Innovation in HR management: no need to discover America

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2020-07-03 03:54:07

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Personnel Management in the modern organization is gradually changing their service-the service unit to perform functions the business partner. In this regard, all the innovations in personnel management require careful analysis and detailed justification.

In order to assess the economic feasibility of the innovations, applied methods of valuation of business and investment analysis. For their application should take into account two factors. The first and main factor – human. The role of man in the production process of the various organizations differs substantially. In one case, the employee is the continuation of the production mechanism, all his actions are clearly described and regulated. In the other case, the person requires to exercise maximum creativity, initiative and creativity. Assessment and analysis of the human factor is the easiest in the first case, because it is the easiest one to predict.The second factor is the proximity of the product technology to the commercial result and the possibility of estimating income component.

Very often, innovations in management  the staff begins with the submission of the HR Manager, which is ripe for implementation of innovative project in the life of an organization that wants to obtain recognition of colleagues and the opportunity to stand out in the eyes of the employer. Moreover, the Manager subtracts this method in the advanced magazine dedicated to human resources, where arguments will be painted the effectiveness of this innovation on the example of the famous companies in Germany. But personnel management in Germany and Russia also have some differences in the force, so to speak, “the nature of the local population”. And innovation will not survive in artificially created conditions, and the staff and management will be difficult to explain its expediency. For any company required only those innovations in management personnel, the need for which clear and understandable to the majority of key employees, and which are connected with business of a particular company.

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First you need to identify some real key issues that need to be addressed. To choose one of them and analyze the solutions. Then select the best option, which is advertised among the remaining heads of departments with justification of its importance to the organization. Followed by pilot implementation. Implementation will require the HR Manager to mobilize all the professional qualities, the ability to predict obstacles and plan resources. If it is a success, innovation is being implemented. Further innovations in personnel management are analyzed and adjusted as appropriate. Planned and actual results will have some differences, they are analyzed and are subject to adjustment.

It is Very important to correctly calculate and evaluate all the risk factors for the introduction of the new project: make a list, to determine the strength of influence of each specific factor on the final result, to assess the degree of probability of their occurrence, to develop a set of measures aimed at reducing the impact of these factors.

Of Course, the main question to guide the financial efficiency of investing in this project and the cost savings in the future. If the innovation is carried out by the Department working with staff, will be a success, its relevance to the management of the company will increase significantly, will increase the professional motivation of managers to work with staff, plus invaluable experience in the implementation of the new project. In the future, the company will focus on the growth of human capital and the solution to the problems of the company.


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ZH: https://tostpost.com/zh/business/47718-innovation-in-hr-management-no-need-to-discover-america.html






Alin Trodden - author of the article, editor
"Hi, I'm Alin Trodden. I write texts, read books, and look for impressions. And I'm not bad at telling you about it. I am always happy to participate in interesting projects."

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