In
particular, HR-directors of large Ukrainian companies, told us about the
anti-crisis activities and programs of work with personnel, which are held by
them in order to increase the efficiency and competitiveness of their
enterprises.
RUSH LLC Inna Pecheritsa, HR Director
1. What are the main trends in the current year on the HR
market in the current financial situation, you can mention?
In November and December, the outgoing year was observed the
situation is close to panic. Fear of job loss has spread to all the employees
of the Company. There was panic and executives who spontaneously began the
process of downsizing, not fully understanding the strategy of development of
their business in 2009. The company understands that there will be a need for
anti-crisis program, but not all come to this enough of strategy. Now the
situation has stabilized a bit, in terms of its understanding. I think the
labor market will be a resource for the formation of high-quality reserves,
but, along with this - hardly any large company optimizes its own "gold
stock", so the most professional people in the case of interest in them,
still have to "Hunt" .
2. What, in your opinion, the most important tasks and
functions of HR Director in times of crisis?
To implement the plan, drawn up a strategic committee of the
company, and most importantly - remember that the crisis manager - is not only
a leader, owning a business - technology, but also knows how to inspire people
to create an environment and a desire to win in this situation. Each person
working in the company in times of change must have the psychology of a winner!
3. What are the HR activities that take place in your
company due to the situation prevailing in the market?
The anti-crisis policy of our Company's staff includes:
Strategy for business process optimization. Companies,
especially those that were aimed at the development, building the
organizational structure "for growth." Therefore, at this moment,
changing the strategic policy, it is necessary to reconsider and structure.
Likely to eliminate the need for certain functions, other features will be
presented in a more reduced level.
Formation of high-quality talent pool. The current situation
- a unique opportunity for separation from the ballast which is
"accumulated", each company focused on growth. There are positions in
which the quality of staff in particular priority: managers, vendors, employees
of the procurement department - people whose activities directly affect the
financial results of the Company and are to be carried out continuously work to
find qualified specialists.
Improving employer brand image: in cases of force majeure
company policy in the field of personnel is clearly visible. For us it is
important that our employees understand what is happening in the company, felt
their involvement in even small achievements, and most importantly - to accept
the changes, which the Company has made in the period of the new features (a
worthy replacement of the word crisis!)
4. What, in your opinion, in the current situation are
important programs for human resource development? Whether it is necessary to
pay attention to this matter, as the formation of staff loyalty?
If the company aim to stay on the market, keep your
customer, you will surely need these development programs. Perhaps they will
change their format, but it is one of the tasks of HR-services. At this time,
even in those companies where staff loyalty index was high now, most likely,
will not be able to keep it at the same level. It is necessary to keep the
level of loyalty of the "right" staff. To do this, again, employees
must understand what is happening in the company and how it relates to the
anti-crisis policy of the company.
5. Do you
think it necessary to staff training and development this year? If so, who and
what do you consider a priority to teach?
There is a
parable about how student and teacher competed, who is more cut down trees. The
teacher stopped frequently, and the student thought he was resting, and already
considered himself a winner. What it was his surprise when it turned out that
the teacher cut down more trees. It turned out that he had during the break
sharpening an ax. So learn - is to sharpen the ax!
You must arrange the other accents in the development and
education. We adjust the training and development program for employees who are
included in the Top 100 Companies. Programs for sales personnel, more than
focusing on the form of distance learning. Greater emphasis should be left for
the training of top managers of the company: to equip them with the knowledge,
technology, experience and results of success of companies in a similar
business.
6. What influence is to improve the efficiency of the staff
in this difficult period?
We are working to stimulate the system, where every
employee, especially a direct influence on the financial result, realizes - on
which depends its valuation and wages. Our task is to create a system of incentives
and motivation, through which employees will not be relaxing, writing off
decline in the situation on the market as a whole, and will be looking for a
resource to increase their personal effectiveness, and accordingly, and to
improve the efficiency of the entire Company.
LLC
"VEGA-S", Olga Borzenko, HR Director
1. What are
the main trends in the current year on the HR market in the current financial
situation, you can mention?
Since autumn last year, under the blow of the financial
crisis were industries such as construction, metallurgy, mechanical
engineering. By the end of the year, beginning of the current wave swept and
retail business, services, etc. In the labor market quickly formed an
overabundance of specialists in various professions and skill level, and the
number of jobs offered decreased. Attract the company of qualified
professionals can now be for less money than in the summer or autumn of last
year. I think that in most companies, large-scale projects related to the
assessment and development of staff suspended, but with regard to the
selection, it is now very favorable situation for the recruitment of
professionals ready and at the same time to save on payment services
recruitment company.
2. What, in your opinion, the most important tasks and
functions of HR Director in times of crisis?
The current situation requires that HR directors a very high
professional skills, stress resistance, proactivity, loyalty to the company,
sensitivity and persuasiveness in dealing with staff, and, of course,
self-confidence in the success of the strategic and tactical decisions top
management of the company. In my opinion, the problem HR-directors did not
change significantly due to the crisis, but only shifted the emphasis. Even in
the best of financial times, in addition to providing the company's
professional staff create a fair and competitive payment terms, development,
evaluation and motivation of the personnel, formation and maintenance of the
corporate culture, an important task of HR directors remained cost effective
management of personnel, skilful management of the budgets of investment in
human the company's resources.
3. What are the HR activities that take place in your
company due to the situation prevailing in the market?
Our company - the largest metal and has now not easy times,
although some cushion makes it possible not to lose ground. We remain ambitious
plans, we continue to form a team of professional managers, to systematise the
main business processes, bringing companies to a qualitatively new level of
management. At the same time, and drastic measures were adopted in accordance
with the situation: cut some jobs, freeing up about 10% of support staff,
redistributed functions, suspended some projects reviewed bonuses and compensation
payments. By building on the 2009 budget and personnel. we all went fairly
balanced, however, despite the reduction in number of articles, some wage
increases commensurate with the rate of inflation was still laid.
4. What, in your opinion, in the current situation are
important programs for human resource development? Whether it is necessary to
pay attention to this matter, as the formation of staff loyalty?
System programs for human resource development - is, as a
rule, large-scale projects requiring assessment of staff time and financial
investment. Consideration of these programs we have planned for the end of
2009, with an assessment of their possible implementation in 2010. But over the
loyalty of staff to work you must always - in this case, the program and
budgets planned for 2009.
5. Do you
think it necessary to staff training and development this year? If so, who and
what do you consider a priority to teach?
More
attention this year we plan to give the internal staff training and development.
The leading role in this training will be assigned to the professional
skills of top managers and middle managers of companies that are able to share
techniques on time and specific technologies of sales management, purchasing,
market research, recruitment, analysis, accounting, and so on. The system as
training programs, with the assistance of external company and trainers - this
project is closely coupled with the personnel evaluation of the project - the
prospect for 2010. Although not rule out the possibility that in individual
cases, we are still going to this year to send staff for training, seminars and
conferences.
6. What influence is to improve the efficiency of the staff
in this difficult period?
The most powerful way to influence - is education for all
employees healthy ambitions and at the same time, loyalty to the company,
demanding for his professionalism, accountability for results, and at the same
time, respect and support each other. And with the company's management - the
actions necessary to strive for leadership, openness and a greater
responsibility for the processes in the company and the overall result.
Corporation "Biosphere", Victoria Zholdak, HR
Director
1. What are the main trends in the current year on the HR
market in the current financial situation, you can mention?
The rapid rise in unemployment; a significant reduction in
the number of vacancies, as a consequence, an increase in the number of
applicants for the position; decline applicants requests for salaries and
compensation; Minimizing staff turnover by employee initiative; increased
requirements for employees and applicants by the employer.
2. What, in your opinion, the most important tasks and
functions of HR Director in times of crisis?
Most companies in times of crisis are changing their
strategy to restructure companies. Tasks and functions of HR director in the
face of change:
understand the
strengths and weaknesses of the company, opportunities and threats to the
company's business in the new environment, to participate in the development of
the new strategy;
be initiated,
consultant, organizer of the changes;
optimize processes,
functions to increase efficiency;
optimize personnel
costs;
provide information
to employees in the change process;
review and modify HR
processes, compensation packages, a system of evaluation and remuneration
system in the company, taking into account changes in the strategy and key
business indicators;
monitor the mood in
the team, to ensure consistency of communications and information - flows;
evaluate employees
for compliance and efficiency in a new environment.
3. What are the HR activities that take place in your
company due to the situation prevailing in the market?
1. Development of anti-crisis program.
2. The audit functions, processes, tasks, in order to
optimize and increase efficiency. Merging positions and functions, review of
job descriptions.
3. Optimization of labor costs and HR processes.
4. Dismissal of employees, showing the average results. Reduction
of staff due to the closure of certain projects, the abolition of the functions
and the optimization of business processes.
5. Introduction of staff in the event of restructuring,
training standards to perform additional functions and tasks by combining
positions.
6. Revision of the payment system, the change of criteria
bonusirovaniya due to changes in key business indicators.
4. What, in your opinion, in the current situation are
important programs for human resource development? Whether it is necessary to
pay attention to this matter, as the formation of staff loyalty?
In my opinion, it is necessary to take care of employees'
loyalty, as in times of crisis is important faith and support staff, and in the
future, loyal employees are needed for the diversification and development of
the company after the crisis.
5. Do you
think it necessary to staff training and development this year? If so, who and
what do you consider a priority to teach?
The need
for training and development is, but the financial possibilities are very
limited. In these circumstances, we will consider low-budget distance
learning programs and provide training by its own experts. The training plan
for the first quarter of 2009. It involves training for sales staff on sales skills
and negotiation powers an internal trainer.
6. What influence is to improve the efficiency of the staff
in this difficult period?
To analyze (audit) of business processes, eliminate steps,
functions that do not lead to the desired results, abandon unnecessary
bureaucracy, change job descriptions. Introduce a system of monthly, quarterly
planning and assessment of the key objectives and indicators for each employee.
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