§ 41 - GENERAL MANAGEMENT SKILLS
management skills has for some years one of the main projects of HRD / HRM. What happened today this visualization tool and analysis.
management skills is useful for all levels of HR processes: recruitment, career management, promotion, succession planning, internal motivation ... If
its implementation often seems very heavy, it should also not wanting to do too much. The deployment of management skills in the business should be carefully considered. It should first clearly define the stages and objectives of the establishment.
What objectives? For whom? By whom? How? ...
§ 42 - BEWARE OF PITFALLS
A / abuse ambitions in the goals
Businesses that start the implementation of a management skills are too often set targets too ambitious for a first deployment. They want benchmarks for all positions for all the competencies identified with the most advanced automation.
short, if the idea is laudable, the implementation on the ground will be quite different. Be careful not to make the tool management skills an instrument too cumbersome to be effective. Be careful not to put too delegate to this tool.
latter must be limited to assistance in the decision but must not be subsitutions to human contact in human community that is now.
B / Clash of cultures
If the Anglo-Saxons used with more recoil management skills that Latin countries, is above all a matter of culture. The Latins are not necessarily systematically Cartesian mind. Latin culture is intangible and it wants the same applies to the assessment of employee skills.
While these practices tend to change with the advent of computer software management skills, it should however be cautious in the deployment.
Good informatrion advance is preferable to avoid rejection of management and employees. The main cause of failure in this type of tool is often experienced individuals who will snub a tool because they will not avail the benefits and opportunities it can offer them.
C / Compliance with regulations
If it is now accepted by the Human Resources departments being in compliance with legislation requirements and recommendations relating to the National Commission Informatrique and Freedom (CNIL) in France, falls within the fundamental to the profession, it remains for many gray areas that deserve some clarification.
This is not because the seat of a company is located in a third country that the law does not apply. Cerain HRD multinational mistakenly believe that to implement their HRM system in a country with a great freedom in this area will allow them to have that freedom for all their staff.
Attention also some variations within countries. Some methods may be permitted in some states or provinces and should be prohibited in others (eg: Photo of the employee is not allowed anywhere). Be particularly careful not to implement a system that does not comply with the regulations of each respective site.
A follow next week ...
(Copyright: Dominique and Jacques BERNET LELARGE)
0 comments:
Post a Comment