Yadda za a gina dabarun horar da kamfanoni da ci gaba

Sannu duka! Ni Anna Khatsko, Daraktan HR na Omega-R. Matsayina ya haɗa da ƙarfafa dabarun koyo da haɓaka kamfani kuma ina so in raba gwaninta da sanin yadda ake sarrafa ƙwararrun ma'aikata da haɓaka aiki ta hanyar da ke tallafawa wasu mahimman abubuwan kasuwanci.

A cewar KPMG bincike, 50% na Rasha kamfanoni lura da rashin m IT ma'aikatan da ake bukata profile da kuma 44% bayanin kula kasa cancantar 'yan takara. Sabili da haka, kowane ma'aikaci yana da nauyin nauyinsa a cikin zinariya, kuma wannan yana nunawa ta atomatik a cikin ingancin samfurori, wanda muka sanya wani wajibi na ci gaba bisa ga mafi yawan dandamali da harsuna.

Da farko, horo a Omega-R ba buƙatun gudanarwa bane, amma buƙatun kasuwa. Idan ma'aikaci ba shi da sabuwar fasahar IT da ake buƙata don kammala sabon tsari, to kamfanin ba zai iya cika odar ba. Nemo sabon ma'aikaci tare da ƙwarewar da ta dace na iya ɗaukar watanni, wanda ba shi da karɓa. Gaskiya ne, dacewa kuma da kyau horar da ma'aikatan da ke da kansu waɗanda aka riga aka haɗa su cikin hanyoyin kasuwanci. Muna bin ra'ayin cewa ma'aikata masu mahimmanci ba kawai zai yiwu ba, amma har ma sun zama dole a tashe su a cikin kamfanin.

Omega-R ya riga ya zama "ƙasa na horarwa"; yawancin ma'aikatanmu sun girma a cikin kamfani daga ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ƙwararrun ma'aikata ko ma jagorar ƙungiyar, kuma sun riga sun zama masu ba da shawara da misalai ga masu farawa. Muna da farin cikin karɓar ɗalibai don horarwa, tantance matakin shigar su, da taimaka musu su daidaita su zama ƙwararru. A cikin ɗaliban akwai samari masu hazaka, kuma yana da mahimmanci a gano su cikin lokaci. Komai nawa kamfani ya kashe don horarwa da haɓakawa, waɗannan jarin sune tabbacin samun nasara.

Me yasa horon kan aiki?

Horon ciki a Omega-R baya nufin samun takaddun shaida, amma wani ɓangare ne na horo da dabarun haɓakawa kuma yana mai da hankali kan ƙwarewar sabbin fasahohi da yin ayyuka masu inganci. Yana faruwa kai tsaye a ofishin kamfanin kuma ya bambanta sosai da horon da mai ba da sabis na ilimi ke bayarwa.

A lokacin tsarin horarwa, ma'aikaci ba kawai ya sami ilimi da kwarewa mai amfani ba, lokaci guda yana fahimtar dabi'u, dabaru da manufofin kamfanin.

Saboda haka, horo yana faruwa bisa ga samfurin "70:20:10»:
70% na lokaci yana koyo a cikin ayyukan aiki da ayyuka na yau da kullum: a nan ma'aikaci ya bunkasa kwarewarsa, yin da gyara kurakurai, aiki a kan wani aiki, horar da abokan aiki, gudanar da tunani;
20% - ilmantarwa na zamantakewa ta hanyar sadarwa tare da abokan aiki da gudanarwa;
10% - horo na ka'idar gargajiya: laccoci, darussa, littattafai, labarai, tarurruka, tarurrukan tarurruka, shafukan yanar gizo, takaddun shaida.

Ƙayyade matakin horo lokacin ɗaukar aiki da tsara hanyar aiki

Mai nema ya fara kammala aikin gwaji don tabbatar da ilimi da ƙwarewa, sannan kawai an gayyace shi zuwa hira don tantance gwani. Ƙwararrun matsakaici da tsofaffi na iya tsallake matakin aikin gwaji.

Yana da mahimmanci a gare mu cewa kowane ɗayan ma'aikatanmu yana da fahimtar tsarin ci gaban mutum ɗaya a cikin kamfani. Mugun soja shine wanda baya mafarkin zama janar. Hoton ci gaba mai nasara ya kamata ya kasance a bayyane kuma mai fahimta daga kwanakin farko na aiki.

Tabbas, tsara hanyar sana'a wani tsari ne da ke tafiya daga makaranta ta hanyar rayuwa, kuma ba sakamako ba ne, don haka tsarin mutum wani lokaci yana canzawa. Koyaya, zaɓin hanyar aiki yana ƙayyade yadda horon zai gudana. Yawancin lokaci zaɓin yana tsakanin hanyoyin fasaha ko na gudanarwa.

Don ƙayyade hanyar aiki, a ganina, ya isa ya bi ta matakai 5:

1. Kafa da'irar mutanen da ke ba da ra'ayi akan ma'aikaci;
2. Haɓakawa, rarrabawa da tarin tambayoyin tare da bincike akan matrix cancanta don ƙayyade alamun matsayi;
3. Binciken tambayoyin tambayoyi da daidaitawa sakamakon duk ma'aikata tare da gudanarwa;
4. Sanar da ma'aikaci game da sakamakon tantancewarsa;
5. Shirye-shiryen sana'a da haɓaka shirin mutum ɗaya.

A cewar Josh Bersin, Wanda ya kafa da kuma Shugaba na Bersin & Associates, mai nuna alamar tsarin ci gaban aiki mara kyau shine gaskiyar cewa kamfanoni suna gayyatar ma'aikata zuwa matsayi na gudanarwa daga waje. Don haka, bin tsarin aikin mutum ɗaya yana da mahimmanci ba kawai ga ma'aikaci ba, har ma ga kamfani.

Ƙaruwa na tsari a matakin ilimi

Haɓakawa, horarwa da haɓaka matakin ƙwarewa yana faruwa cikin tsari kuma akai-akai. Duk wani ƙwararren ya wuce 7 matakai na ci gaba ko da kuwa matsayi da shekaru:

Mataki na 1 - lokaci na zaɓi: zaɓin sana'a ta ɗalibi ko ƙwararre a wani fanni;
Mataki na 2 - m lokaci: ƙwarewar sana'a, daga gajeren koyarwa zuwa shekaru masu yawa na horo ko aiki;
Mataki na 3 - lokaci karbuwa: adaftan ya saba da aikin, ƙungiyar, ayyuka, matsaloli da kuma samar da wani aminci ga ƙungiyar;
Mataki na 4 - lokaci na ciki: ma'aikaci ya shiga cikin sana'a a matsayin cikakken abokin aiki kuma yana yin ayyuka na yau da kullum;
Mataki na 5 - ƙwaƙƙwaran lokaci: ma'aikaci yana karɓar matsayi na yau da kullum na ma'aikaci wanda ba zai iya maye gurbinsa ba ko kuma na duniya wanda zai iya yin ayyuka masu rikitarwa;
Mataki na 6 - ikon lokaci: maigidan ya zama sananne a cikin masu sana'a;
Mataki na 7 - lokacin jagoranci (a cikin mafi faɗin ma'ana): Jagora yana tara mutane masu tunani iri ɗaya da ɗalibai a kusa da shi ba kawai ta hanyar ƙwararrun ƙwararru ba, har ma ta hanyar ilmantar da ƙwararrun ƙwararru a fagensa.

A cikin Omega-R, don sabon shiga, an ba da takamaiman jagora da adaftar daga cikin ƙwararrun ƙwararrun masu aminci ga kamfani, waɗanda ke da ƙwarewar ƙwararru aƙalla a matakin tsakiya da takamaiman ƙwarewar aiki a cikin kamfanin. A lokacin lokacin daidaitawa, yana da mahimmanci ba kawai don samun fahimtar takamaiman fasaha da ƙayyadaddun aikin ba, amma har ma don ɗaukar fasalin al'adun kamfanoni kuma ya zama ɓangare na ƙungiyar. Fahimtar maƙasudai da manufa shine muhimmin sashi na daidaitawa mai nasara, aiki mai fa'ida na dogon lokaci da babban aminci ga kamfani.

Mafi tsabta da tsari kwanakin farko da makonni a cikin kamfanin, da sauri sabon shiga ya shiga tsarin kuma yana nuna sakamako. A rana ta farko, an gabatar da sabon zuwa ga mai ba da shawara kuma an ba da kayan aiki don nazarin, "babban fayil na newbie" tare da bayanai masu amfani, da kuma shirin lokacin gwaji, wanda mai kula da gaggawa ya amince da shi. Ana aiwatar da takaddun sifili bayan makonni 2 na aikin ma'aikaci a cikin kamfanin, sannan an saita wurin sarrafawa na gaba.

Motsawa zuwa mataki na gaba na ci gaba

Don ƙayyade lokacin haɓaka ma'aikaci, babban abin da ke haifar da haɓaka ƙwararru shine nasarar kammala takaddun shaida.

Akwai wasu tazara na lokaci tsakanin takaddun shaida, wanda aka ƙaddara bisa sakamakon ƙima na baya, kuma kowane ma'aikaci yana da bayani game da lokacin takaddun shaida na gaba. Manajan HR yana lura da waɗannan kwanakin ƙarshe kuma yana fara shirye-shirye a gaba.

Kowane ma'aikaci yana da haƙƙin tuntuɓar waɗanda ke da alhakin kansa don takaddun shaida na musamman. Ƙarfafawa don takaddun shaida na ban mamaki ya dogara ba kawai akan gaskiyar sauyin da kanta ba. Irin waɗannan dalilai na iya haɗawa, alal misali, wahalar aikin ko matakin albashi. Kuma, a gaskiya ma, muna daraja alhakin da sha'awar ci gaban mutum da ƙwararru - an gina haɓaka ƙwararru a cikin al'adun kamfanoni.

Kowane shugaban ƙungiyar yana shiga cikin tsarin ci gaban ma'aikatansa - wannan shine yadda yake nuna matakin ƙwarewa, sha'awar koyo, da fa'idodin tsarin horo da haɓaka ta hanyar misalinsa. Ba tare da la'akari da wane yunƙurin ba da takaddun shaida ya gudana, jagoran ƙungiyar da sauran manajoji, bisa la'akari da matrix da ƙwarewar su, ƙayyade shirye-shiryen ƙwararrun don matsawa zuwa mataki na gaba na haɓaka ƙwararru. Idan ma'aikaci ya kasa ci nasara a karon farko, to ana iya sake ɗaukar jarrabawar.

Manufofin takaddun shaida:

1. Ƙayyade matakin yanzu na ƙwararrun;
2. Nemo ta wace hanya ce mutum ke sha'awar haɓakawa;
3. Bayar da ra'ayin ma'aikaci;
4. Gano yankunan girma;
5. Saita kwanan wata don takaddun shaida na gaba.

Kowa ya san halin da ake ciki a kasuwar aiki, don haka ma'anar takaddun shaida ba don yin hukunci ga ma'aikaci ba, amma don taimaka masa ya girma.

Bita na ayyuka

Bita na ayyuka tsari ne na tsari da na lokaci-lokaci wanda ke kimanta aiki da yawan aiki na ma'aikaci ɗaya daidai da ƙa'idodin da aka riga aka kafa da kuma manufofin ƙungiya. Bita na ayyuka, fiye da tarihi na tsawon ƙarni, ya girma daga ka'idodin sarrafa kimiyya na Frederick W. Taylor da Da farko sojojin Amurka suka yi amfani da su a lokacin yakin duniya na farko don gano masu rauni masu rauni.

Yin bita na aiki yana da amfani ga ma'aikaci saboda yana gano dalilan rashin ci gaban aiki da mafita. Kamfanin na iya nuna gaskiya da haƙiƙan ma'aikatan da suka cancanci haɓakawa, haɓakawa ko ƙarin albashi. Yana da kyau a lura cewa wannan kayan aikin tantancewa yana da rikitarwa kuma yana da matsaloli da yawa.

Ana yin bitar ayyukan a matakai da yawa:

Mataki na 1 - shiri. Yana da matukar mahimmanci a tattauna dukkan tsarin da manufofinsa tare da masu ruwa da tsaki da manajoji. Tsarin tattara ra'ayoyin da yadda za a yi amfani da shi ya kamata a sanar da shi a fili ga duk mahalarta taron ko a cikin saƙo. Kamar yadda aikin ya nuna, ba tare da wannan mataki ba, nazarin aikin zai iya zama ɓata lokaci.

Mataki na 2 - duban kai. Dole ne ma'aikaci ya tuna kuma ya rubuta abin da yake yi a cikin watanni ko shekara na ƙarshe: ayyuka da halayen da ake sa ran ma'aikaci, ciki har da lokacin yin ayyuka masu ban mamaki; ayyuka, ayyuka na asali da sauran ayyuka; nasarori da nasarorin aiki; gazawar, gazawa a cikin takamaiman ayyuka a ɓangaren ma'aikaci da sashen, zargi da kai a cikin gaskiyar. Tun da yake yana da wuya a tuna da cikakkun bayanai daga shekara guda da suka wuce, yana da kyau a gudanar da nazarin aikin a kalla sau ɗaya a kowane watanni shida.

Mataki na 3 - ma'anar masu amsawa. Ma'aikaci da kansa ko masu kula da aikin bitar ayyukan suna zabar waɗanda za su tantance shi: babban mai kula da shi; manajojin wasu ƙungiyoyin da ke da hannu ko lokaci-lokaci a cikin ayyukan mutum ɗaya tare da ma'aikaci, abokan ciniki; takwarorinsu (abokan aiki a cikin sashen, ƙungiyoyin ayyukan da ba na dindindin ko na dindindin); ma'aikatan da ke ƙarƙashinsu, gami da waɗanda ma'aikacin kawai jagora ne.

Mataki na 4 - aika takardun tambayoyi. Daya daga cikin manajojin nazarin ayyukan, misali, shugaban wani sashe, ya yi nazarin tantancewar da ma’aikacin ya yi wa kansa, ya nemi a fayyace bayanan idan ma’aikacin ya ba da shi a fili, ya shirya takardar tambaya sannan ya aika wa masu amsawa. Tun da kowane ma'aikaci na kamfanin yana karɓar tambayoyin tambayoyi da yawa, wajibi ne a saita ƙayyadaddun ƙayyadaddun ƙayyadaddun lokaci ga kowane takarda, wanda zai ba da damar lokaci don karantawa da kuma kammalawa.

Mataki na 5 - gudanar da kima. Kowane mai amsa yana kallon nazarin kansa na ma'aikaci, yana ba da takamaiman ƙima na yadda yake ganin ingancin aikin da ake tsammani daga ma'aikaci, ya ba da sharhi yana bayyana takamaiman dalilai na kima, da yiwuwar cikakkun shawarwari don ci gaba.

Mataki na 6 - nazarin bayanai. Tattaunawar sakamako na iya haifar da rashin fahimta, don haka yana da mahimmanci a kiyaye wasu matakan sirri kamar yadda kowane kima da aka bayar, mai kyau ko mara kyau, na zahiri ne kuma wani lokacin tsokana ne. A kowane hali, yana da kyau mai shirya bitar aikin ya fara tattauna sakamakon tare da shugaban sashen tare da cikakkun bayanai game da kamfani da sashen. Ana amfani da wannan makirci yayin sadarwa a cikin sashen. Bugu da ƙari, ga wasu ma'aikata, ƙila za a iya bayyana ƙima mara adalci bisa abubuwan da ake so. Ana iya ganin wannan a cikin tsari na cikawa, rashin ƙayyadaddun ƙayyadaddun ƙayyadaddun ƙayyadaddun ƙayyadaddun ƙayyadaddun ƙayyadaddun ƙayyadaddun motsin rai a cikin sharhi game da kima a cikin tambayoyin.

Mataki na 7 - shirin ci gaba. Dangane da sakamakon, ya kamata a samar da wani shiri na takamaiman ayyuka wanda zai jagoranci kowane ma'aikaci don haɓakawa: takamaiman horo, canja wuri na wucin gadi ko na dindindin zuwa wani matsayi, aiki a kan sabon aikin, jagora ta sabon jagora, hutu, gyare-gyare a cikin sarrafa lokaci. , da sauran ayyuka.

Mataki na 8 - canza tracking. A zahiri, ana iya kiran wannan matakin shiryawa da gudanar da bitar aikin na gaba, tunda a cikin tsammaninsa, ma'aikata sun fara bin diddigin duk abin da za su nuna a cikin tambayoyin kuma su kasance masu lura da ayyukansu.

Dalilai 11 da yasa sake dubawa na aikin zai iya gazawa

A yayin bita na ayyuka, zaku iya yin ƙananan kurakurai, wasu daga cikinsu kawai za'a iya gyara su yayin bita na gaba. Saboda haka, matakin farko na shiri yana da mahimmanci kamar sauran sauran. Don haka, mafi yawan kasawa da gazawar su ne:

1. Tambayoyin da ba su dace ba a cikin bincike. Babban bincike na tambayoyi 10+, wanda ya shafi al'amuran gama gari ga kamfani, yakamata a kasance dabam daga babban binciken bita na aikin da ke da alaƙa da takamaiman sashe ko ma'aikaci.
2. Nisantar manyan batutuwa masu wahala. Yin bita da kai na iya haskaka hangen nesa ga ma'aikaci, sashe, ko kamfani wanda ke ba da damar yin muhawara mai zafi, amma ƙimar manaja ta rasa wannan. A wannan yanayin, zamu iya yanke shawarar cewa manajan yana buƙatar horo a kan wuri mai zafi.
3. Rashin takamaimai cikin amsoshi da sharhi. Wannan yana iya nuna tambayoyin da aka haɗa ba daidai ba, rashin aikin bayani tare da mahalarta, wanda ke buƙatar gyara. Halayen ɗabi'a na ɗabi'a na mai da'awar, waɗanda ke yin tasiri akan ƙididdiga akan duk tambayoyin da ya cika kuma suke tilasta masa ya ba da irin wannan kima da sharhi, yakamata ya rage mahimmancin ƙimar da yake bayarwa a cikin bincike.
4. Rashin kimantawa daga mai kula da gaggawa. Shi ne wanda ya san ainihin komai game da ayyukan yau da kullun da ba a rubuta ba a cikin sashin kuma yana iya ba da mafi tsananin ƙima da ƙima. Bugu da kari, a cikin yanayin shugabanci na yau da kullun na ɗaya daga cikin ma'aikatan da ke cikin sashin kwance, bai kamata ku dogara gaba ɗaya kan kimantawar abokan aikinsa a sashin ba.
5. Son zuciya ko ganganci. A cikin tarin tantancewar da aka yi wa ma’aikaci daya, za a iya samun wasu da ba su da tushe, wadanda bai kamata a amince da su ba, don haka ana la’akari da matsakaicin kima. Bugu da ƙari, ƙima na iya dogara ne akan abubuwan da ake so da abubuwan da ba a so, sha'awar kauce wa rikici, wanda za a iya gani a cikin rashin gaskiya da ƙididdiga masu yawa a cikin sharhi.
6. Nihilism na shari'a. Idan an ƙirƙiri ƙungiyar ma'aikata a cikin kamfani, to yana da ma'ana don daidaitawa tare da shi hanyoyin yin bitar ayyukan da sakamakonsa ga ma'aikata, tunda tasirin ma'aikata, alal misali, sallamar, canja wuri zuwa wani matsayi, haɓaka ko raguwar albashi, sune. dokokin aiki da ka'idoji sun tsara su.
7. Rashin daidaituwa tsakanin burin haɓaka yawan aiki da manufofin bitar ayyuka. Idan makasudin haɓaka yawan aiki ya haifar da keta dokokin ɗa'a, buƙatun doka, ko ingancin samfur da sabis, to zai tsangwama a fili tare da koyon da ke biyo bayan bitar aikin.
8. Binciken mara hankali/tsanani. Idan ba a gaya wa ma'aikata cikakken jigon da maƙasudin bita na aikin ba, za su iya ɗaukar shi da mahimmanci kuma a zahiri, ko kuma da gaske don tsoron rasa aikinsu ko matakin albashi kuma za su yi ƙoƙarin haɓaka ƙimar su ta wucin gadi.
9. Fassarar maki ba daidai ba zuwa kari. Tsarin ƙima bai kamata ya bada garantin cewa kari zai zama ƙarami ko babba ba. Idan kyautar ta kasance ga kowa da kowa, to, nazarin wasan kwaikwayon zai zama sigina ga ma'aikata don shakatawa.
10. Jerin masu amsa bai cika ba. Ma'aikaci na iya da gangan keɓe daga jerin waɗanda aka amsa waɗanda ya yi aiki tare da su lokaci-lokaci ko akai-akai. A wannan yanayin, dole ne a bayyana a fili cewa kowa na iya shigar da shi cikin jerin masu amsawa, bisa ga hujja.
11. Salon umarni. Wasu manajoji suna tsoron kasancewa cikin wani yanayi na rashin jin daɗi ta yadda ba sa tattauna sakamakon tantancewar, sai dai kawai su gaya wa waɗanda ke ƙarƙashinsu abin da za su yi da yadda za su yi. Bita na ayyuka shine game da sadarwa ta hanyoyi biyu don dacewa da inganci.

Bitar ayyuka wani bangare ne na shiri wajen samar da horo da dabarun ci gaba. Kowane kamfani yana ƙirƙirar dabarunsa, amma a kowane hali, babban aikin horo da dabarun haɓakawa shine sarrafa ci gaban ma'aikata ta hanyar da ke tallafawa wasu mahimman abubuwan kasuwanci. Ayyukan ilmantarwa da haɓakawa a cikin ƙungiya suna taka muhimmiyar rawa a fannoni biyar:

1. Haɓaka yuwuwar ma'aikata;
2. Jan hankali da riƙe baiwa;
3. Ƙarfafawa da jawo hankalin ma'aikata;
4. Ƙirƙirar alamar ma'aikata;
5. Ƙirƙirar dabi'un al'adun kamfanoni.

Don haka, dabarun horarwa da ci gaba ya ƙunshi ƙirƙirar manyan sassa 8 na rufaffiyar yanayin yanayin horo da haɓakawa a cikin kamfani, ginin wanda zai fara da kawo horo da haɓaka daidai da dabarun kasuwanci. Kamar yadda aka nuna McKinsey karatu, kawai 40% na kamfanoni sun tabbatar da cewa dabarun ilmantarwa da ci gaban su sun dace da manufofi masu mahimmanci, kuma 60% na kamfanoni ba su da cikakkiyar daidaituwa game da koyo da dabarun ci gaba tare da manufofin kasuwanci. Shi ya sa bai kamata ma’aikatar HR ta samar da shirye-shiryen horarwa ba, amma ta sassan da ke karkashin jagorancin kungiya da hadin gwiwar sashen HR.

Ana iya ɗauka cewa aiwatar da tsarin horarwa da haɓakawa zai ɗauke ba kawai albarkatun kuɗi na kamfanin ba, har ma da lokacin aiki na ma'aikata. A gaskiya ma, farashin horo da haɓaka sun fi ƙasa da fa'idodin gaske ga kamfani:

1. Inganta aikin ma'aikata: Horon yana ƙarfafa amincewar kansa kuma yana taimaka wa kamfani ya ɗauki matsayi na gaba.
2. Ƙarfafa gamsuwar ma'aikata da ɗabi'a na ƙungiyar: Kamfanin yana nunawa ma'aikata cewa suna da kima, zuba jari a cikin su, kuma yana ba su damar samun horon da ba za su sani ba.
3. Yin aiki tare da maki masu rauni: a kowace ƙungiya akwai raƙuman hanyoyin haɗin gwiwa, ya kasance ma'aikata ɗaya ko tsarin kasuwanci. Horowa da haɓakawa suna ɗaga duk ma'aikata zuwa matakin guda, inda kowannensu yana da musanyawa kuma mai zaman kansa.
4. Ƙara yawan aiki da bin ka'idoji masu inganci: horar da abokan aiki akai-akai yana haɓaka alhakin ciki don matakai a cikin kamfani da kuma ƙarfafawa don haɓaka yawan aiki.
5. Ƙarfafa ƙirƙira a cikin sabbin dabaru da samfura: yayin haɓaka ƙwararru, ana neman sabbin ra'ayoyi, ana haɓaka ƙirƙira, kuma ana ƙarfafa ƙoƙarin kallon yanayi daban-daban.
6. Rage yawan ma'aikataGudunmawar ma'aikata tana riƙe ma'aikata kuma tana rage farashin ɗaukar ma'aikata.
7. Ƙarfafa bayanin martaba da martabar kamfani: Samun horo mai karfi da dabarun ci gaba yana ƙarfafa alamar kamfanin, yana jawo hankalin dalibai, masu digiri, abokan aiki daga wasu kamfanoni da kuma tattara jerin sunayen masu neman izini, yana ba ku damar zaɓar mafi yawan alƙawura.

Ba za a iya aiwatar da tsarin horar da kamfanoni da haɓakawa cikin dare ɗaya ba. Akwai kurakurai da yawa da zaku iya yi yayin aiwatarwa. Babban abu shine rashin daidaituwa tsakanin dabarun ci gaba da manufar kasuwanci. Tare da aiwatarwa da ya dace, kamfanin yana haɓaka gasa mai lafiya da alamar jagoranci, wanda ke haɓaka haɓakar ribar kamfanin, yana ƙarfafa matsayinsa a cikin kasuwar sabis na IT, haɗawa cikin gasa na gaske na waje tare da shugabannin kasuwa da kuma sassaucin ra'ayi.

source: www.habr.com