2. HR Management " If you putting the people at first place, you never will make mistakes, even in matters of receiving money " Viktor Birkus Odessa 2002

3. OBJECTIVE Construction a sustainable, organic, internal structure of company Increase staff productivity and organization as a whole Elaboration and development the company's policy with regard to human resources HR MANAGEMENT

4. The main directions of management personnel Planning and forecasting of the entire process of personnel managementPlanning and forecasting of the entire process of personnel management Activities related to the completion of human resourcesActivities related to the completion of human resources TrainingTraining MotivationMotivation Efficiency reportEfficiency report Development of corporate cultureDevelopment of corporate culture Improvement of organizational and staff structureImprovement of organizational and staff structure HR AuditHR Audit Developing and maintenance programs to improve the socio-psychological climateDeveloping and maintenance programs to improve the socio-psychological climate Development and strengthening of intellectual potential of companyDevelopment and strengthening of intellectual potential of company Participate in strategic planning, organizational development, expansion of services, areas of workParticipate in strategic planning, organizational development, expansion of services, areas of work The study, analysis and constant monitoring of all processes related to staff the organizationThe study, analysis and constant monitoring of all processes related to staff the organization

5. The study, analysis and constant monitoring of all processes related to staff the organization Observations, surveys, questionnaires, interviews, investigation and analysis of personnel documents, obtaining information on the status of personnel management in the competing structures, to obtain information about effective innovations in advanced foreign firms, etc.

6. Planning and forecasting of the entire process of personnel management strategic (3-4 years)strategic (3-4 years) tactical (per year)tactical (per year) Operational (quarter)Operational (quarter)

7. Activities related to the completion of human resources a) Predicting the required number and quality of the required staff (the study of the internal needs of the organization)a) Predicting the required number and quality of the required staff (the study of the internal needs of the organization)

8. Activities related to the completion of human resources b) The accumulation of data bank of potential candidates for the creation of a personnel reserve and provision a reserve to increase on a post

9. Activities related to the completion of human resources c) Monitoring of labor market

10. Activities related to the completion of human resources d) Study of the staff of the competitors for a possible "Head Hunting" and the regulation of salary policy

11. Activities related to the completion of human resources e) e) Direct search and attract candidates

12. Activities related to the completion of human resources f) The selection of candidates with a vision their further growth

13. Activities related to the completion of human resources g) Creating a system of continuous replenishment of personnel (student internships, etc.)

14. Training a) Fixing the mentors for younger employees (clause about the mentoring, motivation the mentors, control mentoring process)

15. Training b) b) Study of internal needs of the organization in the training (development plan, staff training)

16. Training c) c) Market Monitoring staff training (courses, trainings)

17. Training d) Study of internal training opportunities. Creating the school for improving skills and mastery of skills and knowledge related professions and disciplines at a required professions.

18. Training e) Vocational education and training of personality growth, team building, training for reinforcement a team, etc.

19. Training f) Analysis of the results of training each employee separately and the entire learning process as a whole.

20. Motivation a) a) Career planning for each employee "No activities can not be lasting if it has no basis in personal interest." (L. Tolstoy 1. 3. 3).

21. Motivation b) b) Monitoring of personal aspirations, problems, desires, expectations of employees "No activities can not be lasting if it has no basis in personal interest." (L. Tolstoy 1. 3. 3). "No activities can not be lasting if it has no basis in personal interest." (L. Tolstoy 1. 3. 3).

22. Motivation c) c) Development of Regulations on the motivation of staff, the mechanism of which is to provide individual current and long-term employee motivation "No activities can not be lasting if it has no basis in personal interest." (L. Tolstoy 1. 3. 3).

23. Motivation d) Motivation and fixing the most valuable and promising specialists "No activities can not be lasting if it has no basis in personal interest." (L. Tolstoy 1. 3. 3).

24. Efficiency report a) Necessary strive to ensure that the process of verification and validation (efficiency report) have been a positive, creative direction

25. Efficiency report b) Total all the pluses the work of the employee for the year, degree of improvement and advanced training, the number and quality of acquired knowledge, degree the mastery of skills related with his work

26. Efficiency report c) Giving the findings and recommendations for employee and his manager (mentor)

27. Efficiency report d) Draw in detailutline) plans for the future achievements of staff d) Draw in detail (outline) plans for the future achievements of staff

28. Development of corporate culture Identifying and highlighting individual characteristics, traditions that established in the team, the introduction of useful new traditions, their development and introduction to the power of the rules of conduct, laws, organizations that are unique to herIdentifying and highlighting individual characteristics, traditions that established in the team, the introduction of useful new traditions, their development and introduction to the power of the rules of conduct, laws, organizations that are unique to her

29. Improvement of organizational and staff structure Goal - improving process management, efficiency of tasking and monitoring of achievement, mobility, restructuring the production process

30. HR Audit a) Studying the quality of the staff

31. HR Audit b) Investigation of relationships in the organization as a whole and at individual units and micro-group

32. HR Audit с) Identify opinion leaders and the direction of their influence in the right direction

33. Developing and maintenance programs to improve the socio-psychological climate Organization-wide cultural eventsOrganization-wide cultural events Permission and averting the conflictPermission and averting the conflict Production the trainings for personal growth and teambuilding, ability to work as a teamProduction the trainings for personal growth and teambuilding, ability to work as a team

34. Development and strengthening of intellectual potential of company a) a)Formulation of the prerequisites for promoting and identifying creative ideas of employees (innovations, new programs, innovations, etc.)

35. Development and strengthening of intellectual potential of company b) Purchase of ideas and staff rationalization proposals for little money, but outright, or rewarding for a certain number of innovative initiatives for the year, etc.b) Purchase of ideas and staff rationalization proposals for little money, but outright, or rewarding for a certain number of innovative initiatives for the year, etc.

36. Development and strengthening of intellectual potential of company c) The accumulation and use of ideas of staff

37. Development and strengthening of intellectual potential of company d) Promotion of creative staff

38. Participate in strategic planning, organizational development, expansion of services, areas of work staff training for new skillsstaff training for new skills Search for staff on the basis of the planned areas of workSearch for staff on the basis of the planned areas of work

39. Questions, suggestions, comments on this topic, please send an e-mail: birkus@ukr.netQuestions, suggestions, comments on this topic, please send an e-mail: birkus@ukr.net either on tel:either on tel: +380 (50) 492-01-20+380 (50) 492-01-20 +380 (48) 724-67-05+380 (48) 724-67-05