{"id":52417,"date":"2019-11-08T00:00:00","date_gmt":"2019-11-07T21:00:00","guid":{"rendered":"https:\/\/prohoster.info\/blog\/blog_prohoster\/it-rekruting-v-poiskah-balansa-protsess-rezultat"},"modified":"2020-02-18T14:00:07","modified_gmt":"2020-02-18T11:00:07","slug":"it-rekruting-v-poiskah-balansa-protsess-rezultat","status":"publish","type":"post","link":"https:\/\/prohoster.info\/et\/blog\/novosti-interneta\/it-rekruting-v-poiskah-balansa-protsess-rezultat","title":{"rendered":"IT v\u00e4rbamine. Otsides tasakaalu protsessi\/ tulemuse vahel","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<h2>1. Strateegiline visioon<\/h2>\n<p>\nTooteettev\u00f5tte erip\u00e4ra ja v\u00e4\u00e4rtus, selle p\u00f5hi\u00fclesanne ja missioon on klientide rahulolu, nende kaasatus ja br\u00e4ndi lojaalsus. Loomulikult v\u00e4ljendub see ettev\u00f5tte loodud tootes. Seega saab ettev\u00f5tte globaalset eesm\u00e4rki kirjeldada kahe osaga: <\/p>\n<ul>\n<li>Toote kvaliteet;<\/li>\n<li>Tagasiside kvaliteet ja muudatuste juhtimine klientidelt\/kasutajatelt saadud tagasiside alusel.<\/li>\n<\/ul>\n<p>\nSeega on v\u00e4rbamisosakonna p\u00f5hieesm\u00e4rgiks kvaliteetne otsing, valik ja A-tasemel tegijate kaasamine. Nende \u00fclesannete aluseks peavad olema: reglementeeritud ja kirja pandud poliitikad ja protseduurid; pidev j\u00e4lgimine ja uuenduste rakendamine.<\/p>\n<p>Teiselt poolt peame meeles pidama, et organisatsioon eksisteerib ainult siis, kui see on kasumlik. Seet\u00f5ttu on oluline leida \u00f5ige tasakaal, unustamata, et m\u00f5istlikult m\u00f5\u00f5dukas j\u00e4litamine \u00e4\u00e4rmuslike n\u00e4htuste suunas omab alati oma tagaj\u00e4rgi:<br \/>\n<noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><\/p>\n<ul>\n<li>Liigne innovaatika tagaj\u00e4rjed. \u201eLabori ettev\u00f5te\u201c, mis ei genereeri sissetulekut, vaid vastupidi, toob pidevaid kahjusid. <\/li>\n<li>B\u00fcrokraatia. \u00dchelt poolt ei suuda staatiline organisatsiooni struktuur olla konkurentsiv\u00f5imeline kaasaegse turu d\u00fcnaamikas. <\/li>\n<\/ul>\n<p>\nTeiselt poolt, kui vaadata b\u00fcrokraatiat liiga rangelt ametijuhendite m\u00f5istes, kaotab see t\u00f6\u00f6taja v\u00f5ime kriitiliselt ja loominguliselt m\u00f5elda, juhib tema autonoomsuse degenereerumisele ning n\u00f5uab sama t\u00fc\u00fcpi pingutusi. Need juhtumid, kus ametijuhend mitte ainult ei t\u00e4ida range juhi rolli, kes kontrollib s\u00f5na-s\u00f5nalt iga sammu, vaid piirab ka t\u00f6\u00f6taja funktsionaalsust \u00fchesuguste ja \u00fchesuunaliste \u00fclesannetega, mis n\u00f5uavad ainult \u00fcht t\u00fc\u00fcpi n\u00e4rviv\u00f5rke, suruvad j\u00e4rk-j\u00e4rgult alla teist t\u00fc\u00fcpi neid v\u00f5rke. <\/p>\n<p>B\u00fcrokraatia liialdused kandidaatide valikuprotseduurides toovad kaasa selle, et A-m\u00e4ngijad v\u00f5tavad pakkumise teiselt ettev\u00f5ttelt ning me kaotame aega, kasumit ja konkurentsiv\u00f5imet. <br \/>\nJah, me saame kindlasti \u00f6elda, et suudame leida teisi A m\u00e4ngijaid, n\u00e4iteks neid, kes ei ole aktiivselt otsimas. Ja need me kindlasti saame endale. Ainult et see pole alati nii (vt allpool A m\u00e4ngijate punkt). <\/p>\n<ul>\n<li>A m\u00e4ngijad. Kahjuks tuleb arvesse v\u00f5tta, et me ei pruugi alati saada superstaari oma meeskonda. P\u00f5hjused v\u00f5ivad absoluutselt meissugustest v\u00e4lja s\u00f5ltuda: kandidaat v\u00f5ib olla oma praeguse organisatsiooni suhtes \u00e4\u00e4rmiselt lojaalne, ta ei pruugi sobida meie ettev\u00f5tte erip\u00e4ra, olla katastroofiliselt \u00fcle eelarve v\u00f5i olla oma praeguses organisatsioonis liiga l\u00fchikese aja t\u00f6\u00f6tanud, et uusi ettepanekuid kaaluda\u2026 <\/li>\n<\/ul>\n<p>\nJa ei tohi unustada k\u00fcsida endalt ilmselge k\u00fcsimus: kas meil on \u00fcldse vaja A m\u00e4ngijat? Kas suudame hoida Rock Star\u2019i d\u00fcnaamiliselt arenevas ja uskumatult konkurentsitihedas turul, arvestades ettev\u00f5tte praegust k\u00fcpsusastet, tema rahalist seisu ja olemasolevat h\u00fcvede paketti?<\/p>\n<h2>2. Eesm\u00e4rgid<\/h2>\n<p>\nEesm\u00e4rk nr 1 Suurendada kaasatud kandidaatide kvaliteeti ja asjakohasust<br \/>\nEesm\u00e4rk nr 2 Tagada \u00f5ige tasakaal kvaliteedi\/relevantsi ning kiirus\/mahu vahel (nii kandidaatide meelitamise kui ka protsesside t\u00f5hususe osas)<br \/>\nEesm\u00e4rk nr 3 Optimeerida olemasolevaid protsesse, teha need paindlikumaks<\/p>\n<p>Igas ettev\u00f5ttes peaksid olema saavutatud k\u00f5ik kolm eesm\u00e4rki ilma eranditeta. K\u00fcsimus on vaid selles, millised neist on iga ettev\u00f5tte k\u00fcpsuse etapis prioriteetsed, v\u00f5i kui tugevalt korreleerub iga\u00fche m\u00f5ju ettev\u00f5tte tegevuse\/toote spetsiifikaga. Kahjuks ei ole olemas metodoloogiat, mille abil saaks kirurgiliselt eraldada \u00fche konkreetse protsessi, et hinnata selle m\u00f5ju l\u00f5pptulemusele, juhul kui palju protsesse juurutatakse samaaegselt ja paralleelselt. <\/p>\n<p>Seega, kui teie v\u00e4rbamisosakond on alles algusj\u00e4rgus, siis palun rakendage m\u00f5istlikkust \u2013 \u00e4rge koormake seda koheselt liialt protseduuride ja tegevustega. Tootmismasin, mis vajab t\u00f6\u00f6ks vaid kahte pedaali, n\u00e4eb naeruv\u00e4\u00e4rne v\u00e4lja, kui sellel on sadu lehek\u00fclgi kasutusjuhendit. Nii ka kahe inimese osakond, mis t\u00f6\u00f6tab kuu aega \u00fche t\u00f6\u00f6 pakkumise nimel, ei vajavuta sadu juhiseid. Suur hulk juhiseid on vajalik vaid seal, kus tuleb hakata asju korda seadma. <\/p>\n<p>Siin on, millele on t\u00f5eliselt oluline t\u00e4helepanu p\u00f6\u00f6rata uue osakonna loomisel: see on aruandlus ja statistika. Te ei saa t\u00e4pselt intuitsiooniga hinnata oma organisatsiooni seisundit. Selleks on vajalikud seadmed. Nii on teie osakond t\u00e4isv\u00e4\u00e4rtuslik elusorganism. Selle temperatuur m\u00f5\u00f5tmiseks peate kasutama m\u00f5\u00f5dikute s\u00fcsteemi. Tulevikus muutuste juhtimiseks vajate samuti m\u00f5\u00f5dikute s\u00fcsteemi. (Kuidas \u00f5igesti m\u00f5\u00f5dikute valimiseks lugeda minu artiklit: \u201eKuidas seadistada v\u00e4rbamismeeskonna motiveerimiss\u00fcsteemi\u201c.)<\/p>\n<p><i>Esialgsed tulemuslikkuse arvestused<\/i>:<\/p>\n<ul>\n<li>Kanna m\u00f5elda loogiliselt ja tervet m\u00f5istust kasutades \u2013 \u00e4ra t\u00e4ida osakonda liigsete protsessidega.<\/li>\n<li>Oska m\u00f5\u00f5ta seda, mida toodad.<\/li>\n<li>Alusta v\u00e4ikesest. Rakenda k\u00f5ike etappidena. Nii on palju lihtsam hinnata iga uue elemendi t\u00e4htsust.<\/li>\n<\/ul>\n<p><\/p>\n<h2>3. Muutuste juhtimine<\/h2>\n<p>\nOletame, et oleme j\u00e4rgnenud teises punktis kirjeldatud loogikale. Seega on meil:<\/p>\n<p>a) mitu rakendatud p\u00f5hiprotsessi osakonnas;<\/p>\n<p>b) m\u00f5\u00f5dikute s\u00fcsteem, mis hindab nende p\u00f5hiprotsesside t\u00f5husust, s\u00f5ltuvalt prioriteetidest eesm\u00e4rkide nr 1, nr 2, nr 3 osas.<\/p>\n<p>Kui meie mahtude kasvades on vajadus olulisema korralduse j\u00e4rele, siis lisame j\u00e4rk-j\u00e4rgult uusi protsesse. Soovitatav on lisada uusi protsesse mitte rohkem kui \u00fcks kvartaali jooksul. Kolm kuud on minimaalne periood, mille j\u00e4rel v\u00f5ib r\u00e4\u00e4kida v\u00e4hemalt m\u00f5ne p\u00fcsiva s\u00f5ltuvuse olemasolust, vaadates m\u00f5\u00f5dikute seisundi muutusi. T\u00fc\u00fcpiliselt ei vaja ettev\u00f5tted isegi kiire kasvu tingimustes uute protsesside j\u00e4rkj\u00e4rgulist rakendamist. Vastasel juhul kaasnevad sellega riskid, kuna kogu uue efektiivsuse j\u00e4lgimine muutub v\u00f5imatuks. See toob paratamatult kaasa kaose. <\/p>\n<p><i><b>M\u00f5\u00f5tmised<\/b><\/i><\/p>\n<p>Tihti hindavad juhatajad muudatusi v\u00e4ga pinnapealselt. Arvates n\u00e4iteks, et v\u00e4rbamisosakonna peamine eesm\u00e4rk on \u00fcha rohkemate kandidaatide meelitamine, m\u00f5\u00f5davad nad iga uue protsessi v\u00e4\u00e4rtust ainult selle \u00fche n\u00e4itaja kaudu. Kuid see on v\u00e4ga kitsas vaatenurk. Vaatame \u00fcle meie eespool toodud eesm\u00e4rkide n\u00e4ited:<\/p>\n<ul>\n<li>Eesm\u00e4rk nr 1 \u2013 kvaliteet ja asjakohasus v\u00e4rbatud kandidaatide puhul ei saa kuidagi olla hinnatud ainult suletud t\u00f6\u00f6kohtade arvu p\u00f5hjal. Sellisel juhul on \u00fcks m\u00f5\u00f5dik, millele tuleb esimestena t\u00e4helepanu p\u00f6\u00f6rata, kandidaatidest, kes on l\u00e4binud katseaja, arv. <\/li>\n<li>Eesm\u00e4rk nr 2 \u2013 siin peame t\u00f5eliselt keskenduma \u00fcldiselt palgatud kandidaatide arvu m\u00f5\u00f5dikule, kuid samas v\u00f5rdlema seda kahe esimese punkti kvaliteedim\u00f5\u00f5dikuga, otsides tasakaalu, mida teie ettev\u00f5te vajab.<\/li>\n<li>Eesm\u00e4rk nr 3 \u2013 see on v\u00e4ga keeruline punkt ja n\u00e4ide sellest, et pinnapealne m\u00f5\u00f5tmine on \u00e4\u00e4rmiselt ohtlik, kuna see v\u00f5ib ebarealistlikult kajastada toimuva olemust. Selles olukorras oleks meil kasulik mitte ainult hinnata kahe eelneva punkti m\u00f5\u00f5dikuid, anal\u00fc\u00fcsides protsesside optimeerimise taset, vaid ka t\u00f5elisuse t\u00e4iendamiseks m\u00f5\u00f5ta n\u00e4iteks Hiring Managers 360, kui indikaator olemasolevate protsesside paindlikkusest\/kasutatavusest\/arusaadavusest. <\/li>\n<\/ul>\n<p><\/p>\n<h2>4. J\u00e4reldused<\/h2>\n<p>\nValem n\u00e4ib olevat v\u00e4ga lihtne: <\/p>\n<p>P1+P2=1,<\/p>\n<p><i>Kus: P1 ja P2 \u2013 olemasolevad p\u00f5hiprotsessid; <br \/>\n 1 \u2013 meie praegune m\u00f5\u00f5detav tulemus.<\/i><\/p>\n<p>Seet\u00f5ttu ei tohiks uue protsessi juurutamisel tema panuse arvestamine olla mingit t\u00f6\u00f6d:<\/p>\n<p>P1+P2+P3=1<\/p>\n<p><i>P3 = m\u00f5ne ilmunud k\u00f5rvalekalde juures 1-st<\/i><\/p>\n<p>K\u00fcsimus peitub tegelikult kahes asjas: kiirus ja kaos. Taotledes, et j\u00f5uda v\u00f5imalikult paljude asjadega ja saavutada maksimaalseid tulemusi, eba\u00f5nnestume l\u00f5puks. Sest on v\u00f5imatu arvutada uut, andes sellele aega ilmneda. See arvutuste v\u00f5imatus viib kaoseni, mis omakorda viib pimeduse olukorda, kes otsib metsast v\u00e4ljap\u00e4\u00e4su. Astudes sellele teele, on t\u00f5en\u00e4oliselt raske m\u00e4rgata isegi elementaarseid asju. Millestki arvestamisest ei saa enam t\u00f5en\u00e4oliselt juttugi olla. <\/p>\n<p>Seet\u00f5ttu investeerige enne millegi olulise juurutamist aega selle praeguseks anal\u00fc\u00fcsimiseks. Vastasel juhul raiskate tulevikus palju rohkem aega.<br \/>\n<br \/>Allikas: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/post\/474648\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>1. \u0421\u0442\u0440\u0430\u0442\u0435\u0433\u0438\u0447\u0435\u0441\u043a\u043e\u0435 \u0432\u0438\u0434\u0435\u043d\u044c\u0435 \u041e\u0441\u043e\u0431\u0435\u043d\u043d\u043e\u0441\u0442\u044c\u044e \u0438 \u0446\u0435\u043d\u043d\u043e\u0441\u0442\u044c\u044e \u043f\u0440\u043e\u0434\u0443\u043a\u0442\u043e\u0432\u043e\u0439 \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0438, \u043e\u0441\u043d\u043e\u0432\u043d\u043e\u0439 \u0435\u0435 \u043c\u0438\u0441\u0441\u0438\u0435\u0439 \u0438 \u0437\u0430\u0434\u0430\u0447\u0435\u0439, \u044f\u0432\u043b\u044f\u0435\u0442\u0441\u044f \u0443\u0434\u043e\u0432\u043b\u0435\u0442\u0432\u043e\u0440\u0435\u043d\u043d\u043e\u0441\u0442\u044c \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432, \u0438\u0445 \u0432\u043e\u0432\u043b\u0435\u0447\u0435\u043d\u043d\u043e\u0441\u0442\u044c, \u0438 \u043b\u043e\u044f\u043b\u044c\u043d\u043e\u0441\u0442\u044c \u043a \u0431\u0440\u0435\u043d\u0434\u0443. \u0415\u0441\u0442\u0435\u0441\u0442\u0432\u0435\u043d\u043d\u043e, \u0447\u0435\u0440\u0435\u0437 \u043f\u0440\u043e\u0438\u0437\u0432\u043e\u0434\u0438\u043c\u044b\u0439 \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0435\u0439 \u043f\u0440\u043e\u0434\u0443\u043a\u0442. \u0422\u0430\u043a\u0438\u043c \u043e\u0431\u0440\u0430\u0437\u043e\u043c, \u0433\u043b\u043e\u0431\u0430\u043b\u044c\u043d\u0443\u044e \u0446\u0435\u043b\u044c \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0438 \u043c\u043e\u0436\u043d\u043e \u043e\u043f\u0438\u0441\u0430\u0442\u044c \u0434\u0432\u0443\u043c\u044f \u0447\u0430\u0441\u0442\u044f\u043c\u0438: \u041a\u0430\u0447\u0435\u0441\u0442\u0432\u043e \u043f\u0440\u043e\u0434\u0443\u043a\u0442\u0430; \u041a\u0430\u0447\u0435\u0441\u0442\u0432\u043e \u043e\u0431\u0440\u0430\u0442\u043d\u043e\u0439 \u0441\u0432\u044f\u0437\u0438 \u0438 \u0443\u043f\u0440\u0430\u0432\u043b\u0435\u043d\u0438\u0435 \u0438\u0437\u043c\u0435\u043d\u0435\u043d\u0438\u044f\u043c\u0438, \u0432 \u0440\u0430\u0431\u043e\u0442\u0435 \u0441 \u043e\u0431\u0440\u0430\u0442\u043d\u043e\u0439 \u0441\u0432\u044f\u0437\u044c\u044e \u043e\u0442 \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432\/\u043f\u043e\u043b\u044c\u0437\u043e\u0432\u0430\u0442\u0435\u043b\u0435\u0439. \u0418\u0437 \u044d\u0442\u043e\u0433\u043e \u0441\u043b\u0435\u0434\u0443\u0435\u0442, \u0447\u0442\u043e [&hellip;]<\/p>\n","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[702],"tags":[],"class_list":["post-52417","post","type-post","status-publish","format-standard","hentry","category-novosti-interneta"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.0.1 - 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