Farmhouse Tables French

IN 2008, WHAT MANNER OF OPERATION FOR OUR HUB VIADEO?

Dear Blogger, you know that we publish on this blog as a priority trade and contributions of our Hub Viadéo "Implementation of an HRM / GPEC in SMEs: Stages, solutions, costs and aid "

http://www.viadeo.com/hub/affichehub/?hubId=002245mgpws1ae7i

Here is our latest contribution to information:

" We produced in late 2007 a dozen modest contributions in key areas of HRM: Management Training Plan, Assessments, Management Skills, Careers, dashboards HRM. To keep track, we have grouped them, as you know, on a blog: http://implantationgrh.blogspot.com/

end of December 2007, we announced that in early 2008, we were considering take an industrial TEST 350 employees and assess the actual costs (minimum and maximum) of ESTABLISHMENT OF HRM / GPEC in such an enterprise: the average costs of the implementation of diagnosis, HR consulting, training, the computerization, etc. ... not to mention the extent of human resources dedicated to these operations in the company itself (measured in payroll).

It is obvious that one can not speak for example of outsourcing - a subject very fashionable if any - whether outsourcing HR software tools (own computer, ASP, Web Full , ...) or outsourcing all or part of the function HRD / HR Manager itself, if it was not a measure internal costs before and after the operation so one can not talk about the financial cost of an HRM / GPEC, without having made a complete turn aids as possible (OPCA, Local, State, Europe), just as it should find an average measure of the actual number of days of HR consulting and training to help advance the implementation of HRM / GPEC or analyze the performance and usability compared to logicielsRH of all backgrounds.

short, it is not easy to talk about "big sub" and grafted an additional difficulty as soon as you talk on Viadéo: most members of our Forums are HR consultants, HR Trainers, Editors HR software and HR / HR Manager have already made choices in HRM / GPEC, and therefore often competing, each defending its turf, which is normal. Ethics Viadéo finally is rightly quite fussy about the necessary separation between business and ideas!

That said, we must share in our community Viadéo HR and can not be reduced to a catalog of offerings and job applications or invitations to various conferences or business deals. Only a limited number of Hub Management-HR publish interesting contributions over a certain period.

We therefore propose to work instead on a list not limited to issues that the company must ask its suppliers during the implementation of HRM / GPEC; are concerned among others the above areas: audit, diagnosis, recommendations, advice, training, software, support, etc.. .. We must develop a kind of specification very open, forcing suppliers to financially justify the choices and options they offer.

For example, my provider, I offer a pay in ASP, which will cost X, but you will save Y in-house staff, or you need X 'days, tips for your GPEC without appropriate software and Y' with appropriate software, etc. .. or ...

To do this, it is clear that the company must do before preparatory work on its own organization and provide suppliers consulted a minimum of usable information, we can perhaps provide a framework

short, there of work to do! Thank you for sharing your opinion on this project. Start up

REFLECTION early March 2008. Regards "

Peace Sign Bath Ensembles

IMPLANTATION OF A COW IN SMEs: TWO TRACKS FOR 2008 IN THE FORM OF GREETING

This unique instrumentation

I just read a public review of the NAALC from 2005 on the achievements of implementation of competency management (CM) in 11 SMEs and signed by Michel Parlier (NAALC LYON ) to me intermelée much. Says Michel Parlier?

* It segregates in Management Skills, the entries "Work" and "Employment"

* He notes the uneven instrumentation of two components of the GPEC : WORK on the side, intentions of involvement and accountability without tools; the side EMPLOYMENT, plenty of tools

* he concluded: "These systems are mainly better performance economy through greater involvement in work but they are mainly based on instrumentation of employment "

The many actors: agencies, tips, training, ITC, OPCA, Professional Organizations , publishers of software, outsourcing providers that I mention in the presentation of our hubs are actually focused on the instrumentation of employment, which grew rapidly from the rest, both upstream business with the Observatories of the branches downstream with new tools.

it solves the problem of SMEs GC? The conclusion of Michel Parlier is interesting and suggests ways:

He acknowledges some positive aspects of KM in SMEs in terms of learning:

* A Change

* From the project management

* From management

* From the formalization

He noted, beyond the only implementation of instrumentation, the need for compensatory measures, issues of performance or understanding between the players

Finally, he said in conclusion (I quote):

"Because she is invested in the work of individuals that jurisdiction is likely to create value for the company. But the study reveals a contradiction inherent in the quasi-GC: The basic performance issues without always say how the jurisdiction can achieve this performance. She orchestrates too little the only aspect that achieves this performance work. How to Eat work, there is considerable scope to clear. "

IN 2008 WHY DO NOT DEVELOP OUR THINKING AND OUR COLLECTIVE PRACTICES ON THE IMPLEMENTATION OF GPEC in SMEs:

* Not only continuously enriching INSTRUMENTATION JOBS:

>>> For example, using upstream, the many branches of work and professional observatories, including trades and skills

>>> example by integrating, from the work begins'implantion of GPEC, a software tool, enhanced data Observatory above, etc..

* But also reflective, boards and CEOs of SMEs, better labor instruments with the objective improving PERFORMANCE:

>>> example, via a systematic awareness of entrepreneur of SMEs on the need for a GC "mutually beneficial", and promoting INVOLVEMENT ACCOUNTABILITY of all employees.

>>> For example, through the implementation of some tools for measuring the economic efficiency of a political "win-win" and highlighted the undeniable success of businesses polled with intelligence this way.

Indeed, there is "bread on the table"! But this is the price that will be avoided in SMEs "Disappointed COW". Thank you for your comments.

Our Hub IMPLANTATION an HRM / GPEC in SMEs: STEPS, and COST SOLUTIONS "is available at the following address: http://www.viadeo.com/hub/affichehub/ ? hubId = 002245mgpws1ae7i

Meanwhile, Best Wishes for 2008