Business, Human Resource Management
Vashandi negwaro - ndiyo nheyo kubudirira zvebhizimisi
Chero sangano vashandi gwara - mbiru kuti anotsigira zvarakanga inoshanda.
, Vashandi mitemo hurongwa kuvakwa kwayo
Kuunza HR pfungwa inotanga kudzidza zvinetso zvebhizimisi, ayo zvinodiwa, zvinogona utungamiri sechinhu chinongoitika, ongorora uye zvaasingagoni musangano nzira. Nomazvo vashandi Gwaro - hurongwa inogona kuvaka, chete kufungisisa zvinhu (zvemukati uye kwokunze) kukanganisa kambani. Vamwe vavo vanogona kuchinja dare mauto, vamwe kuchinja hazvigoneki. Internal zvinhu:
• Okupedzisira zvinangwa kugadzirwa (sangano, etc.).
• Leadership Style. Anomanikidza, kambora uye democratic Hurumende inoda vanachiremba ane zvakasiyana mukirasi uye unyanzvi.
• Management Style. Centralized kana decentralized utariri zvinoreva kuvapo vanachiremba siyana, akasiyana siyana kudzidziswa.
• The mudonzvo sangano. Zvinonzi kunzwisisa kuti chinobudirira utariri yevashandi gwara kunotsamira kwechokwadi kunyatsoongorora vashandi, nezvaanogona dzavo, hwakakwana kuparadzirwa maindasitiri mabasa.
All dzakawanda zvinhu amenable kuti kururamiswa mukati sangano. External ezvinhu shanduko chero riri simba, saka zviri kunyanya kukosha kufunga kana akavaka evanhu upfumi zvakanaka. Zvakakodzera kufunga zvinotevera:
• Mamiriro kuitika pamusika, ari dzinoitwa kwayo kukura. Mamiriro dzidzo munyika, ainyanya pakukura ayo wevanotungamirira mamiriro, evanhu zviri nguva kudzora mamiriro ezvinhu pakagadzwa imwe vashandi mitemo hurongwa.
• Inopfuurira mberi, izvo zvinoda mutsika nyanzvi ane LEVEL kana kudzidzisazve.
• The pamutemo ezvinhu uye nguva achiudza mirayiro. Basa chero zvebhizimisi chero munda unofanira zvemazvirokwazvo zvinoenderana nomutemo yechinangwa ehurumende.
The chikuru mirayiridzo yevashandi maitiro:
• The kusarudzwa uye placement revashandi.
• Kugadzirira kuchengeterwa kushanda ounyanzvi hwokugadzira uye mamaneja.
• Evaluation, advertising uye vashandi kukura.
Mutemo shanduko kusarudzwa emadziro inobvumira kuti vawande kubudirira sangano.
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