Karbuwa na ma'aikata a kan tushen da dabaru ma'aikata management model

Labor karbuwa daga cikin ma'aikata - a juna aiwatar da karbuwa da ma'aikaci da kamfanin, wanda dogara ne a kan dangane da ma'aikaci ya samar da tsari a cikin wani sabon yanayi domin shi. Daga mai sociological ra'ayi, da karbuwa daga cikin ma'aikata da ɗan reminiscent na socialization a cikin sabon ma'aikaci ga wurin aiki.

Modern management nuna banbanci kullum iri biyu karbuwa (da suka yi aiki ma matakai na wannan tsari, idan karbuwa an maimaita harafin): firamare da kuma sakandare. Lokacin da wani mutum na farko ya fara zuwa kai-da aikin yi bayan samun dace horo, akwai wani primary. A karkashin halin yanzu yanayi, tare da ci gaba da 'yancin walwala, na aiki, an ƙara zama muhimmanci sakandare karbuwa daga ma'aikata a cikin sha'anin.

Kamar yadda mai mulkin, musamman naúrar, aikin da nufin magance matsalolin da karbuwa, ba a masana'antu, wadannan siffofin ayan yi ma'aikata sabis. Su Babban burin - don yin karbuwa daga ma'aikata na faruwa kamar yadda ya kamata kamar yadda zai yiwu ga kamfanoni da kasa mai raɗaɗi ga ma'aikaci.

Daya daga cikin alamar kwatance daga wadannan ayyuka ne da karbuwa daga cikin ma'aikata a kan tushen da dabaru ma'aikata management dabaru da kuma ma'aikata.

Gina wani na ra'ayi model na ma'aikata dabaru damar siffatawa bayanin irin ikon yinsa, daga cikin mai zuwa canje-canje. Daga mahangar zamani da bukatun ga ma'aikata management, shi yana da wasu kasawan. A musamman:

• unwillingness of management kamfanoni don kimanta darajar mutum m, kuma saboda haka, da darajar HR sabis kungiyar na tasiri management, da nufin cimma da kuma tabbatar da su m amfani a yau kasuwar;
• kasa da hankali ga HR sabis don management ƙungiya hali, watau tabbatas da wani sa na kamfanin dabi'u, norms (dokokin) na da halaye da gani da manufa, wahayi da kuma dabarun na kungiyar, ma'aikatan biyayya, tabbatar da hannu na ma'aikatan a cikin wasan kwaikwayon na kungiyar.
• kasa karbuwa daga ma'aikata da kuma kwance hadewa da irin muhimman hakkokin yankunan da ma'aikata management, kamar yadda zabin da kuma daukar ma'aikata, kima, da horo da kuma ci gaban ma'aikata ajiye samuwar, aiki shiryawa, albashin.
• rashin yi na janyo hankalin ma'aikata su ci gaba da kuma aiwatar da mutum hanya management Concepts.
• zane ayyuka da kuma ayyuka na ma'aikatan ta m m (ba tare da m bincike da kuma kungiyar ma'aikatan matsayin) a kan tushen da wani misali bayanin aiki ko jadawalin kuɗin fito-rarrabuwa yi.

A amfani ga ayyuka na ma'aikata management ma'aikata na related tafiyar matakai da cewa tabbatar da Hadakar management na ma'aikata, za a iya kira da "tsari m". Aiki matakai iya yi sulhu tsakani da dauri da su zuwa ga aikin sassa na kungiyar, gano da masu da kuma mahalarta matakai da daftarin aiki aikace-aikace. A wannan dabarar, da karbuwa daga cikin ma'aikatan yayi magana hanya canji na HR matakai a HR kasuwanci tafiyar matakai. Akwai wajaba aikace-aikace da ma'aikata daga ƙarƙashinsu dabaru ayyukan, ko ayyuka. Wannan damar da kwaikwaiyo kuma ingantawa HR tafiyar matakai.

Logistic aiki ko aiki a cikin wannan hali ya kamata a daukarsa a cikin wani hankali standalone shirin mataki, wanda nufin a hira da mutum albarkatun. Saboda haka, abu na binciken dabaru ma'aikata ya zama a cikin m motsi na mutum dukiya daga cikin kungiyar.