Normal To Masterbate?

WEEKLY CONTRIBUTIONS IS DISTRIBUTED!

Hello everyone, We

back, my partner Brigitte and me on our mail in February 2008, we now offer a new series of weekly contributions, 21 April July 31, 2008 for open dialogue between members of our group, eg "Hub"

We selected three themes for the 15 weeks

1 / conventions of support or awareness GPEC: a formidable tool not that complicated or expensive for SMEs addressing HRM.
2 / Rate dynamism and efficiency of your business and its branch OPCA in the field of HRM!
3 / Outsourcing of HR function and tools: fad or economic and social benefit for SMEs?

Recall that our objective is to assist SMEs in terms of HRM, to better articulate their needs, to better evaluate the aids, devices and tools offered to them while comparing and minimizing residual costs remaining at their office based solutions adopted.

In this spirit, we decided instead to take an interest in a business model than 70 employees than 360 employees as alleged in February 2008.Pourquoi? Because we think that this size of company - the largest number-accumulating difficulties in the implementation of its HRM, especially because most often a real function RRH / HR and a HR culture enough.

In our view, these contributions may be of interest as much as individual companies or those who are actors in a branch of a territory or group of firms in programs such EDEC, EQUAL, GPEC etc. ..

Final point: According to the ethics VIADEO the headings "Information" and "Forum" can not have commercial and only the section on "Business" allows everyone to present its products, see comparative advertising. Afterwards, the best man win!

All contributions will be published in this Group, for your convenience, reproduced and stored systematically in the following blog:

Blog "Implementation of an HRM / GPEC in SMEs: Stages, solutions, costs and aid"
http://implantationgrh.blogspot.com/

Bon WE. Brigitte and Jacques

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 "