THE
DEVELOPMENT OF HUMAN RESOURCE POTENTIAL
The dynamic circumstances of
global business dictate the partnership between
employees and the company. People at work are forced to
quickly and flexibly adapt to new business challenges
and standards of business. Many organizations often
focus that their employees are the key to their success.
The managing of intellectual capital is the lever for
achieving progress and new ideas. The sum of the
abilities of the whole company is a very important
factor in implementing the vision, mission and strategy
of a company. Flexibility, innovative activities and the
desire for professional development should be stimulated
when dealing with individuals. Most importantly, the
condition of a high level of motivation of the employees
for great achievements must be attained. The fastest way
to achieve the latter is life-long study, empowerment,
team work, open communication and by having trust in the
abilities of employees. Various organizational
accessions (empowerment, organizational development,
systemization of work, payment structure system, team
work, project work, modernizing processes...) should
also be subject to this. The value of the psychological
contract between the company and the employees should
not be neglected. This is the foundation for a suitable
relationship and true partnership between work and
capital. Participative leadership, inspiring for new
ideas and vigorous achieving of planned goals is on the
run.
The advising is directed to the
following fields:
- analysing the needs for
employee training,
- advising for the preparation
of programmes of development of employees (connected
to the strategy of the company and the segments: top
leaders, operative leaders, experts, performers,
administration),
- preparing for the
implementation of projects in the field of human
resource development (education of employees,
functional training, competence development,
life-long learning, team work, project work,
communication...),
- incorporating employees into
planning and implementing of human resource
development,
- determining the degree of
employee satisfaction with organizational
activities,
- determining the satisfaction
of employees at work,
- strengthening the creative
and innovative activity in the company.
HUMAN
RESOURCE INFORMATION SYSTEM : PQM – HRD
Computer supported Human
Resource Information System PQM – HRD is designed
for human resource professionals and top leaders dealing
with people at work. It allows for an effective insight
into personnel data about education, qualification,
professional development and the progress of employees
at work. It is an effective tool for the preparation of
decisions in the field of human resources. It leads to a
detailed insight into the competences and developmental
abilities of the employees. With specific adaptations it
represent a useful tool for human resource professionals
in managing personnel data and promoting human resource
development in the company. It can also be connected
with a computer supported systemization and payment
structure system and the empowering of employees in the
company.
The advising is directed to the
following fields (concerning the employees):
- defining personnel data (data
about residence, former jobs, education etc.),
- defining data about
promotions to a more challenging work position,
- defining data about family
members,
- defining data for a personnel
file of the employee,
- defining data about
membership in expert and other organizations,
- defining data about possible
disability and other limitations for work,
- defining data about vacation,
vacation pay, etc.
- defining data about
additional training of the employee,
- defining data about the
safety equipment needed for work,
- defining data about the
knowledge of foreign languages,
- defining data about
functional training,
- defining data about several
consecutive annual employee appraisals (the
employee's opinion about his/her own role in the
company, problems at work, greatest achievements,
employee's opinion about key motivational levers,
reasons for the lack of motivation, about work
ambitions and other employee opinions),
- defining data about annual
employee appraisals for several years – planned key
goals for the next year, achieved key goals in the
previous year, opinion of the organizational leader
and similar,
- defining suitable and actual
competences of an employee.
Human
resource information system PQM – HRD can be adapted
to the needs of a specific company. The emphasis is on
the planning and monitoring of expert and work
development of an individual. The connection with
computer supported systemization of work and job
structure allows for an effective insight into the
position of a single employee in the company
(description of work position, defined responsibilities,
defined empowerment, basic salary, promotions, other
information about the employee).
Human
resource information system PQM – HRD can be
connected with a computer supported system for assigning
empowerment for all work positions in the company (PQM-RESPONSOR).
The assigning responsibilities are separated – for a
work position and for a single employee. |