Selection of an accountant from "A" to "Z"

The successof the company depends on domestic stability, which is greatly facilitated by the staff responsible for the financial scope of its activities.

Chief accountant - the second person in the company, has the right to sign all financial documents. With that employees supervisor organization communicates times more likely than members of his family, because to the candidate nominated by the chief accountant very high demands. But sometimes scrupulous in selecting employees accounting or finance department comes to the absurd. For example, in the compilations of employment ads are such: "Chief Accountant. Work experience in a similar position - at least five years in one place. No older than 32 years. A married woman with children of school age. Without career ambitions. " As the deficit of qualified personnel the company hopes to close this position remains a mystery. Or: "We invite you to an accountant job. The main requirement - do not Oksana. A small amount of seniority and the availability of a small child in the family. " Another curious requirement: "The head of the enterprise, a passionate skier, wants to see his accountant colleague of Sports."

By the way, related to the accounting person other foreign companies. Ukrainian directors, in addition to the professionalism and important "human soul", his way of life outside the office, while their Western counterparts are looking for, above all, competent expert, without giving too much importance to his marital status or hobby.

Apart from purely personal (sometimes even exotic) requirements for the main, and sometimes ordinary accountant, the vast majority of local leaders want to see a woman in this position. According to popular belief, they are less ambitious than men, more perseverance, have a much greater "margin of safety" and patience; they will arrange a post that requires care and responsibility, without implying career.

How difficult human resource managers to find the right person among the many applicants for this important for the stability of the post! Let's try to understand the intricacies of selection of a specialist in this position.

Search qualified accountant should be divided into three stages.

Attracting candidates. Some managers prefer to attract specialists to work on the recommendation of friends, while others want to invite independent "man in the street." Given the specificity requirements of first-person need to use all available channels: media, online, recruitment agencies, the recommendation of friends, company employees.

Analysis of the CV and selection of the most suitable candidates. Eychary we advise to pay special attention to the style of resume and presentation of biographical material. Accountant has no right to be careless or inaccurate competent laconic style of the document - proof of the author of the required competencies.

Telephone calls (or e-mail correspondence) with the applicants resume who meet the company's requirements. This is an important step in the selection process: in conversation evaluated the ability of the interlocutor to negotiate, learn interesting information (working hours, salary, relationship with supervisor, etc...).

When the field of candidates is determined, they are invited for an interview. After examining the record and recommendation, describing the person as a specialist, "the host of the" need to obtain certain guarantees human psychological stability, because the work of the accountant is associated with frequent stressful situations. Does this man let you down in difficult times? Will the source of quarrels and conflicts?

A brief conversation does not give complete and fair presentation of any of professionalism nor personality of the applicant - especially if we are talking about such a serious position as a bookkeeper. In addition, first impressions can be deceptive. That is why it is so important even before the interview stage to identify clear selection criteria.

In Western countries, popular tests - psychological and professional. In Ukraine, as evidenced by the practice of recruiting agencies, this selection method is used infrequently. According to experts, the results of psychological testing staff by 20-70% depending on the choice of appropriate techniques and skills of the interpreter. Therefore testing should be trusted only to professionals (eg, employees of a specialized company). Tests that determine the aptitude of the candidate may be used and internal recruiters; material is chosen for the tests in accordance with specialization accounting personnel.

Testing accountant should determine the level of competence of such items:

 "Accounting" (the level of knowledge in the field of accounting and taxation);

 "Mental Calculation" (oral accuracy of calculations, mathematical abilities);

 "Attention" (the ability to concentrate, to mobilize attention, diligence);

 "Rational self-control" (the ability to purposeful control of their behavior);

 "Good faith" (responsibility, honesty, decency, conscientiousness).

Preference is given to those in employment to applicants who have clearly expressed:

Responsibility and organization. Accountant has no right to forget or lose the documents, he must follow the terms of reporting. By nature it must be silent discreet man who has no inclination to disclose sensitive information.

Mathematical ability. A person in this workplace constantly have to deal with numbers, and an error in the bill is expensive - in the literal sense of the word.

Attention and a good memory. Documents requires high concentration of attention.

Accountant necessarily need to know:

legislation, regulations, directives, orders, guidelines, methodological and normative materials on organization of accounting of assets, liabilities and business operations; drawing up reports;

 forms and methods of accounting at the enterprise;

 Plan and correspondence accounts;

 organization of documents on the areas of accounting;

 the procedure for documenting and reflecting on the accounts of accounting transactions related to the movement of fixed assets, inventory holdings and cash;

 methods of economic analysis of economic and financial activity of the enterprise;

 rules of operation of computer technology;

 economy, work organization and management;

 market methods of management;

 labor legislation;

 rules and regulations of labor protection;

 computer accounting system.

Very well established mini-tests, consuming little time and give concrete results, - a set of questions that reveal a person's attitude to work, allow us to determine his intentions.

The interview is advantageously carried out as follows:

The introductory part. Offer a potential employee to tell about myself. This will give an opportunity to understand what the person considers it a priority to work, he will demonstrate his attitude to it, show the ability to express their thoughts, to control emotions, to cause a person on the dialogue.

Professionalism. Questions related to the professional career, will evaluate the achievements of the candidate, his self-criticism, the ability to compromise:

Ask the applicant to tell the completion of work in the organizations mentioned in his resume. What was the reason for leaving each of us?

Ask about the terms of reference of the candidate in their place of work. This will help determine the depth of human knowledge in professional matters, the desire to learn, to be aware of the changes (or, conversely, will testify to the absence of such interest).

Give the opportunity to talk about independent professional solutions. Case studies will help determine the level of competence of the person.

Personal qualities. As already noted, to the accountant identity employer imposes rather high requirements. In this position I need an honest and responsible person, able to establish strong partnerships with the head of the company.

To propose candidates to assess their strengths and weaknesses. The first must meet the requirements for the workplace (math skills, analytical thinking, attentiveness, responsibility, diligence, high efficiency, resistance to stress, ability to keep secrets, and so sluzhebnyye. D.). In order to convince the interlocutor in his integrity and objectivity of the self-assessment, the applicant must substantiate its estimates, give specific examples.

Were asked to describe the "ideal leader", with which the candidate would like to work. So it is possible to identify possible "problem areas" to assess whether this person will be able to work together with the director of the company.

Detailed interview a potential employee about his hobbies, interests (past and present), the interests of outside work. Firstly, it will provide an opportunity to assess the degree of compatibility and the head accountant; Secondly, you will get more detailed information about the person who will be entrusted with the operation of the company finances. The narrowness of outlook, "obsession" exclusively at work (as well as the over-enthusiasm than ever, the nature of "player") increase the risk faced with fraudulent actions on the part of the accountant.

Motivation to work. Range of issues, revealing the reasons for a person interested in a vacancy in this particular company will outline the expectations of the candidate, will enable HR managers to assess the adaptation abilities. Ask the candidate:

 Aspiration rank (1 - receive interesting job; 2 - a career 3 - collective work in a good 4 - have high salaries).

 To talk about his salary expectations (the rate and additional payments at the same place; the expected salary at this location).

 Describe the plans for the next few years (a dream of life, career growth, professional nature interests).

During the interview bidder interested in the most effective presentation of himself as a professional, some things he can deliberately hushed up. Meanwhile, the employer must be aware of the negative traits accountant. In recent years, a proliferation of "stress interview". Experts argue about their admissibility and ethics, nevertheless answers to "inconvenient" questions to help diagnose emotional stability and the human ability to control himself. Yet use of such "shocks" the interview can only in exceptional cases, and then have to apologize, to explain the causes of these issues. Otherwise the company risks create a negative reputation, to push a qualified professional, which is in dire need.

During the interview, the candidate is also conducting counter "testing" of the employer. Since the work of the accountant is associated with a large financial liability, the applicant very balanced approach to the employment issue. Here is a list of the main points of interest to the profession of persons:

Place of location. Typically, an accountant - people are conservative, do not love to waste time on a long journey to work. This is a significant factor that HR managers should pay attention to selecting a resume. The question of a person's readiness to go to work you need to ask at the stage of telephone conversations.

The location of the tax inspection and correspondent bank cooperates with the company. The convenience and speed of access to these facilities greatly facilitate the work, because there are times when you need to perform the operation as soon as possible or at a certain time. If the bank is far from the office of the company, management must be sure to provide the accountant car.

Coincidence statements and the actual state of financial affairs. Issues related to the real state of affairs, for accounting purposes in the first place. The manager must inform the future specialist with the peculiarities of doing business.

Accounting software used in the organization. Most accountants work with the program 1C: Enterprise. On the positive side characterizes the company in the eyes of the presence of the candidate programs "League" and "Sail".

The presence in the state of the programmer or system administrator, who thoroughly knows the program 1C. Accountant must be sure that in case of failure or the occurrence of specific tasks to the rescue comes a qualified employee and resolve the problem in the shortest time. Programmer outsourcer, which must be "vyzvanivat" and wait a long time - a problem for the accountant.

Frequency and characteristics of audit in the company. Is there an auditor - regular or external? What is the relationship with the control authorities? The accountant should receive satisfactory answers to these questions.

The correctness and regularity of accounting in the company. If the account is running, and the employer wants to have a new man took accounting in order, this must be immediately and openly. Getting a new place, the chief accountant is interested to its super-restoration proper accounting and reporting properly paid.

The number of legal entities included in the accounting charge. The more, the higher the requirements for the chief accountant pay.

State accounting and allocation of responsibilities. To carry large amounts of accounting, you must have the proper number of qualified staff.

The specifics of the accountant is that one interviews to determine the professionalism and suitability of the candidate to work in the company is not enough. It is necessary, at least two stages of negotiations with a pause of a few days to reflect on the proposals and requirements.

Of course, the interview allows only a rough estimate of future employee accounts. Strengths and weaknesses of the candidate is fully manifest in the work, so you should specify the size of probation and conditional accreditation in the first months after his appointment.

Nontraditional methods of recruitment

Unconventional methods of recruitment today resorted more and more employers. We have tried to make the rating applied and promoted in the Russian labor market, employees of non-traditional recruitment methods.

First place in popularity is the method of stress interview. Yet it is sometimes called shock that better reflects the essence of the approach. The purpose of the stress interview - to determine the stress levels of the candidate. Accordingly, the need for its use can be justified in the selection of employees for certain positions: cashiers, tellers at banks, firefighters, police officers, and even experts in personnel (our profession and dangerous, and difficult at all, no less than the work of police officers). To identify stress candidate for it creates stressful conditions and watch how it will respond to them. The most interesting - eyewitness accounts, passed through the stress interview, which today is replete with the Internet! Among them, I was not able to meet any positive, people express outrage,

Judge for yourself. Standard stress scenario assumes an interview:

 being late for an interview the employer's representative at the time of an hour or more;

 of showing disregard for merit, degree, rank, education of the applicant, "Well, what if you are from the Moscow State University, we even out the cleaning lady";

 loss of resume of the candidate;

 creating uncomfortable conditions: podpilennaya chair leg too high chair, a bright light in his eyes, placing the applicant in the middle of the circle, on the circumference of which sit representatives of the employer;

 asking impolite questions: "Why are you in my 27 years have not yet married, men are afraid of?";

 unexpected actions on the part of the recruiter: throwing the handle in the face.

Strange, of course, that someone after such questions would agree to work for us. Although, of course, the master of the stress interview is advised after such honestly staff to "torture". But as a rule, the situation has changed this recognition can not.

There are also very interesting cases. For example, in one of the US companies have decided to apply stress interview en masse. We invited several candidates that have passed the first two stages of an interview at the company party. After watching a movie on the life of candidates they said: "Our corporate Dance - Macarena. Therefore, those who know how to dance this dance, in line with our values. "It is logical that after that all the candidates were asked to perform the dance. Who as a result have taken the vacant position, it remains unknown, but the story of the Macarena and the company, which it loves, is now known all over the country.

From the same party and the story of the selection of flight attendants for a Scandinavian company. There soiskatelnits offered portray as playing water polo hippos. Not everyone agreed to enter into the role of a hippopotamus, but probably recruiters enjoy the spectacle, but now is not all dare to come for an interview at the company.

From less harmless receptions - proposal of the Secretary to remove shoes. Likely to test the cleanliness. Maybe so determine who the owner of the house will be, because as says the popular belief, if the second toe is longer than the other, the woman will dominate. And not all chiefs, probably this situation to your liking. Although, as we told the participants of a training - chief doctor of a Moscow clinic - check the cleanliness of the tradition, and at the same time and stress of candidates in a Russian hospital took place even in the nineteenth century. Then, at the Botkin Hospital in the selection position to the nurse or the nurse, the young ladies were asked to take off his pants sorry. They say that was a very reliable method of selecting good nurses.

The next place in our ranking is occupied t. N. brainteaser-interview (literally, interviews, tickling the brain). Particularly fond of this method is the Russian representative office of foreign companies. The essence of the method is that the candidates should answer the question or solve intricate logical task. The purpose of such a non-standard method - check analytical thinking and creative abilities of the applicant. Accordingly, the target audience for Brainteaser-interview - knowledge workers and creative people, including programmers, advertising managers, auditors, consultants. However, according to eyewitnesses and employers do not stop using this method in the selection of engineers, machine operators and even workers.

The most popular method has brought the company Microsoft, whose leaders are not only committed to the method, but also the authors of many commonly used questions. So, for example, have a corporate legend that one of the company's CEO, walking down the street, came up with a question: "Why are manhole covers round?". And not only invented, but also successfully used in many interviews.

In third place in our ranking selection method based on physiognomy. One of the apologists of this method in our country is VV Maleshin, who has over 20 years of applying this method in their practice of recruiting the staff, leads seminars and publishes articles. The very physiognomy as a science counts back to the XVIII century, when it was published the first detailed work on physiognomy - four-volume "Physiognomic fragments" Johann Gaspard Lavater (1775 - 1778), although the methods of determining the character of a man by his appearance existed in ancient Babylon. In our opinion, the use of physiognomy is justified only if the extensive practical experience of its use and special care when issuing recommendations. Physiognomy should not be the only method for the selection of the candidate, it is suitable rather as an auxiliary method,

Imagine a similar situation, you spend the selection of candidates for the position of chief accountant. And then came the moment of decision, the director wondered whom finally can sit at a table littered with statements and make responsible for this whole mess in the company's accounting. You are being called on the carpet and asking a fair question: "Well, who is." And you call the name, citing the variety of the fact that the candidate smooth lips, nails are made up neatly proportional face, large eyes, and a nose the correct form. How do you think the director will say, but if you do not say, I thought?

Fourth place on the pedestal of non-traditional methods of selection firmly holds Socionics - a science (dare we say it), to study the process of processing information from the outside world human psyche.

According socionical human psyche concepts it can be represented as 16 possible options perception and processing information that corresponds to a particular type of information metabolism (abbreviated TIM) or sotsiotip.

Carl Gustav Jung in his theory of psychological types of people divided into two groups according to various criteria. Ausra Augustinavichiute researched his idea about the difference of psychological types (typology), connect it to the methods of psychoanalysis Sigmund Freud and Jung introduced a little changed name to more modern concepts. As a result of this Socionics it is based on concepts such as logic and ethics, intuition and sensation, extroversion and introversion, rationality and irrationality, called mental functions. For a clearer picture of the signs of their symbolic images have been introduced, of which formed a kind of information models, folding functions in various combinations. Total number of such combinations may be 16, each of them has its own style.

Each type in socionics were named on the basis of what kind of a famous person or character is most similar to the representative of the TIM in its behavior. Abbreviated name of the type represented in the form of three letters corresponding to the socionic featured in the model type. So, there was a division of people into Stirlitz Gabin, Robespierre, and so on. N.

People belonging to the same Tim, show quite typical behavior in a given context, in making certain decisions, as well as guided by the same motives in solving certain problems. Socionics Methods, emerged at the intersection of psychology and informatics allow to obtain forecasts of behavior of a person and its interaction with representatives of certain other types. Accordingly, for each type, you can make its recommendations in the field of vocational interaction, as well as in the area of ​​personal interest.

The main procedure based on the selection of socionics is socionic typing or otherwise determining socionic type of employee. Some experts call this procedure socioanalysis. There are several ways people typing: testing of various tests, interviews, observation of the behavior and physiognomy.

For sotsionicheskogo testing using such tests as known questionnaire MBTI, Bunce test and others. There is a test version, which uses estimation semantic differential, ie. E. Text or story typeable based on the use of words, phrases, handwriting and storyline concludes about a particular sotsiotip. It should be noted that the typing of the tests does not always give an accurate picture. The reliability of this method can be described as 50/50.

Observing the behavior based on an assessment of the nature of gestures and movements. For example, a sharp impulsive motion characteristic of intuitov. Sensory like to take all the space around them and, as a rule, safely placed in an unfamiliar environment. For a more accurate diagnosis of the type required a certain experience, observation and attention from tipiruyut specialist. This method is much more likely to be used as an auxiliary, rather than as a panacea.

For use in the diagnosis method socionical physiognomy tipiruyut needs a lot of experience, as he must know what are the features of the face and facial expressions are typical for representatives of various sociotypes. To date, it has accumulated statistics facial images and video, but this method is not stoprotsenten.

interview method allows you to more accurately determine the personality type of employees. During the interview, he asked a series of questions aimed at identifying the type of information metabolism functions in the model. A set of questions depends on the preferences of experts. Among them are such as "Do you like to cook?", "Do you often late for work?" And others. The method of interview is quite subjective, and its effectiveness depends on the social type of the specialist conducting the diagnosis, and from his experience.

There is another method of diagnosing socionical - call it comparative that is based on a comparison of the behavior of the employee types described in the literature.

The most effective is rightly considered the combination of all these methods. Another option allows to make a more reliable identification of the type is to conduct a typing process shared by multiple people, complementary type.

Socionic typing can be learned, both individually and in special courses. Therefore, this method every year becomes more and more known to a wide circle of specialists.

What is the use of socionics in recruitment: 1) the selection of people best suited to carry out this kind of work (which guarantees a love for work, because when a person does what he likes, and the efficiency of labor it becomes higher), 2) the selection of people who are close values ​​of the company, and 3) the selection of people who are well fit into the team, 4) the selection of people who are satisfied with the motivation policies used in the company.

As for the experience of the application of this method in practice, then I must confess that I am his supporter. It should be noted that the applicants refer to the socionic interviews or tests positive, especially when, after passing the interview, he offered his own description of the type and talk in detail about socionics, make recommendations. The interview itself takes less than 30 minutes and involves a number of issues, which are also used in the traditional job interview, for example, in the biographical interviews (Who do you dream of becoming when I finish school? Steel? Why?). They may be completely unrelated to work, but it does not carry any intimate orientation (for example, please describe the resort beach where you have recently had a rest). But knowing sotsiotip received by the candidate, one can predict its behavior in work situations, relations in the team, to find out "where he has to motivate the button." In 90% of 100% is triggered. The remaining 10% we refer to errors in typing candidates.

However, the main thing is - do not forget that the personality of each person affected by his upbringing and environment. Therefore, to talk about one hundred percent matching description sociotypes human person, and even more so that a certain type of person will never be able to perform well in a particular job than sinning, many experts sotsionike impossible. But to say the coincidence of 80% in most cases, we can in full confidence.

Therefore, the efficiency of socionics in the selection of personnel can be guaranteed no more than 80%. And of course, socionic typing should not be a major in the selection. It should be used in conjunction with a variety of traditional staff selection methods.

On fifth place we put graphology. While talking about graphology as a non-traditional method of recruitment is probably not quite true, since, for example, in France, graphology is quite formal tool for the selection of candidates, especially in the state structures. However, the effectiveness of the conclusions on the basis of graphology is still a contentious issue. No studies with confidence and 100% proving the relationship between a person's handwriting with the traits of his personality, although a certain connection, of course, is the place to be. In our country, graphology is infrequent, perhaps because of the interpretation of the results difficult, and perhaps because of the lack of specific training programs.

In sixth place in our ranking - horoscopes and all that is connected with them. Particularly popular horoscope, acquired in the period of perestroika, when the craze previously closed astrological forecasts. Then, perhaps, only lazy did not try to determine their compatibility with your friends, family members, business partners. I must say that now the popularity of horoscopes in business has become less, but there are still adherents of this method of selection of personnel and solve problems on the basis of how the stars will tell. The author had the opportunity personally to work in a company where the employee at the reception CEO was based on the formula of the soul the place and date of birth of the applicant. My formula indicated for example, on outstanding logical abilities that have great players. But I myself play chess do not know, and suppose now that chess genius died in me. Although this is what I do not regret, t. To. The profession and HR-I am attracted to a greater extent. Based on how the work adopted on this basis the staff, I can say with confidence that the labor efficiency, this had nothing to do.

In the penultimate place is the method of selection by name, as well as the combination of name, surname and patronymic of the applicant. Method based on the long-known phrase Captain Vrungel: "As the ship name, so you have it will float." Advocate of this method in the masses is Higir B., who conducted a study on the topic "What name is better suited to a particular profession." There is nothing surprising in the fact that among accountants (who according to the 2006 occupied the top of the ratings sought after positions in Russia) are the nicest owners named Natalia (which according to Turkish men is the most common among Russian women). Eventually becomes a shame and a proper name. Although if you follow the logic of B. Higir (which my name does not appear), I probably would have to work for the divine Olympus.

And finally, the last place of honor takes a method of determining a person's character by fingerprints, and thus the selection method for the same prints. There is a book dedicated to this method, which is also written by B. Higir. Although the method is not new. A few years ago had a chance to even read a study by researchers on the subject. The results of his I found interesting and I analyzed the prints of his acquaintances. Frankly, the results were not encouraging. According to scientists, the method makes it possible to determine the factor of intelligence: the more frizzy curls are human fingers, the more his intellectual abilities, and vice versa. In addition, I can hardly imagine the procedure of taking fingerprints from applicants. Although you never know, maybe when the prints will be an integral part of the passport of a Russian citizen,

So, as we see, among the methods considered is no one hundred percent guarantee loyalty to the choice of the candidate. However, no such precision and conventional selection techniques. Perhaps this explains the growing popularity of these methods, because if there is no one single right way, you can try all of a sudden fit?

The first - to increase, the second - to pull, third - dismiss

In recent years, many companies are trying to identify the employees who fall under the "A" category, and create the conditions for professional and career growth.

However, betting only on the first-class employees, companies run the risk of putting the cart before the horse. Obviously, if the most gifted and motivated occupy strategically important positions, the company will receive from them the greatest return. But, oddly enough, it is rarely organization before you bring out the best employees, determine the appropriate place for them. A company in which people are able to realize their potential, in general units.

Of course, no organization can not take positions on all high-end professionals. We believe that, ultimately benefiting those companies in which the qualification of workers corresponds to bloat. It is important to comprehensively manage the staff: the best people to appoint to key positions, good - on minor and mediocre performers resolutely get rid of.

Some companies follow this principle. However, it is important to keep in mind: you must pay a lot of attention not only to employees and positions "A" category, but also the people holding positions of the second ( "B") and the third ( "C") categories.

How to determine the position of "A"

The relative importance of a post value differently. Department personnel, as a rule, takes into account the level of qualification, the terms of reference and working conditions. In his view, the key posts gets the most experienced and highly motivated.

Economists believe that the salary of employees must relate to the cost of which they create for the company, and indicate the rarity of the profession in the labor market. According to this view, the higher the salary, the higher the post. Both approaches have a major drawback: they show which positions are considered to be essential at some point, that does not always correspond to the true state of affairs.

Position "A" category, we would characterize so. Firstly, it is essential for the implementation of the strategy. Secondly, the quality of work occupies its staff and its performance greatly affect the overall result of the company. So, to see the real picture, you need to start not from the organizational structure or the remuneration system, and from the company's strategy. It is important to evaluate and its strategic and competitive potential and to understand from some positions in the first place depends on the success of the strategy.

The stores Nordstrom (clothing, footwear, accessories) and Costco (warehouse store, operating on the principle of self-service, the main competitor of Wal-Mart) to meet customer needs, to develop and expand its shareholder value. But the success they achieve in different ways: Nordstrom - providing customers a personalized service, Costco - selling a wide range of products at affordable prices. So both companies a strategic advantage depends on a completely different positions. At Nordstrom it creates sales consultants in Costco - purchasing managers.

Conclusion: The purpose of strategic positions, common to all types of companies, does not happen. They are generally very few in any organization (about 20%), and they are found at all levels. Position "A" can occupy and biochemist at the research department, and a sales representative of the marketing department. The quality of their work depends on the rate of growth of the company - increase in the average productivity of employees in key positions, leading to a spike in corporate value. Giving these positions of strategic importance, companies can gain a competitive advantage.

Strategically important positions, where the quality of work and performance of a particular person does not matter - a rarity, even when it comes to the lower positions. For example, the work of the cashier is simple from a technical point of view. But to make a good impression on the customer, the cashier should not only read the bar code of goods and with a sweet smile to receive money, and, for example, to quickly analyze a person purchases, to understand his tastes and advise to buy the next time something else.

It happens, and vice versa: some positions, in principle, are of strategic importance, but in reality, no effect on the competitiveness of the organization. This may be due to different reasons: all employees work equally well or perform standard operations; company or industry has made such a general level of performance that further investments will no longer give feedback. For example, the main strategic objective of any airline - to ensure safety and the pilots - the same people, by which this goal is achieved. While they work, they have to constantly engage in refresher courses and pass the state certification, therefore, as a rule, they know their stuff,

Professional category «B» or have an indirect impact on the strategy, reinforcing the "rear" positions of the first class, or are of strategic importance to the principle, but not at the moment: the employees occupying them now, running about the same, therefore, from the individually small It depends on the company's success in the market. The contribution of these employees in achieving the company is small, but it is thanks to them that it can keep the bar high. Positions of category "C" is not linked to the strategic objectives and do not actually need.

The value of P "A" by definition does not depend on the structure of the company, although it is usually the strategic importance of an item is determined by its place in the hierarchy. It would be desirable to top managers assume their positions the most important, it is not. the P "A" not always involve the most qualified job, but if a person does it responsibly and creatively, he will make a tangible contribution to the overall success of the company.

Here's how one major pharmaceutical company identifies the most important positions. Because the most important thing for her - the safety and efficacy of drugs, the main experts here said Head of Clinical Research and lawyers who are watching over the observance of legislation. At the same time to the "A" category I do not include some of the highest positions, such as production director and chief financial officer. Although both get a high salary, and play a key role in maintaining the high "tone" of the company, for they are not so important strategy because it does not create value.

staff management category "A"

First of all, you need to explain the principles of ranking employees. At the pharmaceutical company GlaxoSmithKline has slim HR management concept. One of its position directly speaks about employees of differentiation: "It is important to strategically important places occupied by the best experts and their professional and career planning in the corporate center."

But to develop the concept of human resource management - that's not all. It should be understood that, compared with the rest position "A" require a disproportionate investment. It is necessary to carefully evaluate the work of employees of class "A", to help them improve their skills and their well-paid work. In addition, it should be put on stream prepare them a substitute. All this is done in IBM.

About a year ago, IBM began to compile a list of strategically important positions. Some positions, such as Chief Country Officer, will always be of paramount importance. In the category "A" also hit positions of middle managers: These people are looking for in the company and outside products, software specialists, and then, by bringing together all the "ingredients" to execute the individual order.

Evaluation. The company helps leading employees always stay at a high level. To this end, there have articulated that for each post to consider the good work, and what - bad, and on the basis of transparent criteria assess their specialists. Last year, the company has identified ten essential qualities of leaders. Each quality is evaluated on a 4-point scale. Person can put a "mark" and pass the certification.

Development. The incumbents of the P "A" themselves up for a program of ten leadership qualities, based on the results of the appraisal, and use special tools - they are in the company intranet. But the company offers them and other opportunities for professional and personal growth. Of the $ 750 million spent annually by IBM for the development of staff, approximately $ 450 million allocated to the training of specialists and key employees - for their successes in the development of leadership skills meets one of the top managers of the company.

Salary. At IBM, there is a differentiated system of remuneration. Previously, the company was added to all regularly paid salaries and bonuses. Now salaries increase each year only half of the staff, and the best salary workers increased by an amount three times greater than simply good.

Continuity. But perhaps the most important achievement of IBM - established system of preparation of the future generation of leaders and professionals. The company has provided "rear" of each key positions, including by investing in the "spare" staff. Regularly assessing the work of these people, determine whether they are ready to take a leading position "now", "after one increase" or "after two." There are companies and so-called bushing positions. They occupy candidates for strategic positions: here they can gain experience that will be useful to them in the future.

Comprehensive Human Resource Management

Speaking about the need to pay particular attention to posts and staff "A" category, we can not forget about all the rest. Class "B" position is also very important: First, they strengthen the "rear" to the position of first-class, second, if they are to hold negligent employees, the company risks losing its customers.

With regard to the P "C", then try to look at them with fresh eyes: surely you will find that gradually you need to get rid of incumbents, whose work can be outsourced to charge if necessary. Pharmaceutical company Roche systematically identifies positions that provide the company with a competitive advantage. Places that do not have strategic importance, reduced regardless of the quality of staff.

Comprehensive human resource management - it is to this end should seek company, then the right people take the right places and it will be possible to keep the positions of category "A". For starters, using the criteria assessing the quality of work designed to identify employees first, second and third classes, determine the share of the top staff at all three types. Then replace bad employees who hold the position of "A" category, the best, and "horoshist 'help to become" High ".

Companies that are able to make difficult decisions on various issues, often act unreasonably in respect of its most important asset - the staff, the people driving the most simple, "leveling" techniques. When leaders have to make difficult personnel decisions, they take into account the costs and not the value of employees. But today's competition requires renounce equality in the name of justice and to begin to assess employees according to their contribution to the common cause.

Obviously, the ranking of employees and positions contrary to the culture of many companies. However, managers who are psychologically difficult to divide the employees into three categories would probably be easier to classify positions. Although the refuse and from a more personal approach in the field of personnel is dangerous.

eychary begin ... and win?

For five years I have gone from staff to Director of Human Resources Manager. And now I want to share their experiences, to give a few tips for beginners eychary and those who are just thinking about the profession. Not "having filled bumps", you can not learn to walk, did not you?

Who said that "eychary not born, they are"? Convinced - it is born. Work specialist staff can only for calling, as well as, for example, a teacher. I watch frequently as HR-managers are trying to become the ones who did not take place in any other field: for example, do not like the numbers, not the seller, I and "in eychary would go, let me teach!".

Our work - constant communication with people and make independent decisions. If you find this difficult, and you are not willing to take responsibility for the fate of others - find a quieter place. If you are determined to dedicate his life difficult task of personnel management, take into account my advice.

Tip 1

You want to become eychary? You have a degree in economics, psychological or technical education, you have a logical mind, and even play a game of chess - wonderful! Be sure to get a second special education, get good courses and modular programs for examining the entire personnel management, decide what area of ​​work to choose:

 recruiting;

 evaluation and certification of personnel;

 personnel accounting;

 payment and stimulation of work;

 training and development.

Tip 2

When looking for work do not take the first available offer. In order to later be disappointed, carefully study the company and its place in the market, the requirements of the employer to the post of HR-specialists, working conditions.

Tip 3

Rejects the proposal, if the requirements are formulated to work "Fog" or too far: "It is necessary to restore order in the account" (and there, they say, we'll see), or "We need eychar who will do everything." Ask the employer the range of its future responsibilities, ask the question: "What are the problems you want to solve, taking a job HR-manager?". After hearing the answer, try to assess the overall level of the company, its strategic goals, objectives and place of service for personnel management.

Tip 4

If you have no experience, try to start with recruiting. Working in the staffing agency, you will be able to polish communication skills, orient to market professionals, learn more about the different companies.

Tip 5

After working for one or two years in the field of recruitment, try to go to the HR-service to master the processes of adaptation, evaluation and certification of personnel. Choose a job in a well-functioning organizational structure and business processes, where you as an experienced rektutera undoubtedly happy to take it.

Tip 6

Study of the Labor Code - without the knowledge of labor law can not be competently develop human resources policy of the company.

Tip 7

Having mastered the recruiting, adaptation processes, assessment and certification of personnel, thoroughly studied labor law, you can begin to participate in the development of compensation and incentive programs, company training and development programs.

Tip 8

Try to expand the range of professional communication in order to be able to consult with HR managers from other companies to share experiences and, where necessary, to coordinate their actions.

Tip 9

Go oratory course and get rid of the fear of public speaking - they are an inevitable component of the work of HR-manager.

Tip 10

Now you have already acquired a certain value in the labor market and can choose their own way forward: either to become the head of HR-services, or work in its divisions improved in one direction.

Before you a long way, and you will be able to pass it! The main thing - set clear goals for themselves. And get rid of illusions about the work of a specialist in HR!

Illusion 1. Career eychary - fast career

Only experience will help you make a career, and it accumulates over the years.

Illusion 2. eychary can always find a common language with the top managers

You either accept the rules of the game and then develop their own ideas in the company, or look for another job: fighting windmills pointless. And do not complain to the owners, just knock on another door - you hear!

Illusion 3. eychary should be good to all employees of the company

Eychar must be fair to all employees of the company.

4. Work eychary illusion - an easy job

On Friday evening, look at yourself in the mirror: Do you have the power of a smile?

I wish all the specialists in personnel management wisdom in making decisions, optimism, patience and perseverance. Reread the "Seagull" by Richard Bach - and good luck in all your endeavors!

Features HR-systems: myths and reality

The first prototypes of modern HR-systems appeared in the 80s of the last century. Even then, in large enterprises used "samopisnye" programs to automate routine processes of personnel records.

Practice shows that the main reason for "discontent" user information system - in this case, human resources - lies not in a selected system, and in that:

 Firstly: the preparation stage to the selection and implementation of HR-system has not been given enough attention;

 secondly, the system originally anticipated "miracle" to create that it can not in principle.

Miracles do not happen

We must not forget that with the introduction of "harmony" information system of personnel management processes by themselves do not will find and will not be more effective. In order to obtain the expected effect of the introduction of the system must exactly match the "standards" of the company operating in HR-processes.

This can only be achieved, if we go "on the contrary", first defined by targets and necessary for their implementation of the system functionality and then carried out directly by the choice of the system, which would correspond to those tasks. In other words, the sequence of actions is as follows:

 acting in the company's HR-processes and corporate accounting standards are described and regulated;

 based on the description of business processes are designed the same for all divisions / subsidiaries of the standards movement and reporting;

 formed the requirements for the information system, based on real operating enterprise business processes and the flow of information algorithms;

 determined the technical requirements necessary for the implementation of these functions in the system;

 System requirements are ranked by importance to ensure effective service HR-processes;

 It is used to select the system on the basis of compliance solutions on the market formed requirements.

Evaluation of the existing systems for compliance with best carried out for each of the functional blocks (personnel administration, payroll, recruitment, training, and so on. D.). In this case, the extent to which each of the requirements can be assessed on a scale of 0 to 10, taking into account the "weight" of each of the comparable functionality. This multivariate analysis allows us to ultimately bring the most objective integral assessment of the extent to which each of the proposed enterprise systems requirements. As practice shows, at this stage, more than 50% is eliminated from the list of the systems in question - due to the lack of significant features or, on the contrary, by virtue of manifestly excessive functionality.

To gain a deeper understanding of the past primary selection system requirements, you must look at how this or that function is implemented in a specific information system. This information can provide manufacturers considered IT solutions. Ultimately, selected and implemented the system functionality which best meet the objectives in the field of HR-management, decide who it is supposed to.

Supply and demand

The evolution of domestic personnel technologies, in my opinion, reflects the colorful transformation as usual for another 5-10 years ago, "Personnel Department" in the "Service personnel management." Personnel records even mandatory now, but only one of many components of the activities in the field of personnel management. On the agenda today, HR-managers are complex and multi-faceted issues of motivation, career planning staff, formation of personnel reserve, training and development, and so on. In other words, the "music book" management, rather than accounting processes. Accordingly changed and functional information systems.

At the stage of "fitting" and evaluate functionality offered by information systems for HR-tasks of the enterprise is very important to initially "to agree on the terms" with their developers. What I mean? We must realize that the "high tech" is not omnipotent and the possibility of too limited. For example, in one of the projects on the selection of personnel information system for a large holding, studying the specifications of different systems, we stumbled on this here is an interesting functionality - "the formation of the basic provisions of the personnel policy in the form of local normative acts of the enterprise." It should be understood that any, even the most sophisticated IT system, to formulate a personnel policy of the enterprise can not. And in this case, it is meant only the necessary document templates. No more.

So let's try to understand what is really "know how" and "can not» HR-systems - from the standpoint of automation of accounting and settlement and administrative functions.

Automation of accounting and settlement functions

Due to long-term "automation stories" processes such as personnel records, payroll, management staffing, etc. -. Today implemented equally well in virtually all HR-systems on the market. For example, the accounting personnel quality are all systems - including through detailed formalization and regulation of this process within enterprises, at the legislative level. Therefore, when choosing HR-solutions for the automation of accounting and settlement functions, the main should pay heed to such factors as the cost of implementation and further support solutions, story introductions, "name" and reputation of the manufacturer, the professionalism of the team implementers, prospective plans for development of the system.

Another important criterion is the system of choice for the automation of accounting and settlement functions - its performance and scalability. This option is of particular importance if the implementation will take place in the company, employing over a thousand people. You must be sure that the expansion of the state system, without compromising speed, will be able to accurately perform calculations - such as wages.

Despite the overall "beautiful" picture, and in this area still have the "white" spots, the existence of which is useful to know.

For example, the vast majority of HR-systems (of course, if it is not a specialized or customized solutions) do not expect the full implementation of the calculation function piecework wages. In fact, none of the existing HR-solutions does not allow to take into account all the nuances and the multifactorial process of calculating piecework pay particular company. The reason is simple lack of uniform standards for the calculation of piecework payment, for which in each case requires a large amount of input information. Therefore, even companies with strong personnel systems continue to rely piecework wages using proprietary software. If we talk about the Western system, in which this feature is also rather poorly developed, simply because Russia is such a remuneration system is uncommon.

Automation of management functions

With the automation of administrative processes, the situation is somewhat different. Very often, the expectations of the management of functional HR-making does not correspond to reality and, by the way, that he "mythologized" most. Moreover, it is necessary to understand that the existence of a system model of a process, for example grading system, by itself does not mean that its implementation will lead to the emergence of the company grading system. If this process the organization has not been delivered, its automation or does not lead to any result.

The need for automation of managerial HR-tasks emerged not so long ago, so we can say that this direction is still in development. By the choice of systems for the automation of administrative activity should be approached with extreme caution also because the management functions are specific to each organization, and therefore need to focus on the best match of an existing company data analysis algorithm and stored in the system.

Critical assessment of HR-capacity solutions for the automation of management functions will help to avoid further disappointment. Thus, meeting the description of what the system is able to evaluate "the effectiveness of motivation", remember: the system can not make decisions, nor do they have a deep multivariate analytics.

Recruitment. We must be prepared for the fact that to date no "typical" system does not implement this function at the level required recruitment agencies. The fact that the existing personnel system carries out the selection of candidates for positions on the basis of requirements. If, however, you must "find" the person on a large number of non-formalized parameters concerning not only his job, but also, for example, his personal qualities, experience in the specific organization, specific skills, the availability of certain certificates, industry experience, and so forth., The implementation of such operations are usually associated with a number of difficulties, except for special customized solutions.

Training. Keen interest in ongoing training of staff and corporate training scale dictate new requirements to software products. Even today, large enterprises are required HR-systems that can administer the complex program of staff development and track their performance. Moreover, analysis of personnel training process costs must occur in different sections so that you can understand, such as how many cost falls on the training of certain units, and how much to training on a specific topic or to work with a particular organization.

Most HR-systems allow you to store large amounts of information about the providers of training - up to training courses and schedules the company's history of interaction with them. Data on training individual employees are also stored in the system, however, as a rule, ready-made solutions do not allow "pushing a button" to display the complete information on the training of the staff member - where he studied, the program of this course, learning outcomes, cost and so on. . to get a complete picture - in the weak integration of archived data - you have to work with different archives, because it does not always provide the ability to work with multiple databases simultaneously. The reason is that this problem is relatively new.

Personel assessment. In one form or another staff evaluation unit today is present in virtually all HR-systems having a functional automation of administrative processes. It should be understood that the date of its functionality is usually limited to the fixation events. The system allows you to record the results of assessment activities, but the tools of their organization, planning and analysis as well as assessment methods, so far developed relatively weak. Meanwhile, these tasks now coming to the fore. It is obvious that the development of a small business certification program is quite cope HR-department. However, to evaluate the 3,000 employees it is necessary to plan the most efficient use of time and human resources.