. The European version of the tabular form is a traditional chronological representation of events, from birth to the last workplace. The American version - the events, starting from today's status, then descend on an incline into the past. "Reverse" order of biography was also laid in the basis of one of the relatively new applicant documents - a summary.

"Gaps" in the biography (most often veiling a long illness of a candidate, unemployment or employment in "non-winning" spheres, bringing to criminal responsibility) along with the heterogeneous development and becoming a candidate are given out by his indiscipline, inconsistency or adventurism.

The role of a resume for a candidate can be either positive or negative. Positiveness, firstly, is that the applicant for the position can form his por- trait-resume, characterizing him as an excellent candidate for the position he counts on. Secondly, drawn up in accordance with the necessary principles and not similar to any of the sent, the resume may be of interest to the potential employer, which will increase the candidate's chance of being hired. Thirdly, a well-written resume, even in the conditions of tough competition attracts the attention of the ex

The negative side of the summary is that often the candidate does not understand the need to learn to think and write in a completely new way for him so that the content of the resume is capacious and winning, the need to structure information so that the employer becomes clear about the candidate's goals, motives and his apparent correspondence to the job sought . In addition, the vacancy advertisement is read by a multitude of interested candidates, each of which will send out its CV, thus ensuring competition, and therefore the need for experts to study them. Most CVs are flawless, but the same majority can be "faceless", boring and monotonous. The expert often only briefly reviews the resume, but some of them carry away so much that

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the document is read from beginning to end and it turns out to be in a small pile, which means for the candidate an invitation for an interview.

One of the most significant documents for hiring is a certificate (certificate, certificate); it is often given the status of "standard" and is commensurate with it the qualitative indicators of other applicant papers in the candidate's case.

Personnel services expect the candidate to submit two kinds of documents: 1) educational certificates; 2) labor certificates.

Unlike other applicant papers, all types of evidence must initially be submitted only in copies. This allows you to avoid accidental loss of the document, and also provides the opportunity for the candidate to hire simultaneously for several enterprises. When deciding on hiring, the staff service may require the original to be compared with the copy, after which the originals are returned to the owners.

Certificates of education include all kinds of documents (certificates, certificates, diplomas, etc.), certifying the graduation of one or another educational institution and the degree of progress in the learning phase.

With all the diversity of types and forms of education, and accordingly, and certifying the end of documents, special attention is paid to the school. The relevance and weight of the results of school qualifications declines with the age of the candidate and the time of graduation.

In the Russian practice, in the evaluation of candidates for employment, labor books are traditionally used.

Unlike educational labor certificates must provide information on employment of a candidate in other enterprises. The employer has the right to issue them. Certificates issued before the termination of the employment relationship are called provisional (provisional), or intermediate. With the termination of labor relations the information stated in them can be specified or changed. The labor certificate is signed not by the owner of the enterprise, but by one of the leaders.

Personal profiles. The general name "personal" combines several types of questionnaires traditionally used by enterprises to select candidates. Some of them contain a small range of issues that mainly identify the familypersonal and / or professional status of the applicant; others put before him up to 200 questions, to which one should answer "yes", "not sure" or "no".

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The basis for the second type of questioning is the form of self-assessment. According to the completed questionnaire, the expert can try to determine whether, for example, a person has a propensity for concrete or abstract thinking, for spontaneity or for self-control.

As a basis for developing the questionnaire at the enterprise, a classical version of it can be used, grouping questions into 10 main sections:

1.Autobiographical information

2.Housing

3.Vocational education

4.Spouse, children, parents

5.Limited working capacity

6.Military service

7.Past Practical Activities

8.Other interests and abilities

9.Miscellaneous

10.Future employment

The questionnaire should contain questions, of course, necessary and dictated by production grounds.

Currently, autobiographical questioning is advisable mainly in the following cases: the number of employees is large, new methods of work are frequent, staff and candidates are characterized by a homogeneous structure (for example, the collective consists of sellers or drivers only, etc.), the success criteria are determined relatively simple.

In addition to filling in the questionnaires by the candidate or specialists of the HR department, an approach is used according to which the interested in hiring are asked to fill out a questionnaire and, using the attached "key", to evaluate their own results. The decision to hire should not depend only on the results of the biographical questionnaire.

Often, letters of recommendation, work characteristics or various responses about a candidate are attached to the package of application documents. With the same goal - the expression of opinion on the candidate - each of the above documents has a different content. Feedback is qualified as an opinion on the candidate and his evaluation, the characteristic - as a letter with a response about official, public and other activities, recommendation - a favorable response about the candidate.

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The reason for verifying the recommendations where they were at first sight optional was that they could serve as:

•discrepancies between the entries in the work record book, the resume text and the candidate's story;

•an overabundance of diplomas and regalia;

•negative feedback from the candidate about previous jobs, leaders or colleagues.

The immediate leader knows the strengths and weaknesses of the applicant, knows what tasks he performed and other information. If the reason for the dismissal is a conflict with the immediate supervisor, then recommendations should be taken from several people.

The collection of recommendations should not be a sporadic phenomenon (from case to case) in the company, but a technological process.

When hiring a number of enterprises, the candidate must, together with other application documents, present a handwritten biography or during an interview to put on paper considerations on a topic for the subsequent conduct of a graphological examination.

Graphology, as one of the most ancient methods of human cognition, proceeds from the fact that to every person is inherent in writing personal, only his handwriting, in which many recognized personality qualities are coded, including those characterizing the degree of suitability for a particular place of work.

The importance of medical expertise in hiring is due to several reasons. The first reason is the logical link between the success of an employee

and the state of his health. The main factors of work capacity, according to experts, are the prerequisites of ability and willingness to work.

The photo at the stage of contactless selection, on the one hand, demonstrates its usefulness, allowing you to get an immediate impression of the candidate.

Representing the candidate a different degree of freedom in choosing his own photo, specialists of the personnel services, however, expect that it will be a passport format or a slightly reduced color or black and white, if necessary "for physiognomy examination, full face and profile".

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4.2. Technology of personnel selection

An objective decision on the choice is based on the candidate's education, the level of his professional skills, the experience of the previous work, as well as his personal and professional qualities. Priority of significance of these characteristics depends on a number of circumstances, in particular - on the specifics of the work.

Effective selection of personnel is one of the forms of preliminary control over the quality of human resources. To date, the most commonly used approaches are screening and recruiting.

Screening is a "superficial selection", which is conducted on the basis of formal characteristics (education, age, sex, approximate experience of previous work).

Recruiting is a "deeper selection", taking into account the personality characteristics and business qualities of the applicant.

Recruitment by formal characteristics is, in fact, filling the state, and not providing the organization with qualified specialists. In this regard, personnel screening is an operational approach to recruitment, which consists in "sifting" summaries from the general flow on the basis of formal characteristics, which excludes the study of motivation and personality traits of candidates. The application of this approach is only permissible for the recruitment of junior staff.