Site Logo

admin

Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

by


 

Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

Alles um uns herum verändert sich, und zwar rapide! Was heute unrealistisch und unerreichbar erscheint, wird wahrscheinlich in ein paar Tagen zu einer regelmäßigen Angelegenheit werden. Menschen, Umwelt, Technologien, Wirtschaft, Märkte, Transport, Infrastruktur, alles entwickelt sich schnell. Ebenso wie unser Arbeitsplatz, die Art der Arbeit und unsere Organisationen.

Wenn wir unsere heutigen Arbeitsbedingungen mit denen von vor einem Jahrzehnt vergleichen, werden wir in fast allem eine gewaltige Veränderung feststellen. Desktops wurden durch iPads ersetzt, Papiere durch digitale Informationen, Dateien durch Festplatten und Fax durch Sofort-E-Mails. Von unserem Bürodrucker bis zum Wasserspender hat sich alles drastisch verändert. In gewisser Weise hat sich alles zum Besseren entwickelt!

Auch wenn wir das materialistische Ding beiseite lassen, so hat sich doch auch die Glaubwürdigkeit unserer Arbeit in hohem Maße weiterentwickelt. Die Kluft zwischen dem Management und den Mitarbeitern hat sich auf ein fast vernachlässigbares Maß verringert. Den Mitarbeitern und Untergebenen wird bei den Entscheidungsprozessen für das Unternehmen Bedeutung beigemessen. Der Schwerpunkt der Organisationen hat sich weitgehend darauf verlagert, den Mitarbeitern die besten Leistungen und Vergünstigungen zu bieten. Die Mitarbeiterzufriedenheit ist auf der Prioritätenliste der Industrien nach oben gerückt, so dass das Hauptaugenmerk der Mitarbeiter darauf liegt, ihren Kunden die besten Leistungen zu bieten.

Auch von den Mitarbeitern wird heute ein effizientes Auftreten verlangt. Immer unterwegs zu sein, ist ein Mandat in der heutigen Arbeitskultur. Überwachung und Bewertung der Arbeit werden fast in Echtzeit durchgeführt. Auf allen Ebenen gibt es heftige Wettbewerbe. Jeder befindet sich in einem ständigen Marathon mit seinen Kollegen und Gegenspielern. Fehler können katastrophal sein, auch wenn es sich um dumme Fehler handelt. Es wird immer jemanden unter Deinen Kollegen oder Konkurrenten geben, der Deinen Fehler ausnutzt und ihn überspringt.

Die Arbeitsdynamik hat sich verändert. Auch die Komplexität der Arbeit hat zugenommen. Von den Menschen wird erwartet, dass sie Fachexperten auf ihrem jeweiligen Fachgebiet sind. Gleichzeitig wird von ihnen aber auch erwartet, dass sie Multitasking-Experten mit Kenntnissen über verschiedene andere Aspekte sind. Die Hierarchie ist durch parallele Systeme ersetzt worden. Teamarbeit ist wichtiger als individuelle Leistung. Die Abhängigkeit von fortgeschrittenen Technologien ist im Überfluss vorhanden. Die menschlichen Anstrengungen wurden durch den Einsatz dieser fortschrittlichen Technologien verringert. Routineabläufe werden automatisiert, was Zeit und Energie spart. Infolgedessen haben sich die Arbeitsaufgaben der Arbeitskräfte in Richtung strategische Planung, Wachstum und Innovation verlagert. Da jeden Tag neue Trends auf den Markt kommen, ist eine Änderung der bestehenden Standards in jedem Geschäftshaus unerlässlich.

Organisationen in der heutigen Zeit sind dynamisch geworden. Die Globalisierung hat den Leistungsmaßstab angehoben. Geografische Grenzen sind kein Hindernis mehr, wenn es um die Erbringung von Dienstleistungen geht. Unternehmen begrüßen multikulturelle Mitarbeiter mit Leichtigkeit. Unterschiedliche kulturelle Hintergründe der Belegschaft, Altersunterschiede, sprachliche Unvertrautheit, geschlechtsspezifische Vorurteile usw. spielen in dieser kosmopolitischen, urbanen Arbeitskultur keine Rolle mehr. Sie lassen die Möglichkeiten zur Entwicklung und Führung nicht mehr los. Was am meisten zählt, ist der Erfolg. Er ist der neue Führer in dieser Ära der aufstrebenden Märkte. Und Erfolg ist die einzige Konstante in diesem sich ständig verändernden Milieu.

Die sich verändernde Natur von Organisationen, Arbeit und Arbeitsplatz

MAKE WAY FOR INDUSTRY 4.0

by


MAKE WAY FOR INDUSTRY 4.0

In a fast-moving generation, where new technological advancements happen in the wink of an eye, there is only one constant – change. We have to learn the art of walking hand in hand with everything new and adapt to the ever-changing environments to draw a progressive trajectory in our careers and personal lives. Everything around is changing, and there is nothing that’s permanent. ‘Improvement & growth’ are the two key words that drive people towards innovative ideas and solutions and Industry 4.0 is a testimony to change on a gargantuan scale.

 

Miracle on the move

 

New discoveries are made daily, and it’s certain that there won’t be any dearth of it in the days to come as well. But things around us are rapidly changing. The IoT (Internet of things) is ever expanding and it has started to play a major role in the field of production. The manufacturing industry is taken over by machines and the awe-factor here is that these machines have an internal intelligence and advanced interfaces that allow them to communicate with other machines. Sounds interesting, isn’t it?

 

It’s surprising, but it will not be new anymore considering the pace at which the industries are moving forward. You won’t be wrong if you can call it the future!

 

Industry 4.0 is a title for the current trend of automation and data exchange that’s taking the world of technology by storm. Cyber-physical systems, cloud computing, the IoT, and cognitive computing – it’s a ‘smart factory’ where the cyber-physical systems have the ability to take decentralised decisions. Over the IoT, these cyber-physical systems effectively operate and communicate with each other, and with humans. It sounds like a miracle, and you don’t have to doubt – it is indeed one!

 

Pillars of strength

 

It is like watching those Hollywood movies where it’s all about saving the world and future. Among the design principles of Industry 4.0, is interconnectivity.  Here, unlike the working patterns of the generations that passed by, the machines, devices, sensors, and people have the ability to connect and communicate with each other. This is achieved through the IoT (Internet of Things), or IoP (Internet of People). This brings forth transparency in the way it’s operated. The operators are loaded with useful information, and this makes it easier for them to take further steps and decisions.

 

Here the focus is on the establishment of intelligent products and production values. The system of interconnected network helps factories to cope up with rapid product development in complex environments. Within a smart factory, the products can communicate with their environment and influence the arrangement patterns through RMS (Reconfigurable Manufacturing Systems). There are configuration rules from which case-specific topologies can be derived. This enables the manufacturing companies to adapt quickly to various requirements in the market. The flexibility is increased, while the task of co-ordination becomes much easier.

 

The functionality of the whole system is increased manifold and this helps in identifying and improving the areas that need further innovation and improvement. Major decisions are made by humans of experience. This will soon be replaced with high-end solutions which will not be prone to error.  The decision-making process will be assisted by self-optimised and knowledgeable manufacturing systems. This means there will be stronger technical assistance to people operating the system. These systems are capable of assistance & support by aggregating and visualizing information comprehensively to make better decisions and solve urgent problems on short notice. Cyber-physical systems have the capacity to support humans by conducting a wide range of operations that are either risky or too unpleasant to handle.

When the real and virtual world joins hands as one, innovation will begin to help the economy scale better heights. The convergence of affordable technology and exponentially growing data has the power to transform the entire economy. IoT plays a vital role in this transformation.  This provides sustainable mobility and enhanced services in all sectors alike.

 

Expected developments and labour

 

The manufacturing pieces of equipment in the industrial revolution will be something out of the ordinary. Highly automated machines, tools, and robots will enter the scene and precision will be a guarantee. There will be flexibility and as the requirements change, and it is much easier to switch. Robots will be seen working together with workers on joint tasks. There will be a radical shift in the labour market as well. Skilled workers in demand for their experience will be eliminated and for them, it will call for serious change to adapt and move with the trend. This brings forth some new opportunities for the working class to change their routine and smartly adapt to the new requirements in demand. The requirement profile in the industry is expected to shift from a normal production employee to someone with high levels of profound competence. The probability of the number of workers decreasing is high. The rest of the manufacturing jobs will contain more knowledgeable work which will be short-term and hard-to-plan. The workers will be required to monitor the automated systems which will be integrated into decentralised decision-making platforms.

 

When it comes to the structure of the organisation and the way it operates, the manufacturing systems cannot be henceforth operated from a nodal point. Instead of that, decentralised instances will autonomously use local information for decision-making. The decision will be taken by workers or types of equipment using AI methods.

 

Talk about the value creation, we are about to witness a whole lot of 3D printing. The costs of additive manufacturing have dropped rapidly and this calls for an increase in speed and precision. Geometries that are far more complex and strong will be designed at ease. This enables the industry to visualise and execute the ideas in a better way. When there are provisions to manufacture the product in batch size according to the requirements of the customer, the mass customisation integrates the customer easily into the value chain.

MAKE WAY FOR INDUSTRY 4.0

Business models and value creation

 

Most of the business models will use smart data for rendering new services. The new developments will be used for floating sustainable models that are unlike the ones in the past. These sustainable business models can create positive or negative impacts on the environment or society. But on the other hand, they can also contribute to solving an environmental or social problem as well. These models will have the power to stay, which means you won’t see them going obsolete in the near future. They will be competitive on the long-run. This will be technique and here, the functionalities and accessibilities will be sold instead of just focussing on the tangible products.

 

In a nutshell, through such advanced value creation networks, we can witness ‘Industrial symbiosis’. The cross-linking of value creation networks offers new opportunities for realising closed-loop product cycles. The product, material, energy, and the flow of water throughout the product life-cycles will be efficiently coordinated. This coordination can be achieved between different factories as well. Closed-loop product life-cycles as such can work on recycling too.

 

Traditional versus 4.0

 

If you look at the current market, providing the best of services and product quality at the least price is the key to success. There is no denying that. Unless you look at the brand value of things, this is the formula that works for the common man. The industrial factories are trying to achieve just that – they are trying to increase their performance and profit. There are plenty of data sources available for the factories to avail information about the various aspects of profit making. The data has to be used to understand current operating conditions, and detecting faults and failures of the existing system. This is an important topic to research and there are plenty of commercial tools available to provide overall equipment effectiveness (OEE) values to the factory management. This will help in hogging the spotlight on the root causes of problems and possible faults in the system.  Moreover, the added advantage here is that the components and systems in Industry 4.0 will have self-awareness, which will effectively improve the efficiency of the factory.  Through peer-to-peer comparison and fusion of health comparison, a precise health prediction is attained and this enables the factory management to maintain the systems intact. This sort of stability was missing in the traditional factories.

 

Logistics and supply chain

 

Innovation in logistics is not entirely associated with modern IT solutions. But there are things that can change. There are some innovative solutions that can manifest through this industrial revolution.

 

There is room for continuous improvement. Whatever work happens around, it will be continuously verified and the team will have huge benefits out of it.  The latest advancements also help to keep vigil over all the activities and its quality. Team-work can be effectively coordinated like never before. The entire focus will be on implemented practices and shared values. Through Industry 4.0, there will be continuous activities running round the clock to constantly search and come up with better ideas to increase productivity.  There is no dearth of communication, plus work-satisfaction and elimination of old habits – there are changes aplenty when the entire system is improved.

 

There are some other factors as well that showcases the kind of change that’s about to hit the field of logistics. There will be a big change in the structure of regional networks, flexibility and risk management. When it comes to the lead time delivery services, customer satisfaction is guaranteed. The system is more reliable and updated. As the services are rendered according to the needs of the customers, the rapid approach and problem-solving techniques will increase reliability and trust-factor to the next level. The segmentation of the supply chain will be focussed on demand and specific needs of the customers. This will help in great reduction of the volume of stocks, and bring forth cost-effective remedies. Safety requirements and potential hazards in the supply chain can easily be spotted. Combine all these factors and you can guess how a factory or a set of factories will benefit from these changes.

 

The Internet of Things

 

The idea of the Internet of Things was formulated by British entrepreneur Kevin Ashton in 1999 to describe a system in which the material world communicates with the computer. Two decades later, it stands in front of us in the form of reality.   Today, there are areas where IoT solutions can potentially revolutionise the entire industrial standards.

 

The IoT focuses on Smart environment where the entire anthropogenic emissions will be monitored and cut down to produce eco-friendly solutions. Smart water management is an area where this can be achieved. The impacts of water resources on the environment, their regulation and protection against floods, waterways, and hydropower is a key area of study using IoT that can change the entire game plan. In a way that supports the economy, soon there will be smart and better ways of transport, production and energy resources. Smart cities are another such wonder where IoT can play an important role. Traffic congestion can be monitored and regulated, parking spaces, intelligent roads, weather-monitoring and much more – the IoT can work magic. Smart health will cover a wide range of physical activities and monitor them to tune us into perfect health conditions. Health-centric homes are becoming a reality.

 

The future

 

Industry 4.0 has the potential to make an impact on a lot of areas around the world. Talk about better services and business models, it will be served. When we deal with productivity, it’s about to become more reliable and competent. Machine safety, risk management, better communication, product lifecycles, transport and logistics, and more – everything will be improved using cutting-edge technology.

 

If you consider a machine, with time it will be affected by wear and tear. When networking becomes confusing cobwebs, there is a loss of time and productivity. Industry 4.0 will address all the issues and bring out the best in everything. The vast majority of businesses are determined with the implementation of product, technical, technological, and organisational innovation.  The focus is on creating value for the customer who is aware of everything happening around. Solutions such as the Internet of Things, Big Data and Industry 4.0 create more opportunities to meet such customer requirements. Logistics is better, and supply chain management is stronger than usual. Business is better, and work is much easier. Welcome to the revolution.

MAKE WAY FOR INDUSTRY 4.0

 

References

 

[1] Persaga

https://www.persaga.ch/stellenwandel-dank-industrie-4-0/

[2] Science direct, T. Stock, G Seliger. https://www.sciencedirect.com/science/article/pii/S1877705817313346

[3] Science direct, Krzysztof Witkowski; Internet of Things, Big Data, Industry 4.0 – Innovative Solutions in Logistics and Supply Chains Management

[3] BGH Consulting. https://www.bgh-consulting.de/de/lp/industrie4.0-personalberatung/

[4] Wikipedia. https://en.m.wikipedia.org/wiki/Industry_4.0

[5] Waset. http://waset.org/publications/9997144

[6] Springer. https://link.springer.com/chapter/10.1007/978-3-658-05014-6_2

 

 

Lean Specialized recruitment company

by


Lean Specialized recruitment company

The trend of lean specialized personnel consulting is growing rapidly in today’s commercial world. Typically, in lean specialized personnel consulting, the task or specializations accomplished the consultants need to execute various responsibilities associated with the lean management of commercial setups.

In the lean specialized personnel consulting, the consultants ensure that the client cut down on the wasters and makes sure that the existing process can be made more efficient. While doing it, the organizations also look at increasing its profit margins along with the expansions of business horizons.

Lean Specialized Personnel Consulting: An Efficient Team Work

The lean specialized personnel consulting is basically teamwork, where each team members is assigned with certain specific duties. The overall and prime objective of lean specialized consulting is to achieve various specific goals of projects.

While offering lean specialized personnel consulting, the consultants or the consulting agencies are guided by a specific set of effective and time-bound guidelines.

Hence, in the process of lean specialized personnel consulting, the consultants and the consulting agencies should be shortlisted based on the fulfilment of the below three prime requirements.

  • The consultants must have requisite training and certification for the role
  • Requisite experience and successful track record
  • Have an efficient and qualified team

Prime Responsibilities of Lean Consultants

One of the prime responsibilities of lean personnel consulting is extending personal specializations. Further, lean consultants are also responsible for identifying the various best practices in the industry and implement them efficiently in a time-bound manner. The lean consultants are also responsible for access to the requirements of clients correctly and take the required necessary steps to address the issues and the challenges involved.

The primary goal of the lean management consultants is to eliminate the no value activities from the system and assist businesses towards the implementation of methodologies which can largely streamline the presently followed processes that do not result oriented and profitable.

In short, the basic role of the lean consultants is to reduce the wastage of time, effort and money which will, in turn, ensure that the activities undertaken are time as well as cost-efficient. Further, lean consultants also need to ensure that the outcomes meet the required industry standards and qualities.

Lean Specialized Personnel Consulting: Experience and Expertise

For the organizations, figuring out the needed expertise and experience among the available lean consultants is a key challenge. The professionals offering specialized lean consulting services need to have the requisites experience and skills to drive the task entrusted. In such a scenario, the skill set of the lean consultants needs to be highly specialized for streamlining of the process towards driving improvements. Generic experience and skill set will not be enough for such a task.

Key is Providing Effective Guidance

Learn specialized personnel consulting always involves offering effective guidance. Such guidance is always based on the technical knowledge and expertise of the consultant. Such directions must be able to break down the complex tasks to simpler ones.

Thus, the accomplishment of the task involves a clear road map of pre-work and event planning; although the task accomplishment does not end here. The lean consultants further need to offer support and drive continuous improvement activities for the enterprise and their activities. All such activities must lead to the desired goal of cost economy in projected lesser efforts.

It is to be noted that there is a fundamental difference between coaches who imparts training on lean management and lean consultants. The roles of coaches are only to impart training whereas the lean consultants are like a friend, philosopher and guide to the enterprises and the executives; they lead them on a right path towards greater success and profitability.

List of Expectations for the Lean Specialized Personnel Consultants (Example: For the Industries Like Manufacturing)

If one is looking out for hiring lean specialized personnel consultants for a manufacturing enterprise; they should look out for the below points prior to making the hiring decision.

  • Do not always focus on the price point. Review the skill sets and experiences carefully
  • Prefer consultant who loves to discuss wrenches and drills instead of only pie and bar charts
  • Always try to treat consultants like a god. Ensure to follow their recommendations rigorously without challenging them. It is to be noted that defensiveness is self-defeating. If you are finding it difficult to trust your consultant, it is always good to opt for a right replacement
  • Remember that consults should not execute anything. To ensure that the new set of skills to take root in the enterprise, the in-house workforce must execute the responsibilities in the close supervision of the consultants. The goal of the organization should be the permanent implementation of lean skills within its system
  • Ensure to pull out everything from the consultants in terms of recommendations and ideas

Lean Specialized Personnel Consulting: Rising Demand in Finance Domain

The role of financial executives continues to expand. There has been an increasing trend that is echoed on how enterprises work with lean consultants. Today, enterprises are increasingly looking at specialized assistance from the lean consultants from ERP upgrades to navigating period of accelerated growth. Further, firms are also seeking experienced project professionals for various broad ranges of activities.

Learn specialized personnel consulting becoming an area of growing emphasis is business systems. According to a recent study conducted by Robert Half Management had reported that more than 61 per cent of chief financial officers work with lean consultants. These consultants are primarily engaged with performance improvement initiatives of the enterprises.

The study has further excerpts that more than 55 per cent of chief financial officers expect these consultants to work for finance and accounting projects. In addition, more than 25 per cent of them wants to engage them in finance, governance, risk and compliance works. The study has also reported that the demand for consultant assistance for finance optimization project has been experiencing steady growth.

Today, organizations rely on lean financial consultants to lead key projects and senior level roles on an interim basis. Increasingly, consulting is becoming an attractive career option among experienced professionals, who loves to enjoy greater time flexibility and increased exposure to diverse challenges.

How an organization find or understand that they need specialized expertise from lean financial consultants. Answers to the below five questions will help in finding out the same.

Is there any high-level initiative that is of a finite duration or a onetime need for the organization?

Across small as well as large-scale initiatives organizations can collaborate with skilled and experienced professionals who have the requisite expertise to focus on the specific challenge in hand. For example, organizations can hire consultants both on an individual or team level to streamline various requirements such as business process improvement, financial systems upgrade and activities such as merger and acquisitions.

Is there an upcoming initiative in the organization, for which the required set of skills not available in-house?

For certain initiatives, the in-house staff may not possess the requisite skills and full-time hire may not also is the requirement for a shorter duration. In such a scenario, organizations always look out for short time consultant who has the requisite knowledge and skill set to fulfil the need. Further, organizations can direct such consultants to nurture the requisite skills and industry best practices among the in-house staffs and across various levels of the organization.

Is there any senior-level position vacant in the organization or there is a requirement of changing skill set?

There may be a time when senior level financial roles can be vacant in an organization which need to be staffed by a financially skilled professional. In some cases, the employer or an organization may not be ready to hire a fulltime replacement immediately.

In such a context, some organizations may have immediate short-time demands during various business stages, such as during their high growth cycles or during the stages of pre-IPO.

In such scenarios, organizations may need assistance from experienced executives to hold the post, until a full-time executive is confirmed or finalized. Financial consultants with specialized skills as required by a specific organization can fill such positions for an interim basis meanwhile the organization determine its long-term goals.

Are there any additional projects within the organization which need special attention and the internal staffs do not have requisite skills and capacity to handle it?

In certain cases, the workload of an organization can spike exponentially where the limited internal workforce is not sufficient to handle that. In such a scenario, the specialized lean consultants can step in immediately to address the rising business demand of the organization. This will allow the needed space for the full-time workforce to focus on the core competencies of the organization.

Are There Any Cyclical Demands Which Requires Any Additional Consulting Support?

Most of the financial and accounting activities are cyclical and they come with monthly, quarterly and annual deadlines. In such scenarios, external financial consultants can be hired to handle the additional cyclical pressure and responsibilities. Across such cases, the organizations usually look at various seasonal supports externally.

Hiring A Lean Specialized Personnel Consultant: What are the Pros & Cons?

It has been observed that organizations follow two types of growth models. A set of organizations highly relies on its internal workforce drive business performance to chase growth. On the other hand, a certain set of organizations plays lean and hires specialized consultants towards maximizing their business performance.

These specialized consultants are primarily the third-party entities who collaborate with the organizations when needed. As part of their collaboration, these entities understand the business operational flow of an organization, offer growth strategies and take it forward from what already achieved.

Instead of assigning a set of employees with the task of streamlining existing operations, the lean consultants work towards offering specialized assistance to optimize various business processes of the organization.

If an organization’s area of operation is manufacturing, hiring a consultant could be the move that the organization is looking at transforming its business and operation processes to achieve greater efficiency.

What do Consultants do?

Offer Growth Strategies: Growth is the prime goal for every organization or businesses regardless of the industry it’s operating into. For the various industries such as manufacturing, following sustained growth is highly difficult. Sustained business growth in the manufacturing industry highly depends on several factors such as in certain cases the innovations can be slow as well as risky.

In such scenarios, the hiring of growth consultants rightly pays off. In the cases, where an organization is aware of the limitations and has goals, but do not aware of the process of implementing a winning strategy to promote the growth, a consult can be handy with sound solutions.

In such organizations, the lean consultants can use multiple tactics to assist the manufacturers to innovate the new products faster while limiting the risk, effort involved and production costs.

 

 

Nurture the Workforce: As the experienced and older employees continue to retire, the younger workforce can become confused as they may not have an understanding of what the industry has to offer. Due to which attrition can become a challenge for the organizations. In such a context, the lean consultants become the key towards bringing organizational transformation by imparting customized training to the workforce on the new technologies and industry best practices.

To attract the younger generations in the traditional industries such as manufacturing, lean consultants streamline their efforts to recruit millennials by showcasing their industry. For example, some enterprises organize open events at their facilities and invite students and younger generations. Such efforts help in showcasing internal processes of a manufacturing-based organization and potential career opportunities for the future.

Implementation of Lean Operations: In manufacturing, the concept of continuous improvement is at its core. At a small or a mid-sized level, continuous streamlining of the operational process is usually simpler and easier. But, when an organization grows exponentially with offerings of multiple products and multiple production processes, it becomes difficult for an organization to streamline its various efforts.

In such contexts, the lean consultants can become very helpful in streamlining multiple operation processes towards continuous performance improvements. Specialized consultants work towards the implementation of lean operation by eliminating the waste across several areas starting from front office to distribution.

Optimization of Supply Chain: Constant optimization of the supply chain is the winning strategy for sustained business growth of the manufacturing-based enterprises. An experienced and highly skilled supply chain consultant strategically helps toward the improvement of product distribution at a better and lower price point.

Advantages of Consulting

Offers Assistance from a Specialist: An external consultant most likely to have experience from the exact field that you are into and also have past experience that may too mirror your current situation. Collaboration with such a consultant offer you peace of mind by knowing that the business is in the right hand who has been in a similar situation before.

Get an External View on Your Operations: Sometimes, there is a need for a neutral external perspective to understand the scope of improvements. In certain cases, it helps in operational improvements, instead of a known internal approach. With an outsider view, the current business challenges can get cleared up towards the achievement of desired goals and the improvement of overall efficiency.

The hiring of Consultants is Affordable than Hiring a New Employee: It is to be noted that hiring an employee usually cost more than hiring a specialized consultant. The hiring of a new comes along with the added cost such as the requirement of workspace, technology, benefits and more. On the other hand, consultants are hired specifically hired for a specific time-bound project. Thus, consultants come much cheaper than hiring a full-time employee. However, it’s too depends on the scale and magnitude of the project.

Disadvantages of Consulting

One has to note that hiring and steering an external consultant towards right direction does not come without any challenges. One should ensure that the role of consultants needs to be well defined and their prime role needs to revolve around the elimination of inferior practices which is slowing down the organizational growth but not to insult the organizational intelligence.

The working relationship between organization and consultant should be collaborative, friendly and professional. Else, in some scenario, a piece of advice may look like criticism.

The business collaboration should always remind the common goals, i.e. improvement of operational efficiency of the organization.

Lean Specialized recruitment company

Final Thoughts

While the lean specialized personnel consultants are usually hired to focus on one project; but based on the success ratio in such assignments, organizations may like to extend their services for longer periods towards getting assistance in various other specialized areas. Such collaborations are always mutually beneficial.

Organizations should always evaluate the advantages and disadvantages linked with hiring a potential consultant such as specialization, skill and experiences before making a hiring decision.

 

People Factor: Key for Change Driver in Immunization Supply Chain Management

by


People Factor: Key for Change Driver in Immunization Supply Chain Management

Efficient human resources management is the foundation of an ideal supply chain management process. Desired outcome from a supply chain system cannot be achieved without effective people and innovation management. Due to which, there is a growing trend towards the adoption of next generation immunization supply chain (ISC) management programmes to deal with today’s complex operating environment.

Role of an effective leadership is the key for the success of any immunization program. In every such program, he or she will be the ultimate driver who will empower immunization supply chain with the change or improvements needed.

Before going into the further details, let’s understand what is Immunization Supply Chain?

According to Gavi – The Vaccine Alliance, immunisation supply chain is an ideal healthcare supply chain ecosystem which includes all the stakeholders of an ideal healthcare system from people to activities, infrastructure and resources planning, whose roles are extremely important to transport vaccines to the end users in perfect conditions to ensure the immunization goals of a society or a country.

Foundation of Successful immunization programmes

According to World Health Organisation, an ideal immunisation programme is always designed based on functional, end-to-end supply chain and logistics systems. In such an operation, effective logistics and controlled supply chain process ensures efficient vaccine storage, handling, and stock management within ideal temperature management in the defined cold chain system. In such a scenario, the prime goal of entire end-to-end process is to ensure uniform service delivery towards uninterrupted availability of vaccines.

Change Leadership: An Essential Ingredient for Efficient Supply Chains Management

To encounter the modern-day challenges, there has been a constant process and people evolution witnessed by the supply chain industry. To ensure end-to-end perspective and uninterrupted availability of vaccines to the children, the new age immunization supply chain system must adapt to the ever-evolving industry requirements. But, who will lead the change towards future ready next generation immunization supply chain management?

Change leadership is very complex to define, but is the key element towards transformation, which empowers people to work towards a new vision in supremely controlled environment by minimising disruptions. An ideal change leader crafts an environment that can lead towards desired change which is self-sustainable.

In a modern immunization supply chain setting, change leadership program is a part of systematic human resource development programs. Such development programs rely on the below listed foundation blocks:

  • Engagement of key supply chain stakeholders towards the importance of leadership and effective leadership for adaptive supply chain management system
  • Sustained growth of human resource as a system with implementation of effective recruitment plans and strategic as well as standard operating procedures
  1. Regular skill enhancement and training programs for workforce development to tackle modern day challenges
  2. Formulation of actionable guidelines for better performance management and retention of human resource
  3. Ensure participation in leadership development programs from the supply chain managers, which will make them industry ready

Leadership for the Next-Generation Immunization Supply Chain

Change leadership needs to be supported by effective management so that innovations provide the desired results. According to a study of Burkina Faso on the need of efficient leadership in district level vaccination program reported that the effective leadership qualities of the appointed medical officer is the prime enabler towards the increase of team performance and widening of vaccine coverage.

This study suggested an array of change management qualities and competencies which are important for adaptive immunization supply chain, these includes,

  • Be the role model
  • Inspire the team and people with professional excellence, innovation and communication
  • Possess the aptitude to foresee and understand the macro environment and the goal to see the bigger picture; also teach others to learn the same
  • Lead with social influence

Successes and Challenges in the Field

Adaption towards the next generation immunization supply chain needs improvements across small parts or components of the entire system. In addition to these changes, the need of a change management leader is must, who is capable of driving these required improvements across the supply chain management ecosystem with the power of advocacy and his or her social influence capabilities. With such drives and multilevel end-to-end communications, innovations will flourish and the desired change will be established.

Let’s understand and cultivate the key efficient & effective leadership approaches which help leading successful change management.

  • Ensure that the whole ecosystem is focused towards the change that is desired. It is immensely important to drive the entire system and the people towards one goal. Uniformity will reduce dependencies and this will drive people towards innovations and improvements.
  • Ensure performance recognitions. Creating a space for performance recognitions and conversations drives creativity and helps in overcoming road blocks.
  • Upshift to co-creating future. Gone are the days of the reactive approaches. Today, creative tensions demand immediate resolution and recurring shifts towards co-creation for the sustained future. In a co-creating environment, immunization supply chain focus on three key enablers:
  1. Effective supply chain managers
  2. Concrete supply chain management improvement plans
  3. Data driven future ready supply chain actions

Efficient data management and data driven decision enables the modern-day immunization supply chain management. Such evidence-based decisions and operations allow supply chain leaders and managers to take informed decisions for future developments, evaluate outcomes and performance over a period of time.

People Factor: Key for Change Driver in Immunization Supply Chain Management

Final Thoughts

Towards driving the required change, improvements and sustainability immunization supply chain demands an effective change management leader. In today’s complex business environments, human resource plays a pivotal role in identifying and grooming such a leader who is armed with right skills, accountability and motivation to drive the desired improvements.

As mentioned, effective leadership must be well placed in the context of comprehensive change management. However, there are no short cuts to it; such leadership traits and qualities need to be groomed and cultivated in a formal human resource setting.

 

 

 

The Similarities between Human Resource Management and Supply Chain Management

by


The Similarities between Human Resource Management and Supply Chain Management

Human resource management is an effective management of the workforce in an organisation. This is the backbone of any business that gives it a competitive edge over others. The quality and productivity of the workforce determines the progress and sustainability of the business. A human resource management system is very similar to a supply chain management system because human resource management handles a chain of inter related departments with diverse job responsibilities working with an aim to achieve a common objective.

Recent times have noticed great developments in the supply chain industry in terms of automation, cost cutting, software aided operations, automated vehicles, etc. The introduction of these new concepts can be beneficial for the Human Resource department too. There is a lot that the human resource management system can imbibe from the supply chain management system.

Supply chain management system works on modularization. This means that the links within a supply chain management are commutable, interchangeable, compatible and exchangeable. The supply chain management system cannot allow any breakdown in the movement of goods and services. Similarly, the human resource management system must also incorporate the concept of modularization in their workforce. This will enable the human resource management system to ensure a continuous flow of workforce and prevent scarcity of manpower. Just as the demand for products is a regular affair so is the demand for talented manpower.

It has to be kept in mind though, that no matter what, humans and products cannot be equated in the same manner and so, the principles and metrics of supply chain management may not necessarily fit in to the human resource management system. The human resource management system will definitely hold its own defined techniques, procedure and practices. The modus operandi is bound to be different for both the systems. However there are certain common modularization practices that the human resource management system can incorporate in its operations:

  1. Outsourcing: Supply chain management involves a lot of channel or outsourced partners. Many HR functions can be outsourced too. Third party deployment can be done for security services, housekeeping, web development, etc. Even a part or all of the hiring requirements can be outsourced to job consultancies.

 

  1. Automation:

    Video Interviews or Interactive Voice Questionnaire can be used to select and filter candidates in the first round. This increases the efficiency of the operations, minimises biasness and saves time on the part of the recruiter. Automated mails can be used to notify candidates about job openings and also to share feedback of the interview to the candidates.

 

  1. Creating Human Inventory:

    Most job openings witness a large number of applicants compared to the number of vacancies. As a result, many good candidates are waitlisted for the next opening. These waitlisted candidates can be kept as reservoir or human inventory. A human inventory will consist of a pool of shortlisted applicants who are qualified and suitable for future openings. This minimises time and effort of the selection process.

The Similarities between Human Resource Management and Supply Chain Management

Every process is unique in its own way. We can derive many useful concepts for every process, be it supply chain or manufacturing. These concepts can be further modified and modulated into process specific approaches and used for overall growth of the business.

The Similarities between Human Resource Management and Supply Chain Management

by


The Similarities between Human Resource Management and Supply Chain Management

Human resource management is an effective management of the workforce in an organisation. This is the backbone of any business that gives it a competitive edge over others. The quality and productivity of the workforce determines the progress and sustainability of the business. A human resource management system is very similar to a supply chain management system because human resource management handles a chain of inter related departments with diverse job responsibilities working with an aim to achieve a common objective.

Recent times have noticed great developments in the supply chain industry in terms of automation, cost cutting, software aided operations, automated vehicles, etc. The introduction of these new concepts can be beneficial for the Human Resource department too. There is a lot that the human resource management system can imbibe from the supply chain management system.

Supply chain management system works on modularization. This means that the links within a supply chain management are commutable, interchangeable, compatible and exchangeable. The supply chain management system cannot allow any breakdown in the movement of goods and services. Similarly, the human resource management system must also incorporate the concept of modularization in their workforce. This will enable the human resource management system to ensure a continuous flow of workforce and prevent scarcity of manpower. Just as the demand for products is a regular affair so is the demand for talented manpower.

It has to be kept in mind though, that no matter what, humans and products cannot be equated in the same manner and so, the principles and metrics of supply chain management may not necessarily fit in to the human resource management system. The human resource management system will definitely hold its own defined techniques, procedure and practices. The modus operandi is bound to be different for both the systems. However there are certain common modularization practices that the human resource management system can incorporate in its operations:

  1. Outsourcing: Supply chain management involves a lot of channel or outsourced partners. Many HR functions can be outsourced too. Third party deployment can be done for security services, housekeeping, web development, etc. Even a part or all of the hiring requirements can be outsourced to job consultancies.

 

  1. Automation:

    Video Interviews or Interactive Voice Questionnaire can be used to select and filter candidates in the first round. This increases the efficiency of the operations, minimises biasness and saves time on the part of the recruiter. Automated mails can be used to notify candidates about job openings and also to share feedback of the interview to the candidates.

 

  1. Creating Human Inventory:

    Most job openings witness a large number of applicants compared to the number of vacancies. As a result, many good candidates are waitlisted for the next opening. These waitlisted candidates can be kept as reservoir or human inventory. A human inventory will consist of a pool of shortlisted applicants who are qualified and suitable for future openings. This minimises time and effort of the selection process.

The Similarities between Human Resource Management and Supply Chain Management

Every process is unique in its own way. We can derive many useful concepts for every process, be it supply chain or manufacturing. These concepts can be further modified and modulated into process specific approaches and used for overall growth of the business.

Role of Human Resource as compared to Supply Chain Management

by


Role of Human Resource as compared to Supply Chain Management

Contrary to normal perception, human resource (HR) is not simply a people-facing function. It’s has a lot in it to be considered as a core-competency in any business. But for some reason, most businesses are yet to realize the full potential of the HR function.  Very often HR fails to get the due credit or empowerment necessary for it as the business is not clear as to what should be expected of it. Because of this lack of clarity, HR is entrusted with unrealistic and unaccountable goals at times and hence, HR seems to be at the receiving end of all the blames and troubles.

Additionally, the quality of talent in HR functions is also not up-to-the-mark. This is expected as they have been brought up on seemingly unclear norms and expectations. As a result, they have not been able to clarify their position or articulate their contribution to the business.

The HR functions in a supply chain industry face a similar fate as well. Here we will discuss how crucial role the HR function can play when it comes to the supply chain processes-

 

  1. Supply of raw materials – We know that it is the duty of the SCM function to take care of the sourcing of and bringing in raw materials. In a similar way, it is the duty of the HR function to bring the best available talents required to operate the business appropriately. HR will partner other departments to ensure that all the important processes are in proper order before the final assessment and selection are made by the functional department. HR does the critical task to ensure that a standard and well-developed capability is followed across the organization and talents are hired through a consistent assessment process. Also, HR needs to ensure that the actual cost of hiring is strictly within the established benchmarks.

 

  1. Transition from raw materials to finished goods – SCM does the work of bringing in the goods and forwarding or making them ready for the next process. Similarly, it is the job of an effective company management to make sure that every employee receives the inputs in a proper way so that he can perform to the best of his ability. Thus, he can contribute to the organizational growth as well as grow himself, in conformity to the culture and values of the organization. This role of the management is overseen by the HR function as it performs the role of the manager to each and every employee. HR keeps an eye that a well-defined and clear process prevails in the organization and every manager is skilled and competent enough to understand this. HR does this by preparing periodic MIS on the health/performance of the talents in the organization and that of the organizational processes as well.

 

  1. Conscience keeper  -HR plays another vital role in keeping the conscience in an organization. It keeps a proper check on whether the operations of a business are consistently conforming to its values or not. It has to stamp its authority and raise alarms if the culture is not supporting to the strategy or there is a deviation from the mission & vision of the organization. In this role, HR needs to work in close collaboration with the top management (CEO and other leadership teams) and must tell the truth in an unflinching and ‘no-nonsense’ manner.

 

  1. Quality assurance and quality check – In a supply chain business, it is in the scope of the SCM to ensure a proper quality assurance and quality check before the goods are forwarded to the next step. In a similar manner, the HR team needs to establish if the entire system of processing the input to output is conforming to the prescribed designs and expectations or not. HR needs to wear the ‘hat ‘of a quality checker at some critical points in the business processes. Also, in collaboration with the managers, it needs to play an important role in quality assurance as well, in order to raise the level of capability of each individual.

 

  1. Taking care of the transactional metrics – Just like every function in an organization is responsible for some core activities assigned to them, the HR team is also accountable for some unique activities. It is their responsibility to keep the compensation benchmarks in an organization up-to-date as per industry standards and ensuring seamless implementation of transparent and consistent policies across the organization are just a few of them. Of course, their functions are multi-dimensional and are not limited by the boundaries of their core competencies.

 

The SCM can benefit by applying the HRM practices in it

From the above discussion, we have seen that there is a definite similarity between the SCM and HRM functionality. In fact, the SCM can apply HRM best-practices to better manage their activities.

 

  1. Use of HRM practices can unify the supply chain

 Various factors such as the globalization of the supply markets, product proliferation, shorter product life-cycles etc have made business environments extremely complex. HRM practices can unify supply chain partners to develop inter-farm relationships and create valuable knowledge-sharing routines. In this way, they can have a more streamlined and coordinated supply chain and gets that much-needed competitive advantage.

 

  1. Better use of ‘people’

The supply chain is a complex network of service providers, raw material suppliers, distributors etc and the success of this network depends heavily on the achievements of people involved in every step herein.

The HR practitioners have put in place effective processes and practices that can improve the performances of the ‘people’ and the firm as a whole. These can be implemented in a supply chain to achieve its ultimate objective- to improve the performance in every step.

 

  1. Availing benefits of HR strategies

A traditional HR strategy refers to developing flexible systems involving HR practices to promote the business strategies of the organization. Application of these strategies in a supply chain provides broader benefits such as better management of SCM partners, better prediction of labor demand/supply across the supply chain and many more.

 

 

 

 

 

 

 

 

CV or a resume

by

CV or a resume

It’s time to apply for a new job, and you have just started with the search on job boards, you have found a couple of good ones and you want to apply for them. Next step is to write a CV or a resume and to apply for it. The main question is do you need a resume or you should use the CV (Curriculum Vitae) form? It really depends on the country where you live and on the job description. For example, if you are applying for the job in the USA you will need just a resume, but if you are applying for a job in Europe it is sure that you will need a CV form. There is also one more thing, these days almost every company is asking for the cover letter in combination with CV. Why? Because the cover letter is something which is really personal, you need to describe yourself on the best way, but also they want to see why did you choose them from the sea of many many other companies and how you can help them to grow. So, when you are applying for the job write the cover letter also because that is something which will exclude you from other candidates, and definitely will be your plus. Let see the difference between CV and resume.

The resume is short, not longer than one A4 page document which contains all of your information from your working history. The goal of a resume is to make an individual stand out from the competition.

A resume doesn’t have to be ordered chronologically, doesn’t have to cover your whole career like and is a highly customizable document. But, there are some examples how does it look one resume, and this is a list of things that you can put inside.

In the first part of a resume, is your general information like name, last name, address, phone number and date of birth. But in some countries, you don’t need to write your general information and you do not have an obligation to write your date of birth and your address. For now, the only continent where you don’t need to give that information is the USA, in the rest of the world that is the start point for every resume or CV. After the part with general information, you need to write a short summary of your educating and working achievements. We can say that a resume is a short brief of your working life, of everything that you did before in the field of education and personal development. If you want to be sure that your resume will separate from the other ones it will be great to give information about your certificates and language or some specific courses.[yasr_visitor_votes size=”large”]

The job seeker should adopt the resume to every position they apply for. It is in the applicant’s interest to change the resume from one job application to another and to tailor it to the needs of the specific post.

Unlike the resume CV (Curriculum Vitae which means a course of life in Latin) is an academic document which is not limited with the number of pages, and it contains a high level of detail about your achievements, a great deal more than just a career biography. The CV covers your education as well as any other accomplishments like publications, awards, honors etc. The document tends to be organized chronologically and should make it easy to get an overview of an individual’s full working career. A CV is static and doesn’t change for different positions, the difference would be in the cover letter. The starting point of CV is the same like the resume, you need to start with general information about yourself, after that is a part of education history, working history, certificates, language courses, knowledge of new technologies, seminars and at the end hobbies. Most of the candidates at the end of CV are putting the information about their driving experience and the last sentence in almost every CV is “If you need some other information, recommendations from my previous employers I can provide it”

 

Let’s summarize the difference between resume and CV. As stated, three major differences between CVs and resumes are the length, the purpose, and the layout. A resume is a brief summary of your skills and experience over one or two pages, a CV is more detailed and it’s not limited to the number of pages, you can write all the information that you consider it necessary, but if you want that someone read your CV it will be ideal to not be longer than two pages. The resume will be tailored to each position whereas the CV will stay put and any changes will be in the cover letter. A CV has a clear chronological order listing the whole career of the individual whereas a resume’s information can be shuffled around to best suit the applicant. I would say the main difference between a resume and a CV is that a CV is intended to be a full record of your career history and a resume is a brief, targeted list of skills and achievements.

[kkstarratings]

The future of recruitment

by

The future of recruitment

Can you imagine the world full of machines without a man in the industry? No, right.
Because that is not possible, even if the man has created the machines to work instead of him,
he will be present in the industry, because someone needs to lead all those processes and the
robot will not be capable for that. But why almost everyone is asking what will happen with
Recruiting companies, recruiters and “Hunting good candidates.” We need to be aware of
constant technology changes, that is our present, and it will be our future. Yes, the world is
changing, the industry of 4.0 is tending to that robots replace the human in this field, to
reduce the costs and provide more productivity, but no one is expecting that this all can be
possible without the man involved in it.

Let’s focus now on the recruiting process, so we can discuss later on what will happen with that.
Recruiting process is starting at the moment when your client tells you that he needs someone
new for some position in his company. After that recruiter preparing everything for the deep
search and the process of sourcing will take some time, depending on the position. The recruiter
is someone with many years of experience in the recruiting candidates, and he knows exactly
which candidate profile is ideal for the position. He reads the profile, but in that way he is not
reading the simple sentences he is reading the history of that person, he knows, and he feels all of
those profiles. Yes, he is spending 2 minutes on every profile, but in those 2 minutes he is
scanning that profile, and look at the specific details.

There is one fact and everyone will agree. The crucial fact in the recruiting process is feeling.
The recruiter needs to feel the profile, he needs to think in the same way as candidate, simply
say, recruiter needs to recognize in those simple sentences on the profiles which candidate is
willing to move, what the candidate expects from his future and the most important thing, the
recruiter must understand the psychology of people.

Technology and automation might be leaking into the industry, but recruitment is fundamentally a
social negotiation that needs a human touch. The process might be streamlined, and the work
itself given a facelift but it will remain a social practice at its core.

You can say right now, why I should hire a recruiting agency to find me the right candidate, when
I can do that by myself, or people from company HR sector can do that? The reason is really
simple. Even if there is a lot of platforms like LinkedIn, Job boards, etc. finding a good and
qualified candidate is the process, really hard process, because people are changing jobs quickly,
they are looking for something exciting, new, they are changing jobs more rapidly than ever
before. In the IT sector, you can see that developers are changing jobs on 3, 4 months. Why is
that happening? Because there is a bunch of free online courses, these days you can learn
everything, you can graduate in medicine but you can be a developer. How is that possible?
Simple, you can learn codes, and languages in 1 or 2 months online, after that you just need a
practice and voila you can work as a developer, even if you are a Doctor. Almost the same
situation is in many industries. So, yes you can find the candidate by yourself, but nobody can
guarantee to you that that candidate will stay at your company for a long time and that he/she is
the real expert in his field. Recruiters are doing researches always, they are having a huge base
with right candidates for positions where they are expert, they are in constant communication
with right candidates, and they know which candidate is right for every position, they just feel
that. That comes with years and years of experience. Many corporations believe in the choice of
and when recruiter say this guy is one for this position that is of, he gets the job.

Organisations will seek Recruitment agencies till the time there are people coming in and.
Business will be their CORE and till the time you have been handling a support function why not
continue using them. With a tightening candidate pool and all the uncertainty around European
limitations, agencies will be a lifeline to accessing talent.
So, yes we think that recruitment processes will always stay in the domain of because we are all
humans, and even if the machines will replace in some industrial processes, there will always be
human to develop and manage those processes.

 

Vorteile, wenn Sie eine Personalberatung involvieren

by

Vorteile, wenn Sie eine Personalberatung involvieren

Haben Sie je daran gedacht, eine Personalberatungsfirma zu engagieren, um neue Mitarbeiter zu finden? Haben Sie je darüber nachgedacht, wie viele Arbeitsstunden Sie damit verbringen, neues Personal zu finden? Zerbrechen Sie sich den Kopf darüber, welche Fragen Sie stellen sollen und welche Qualifikationen der richtige Kandidat für den Job haben soll? Bei all diesen Fragen sollten Sie darüber nachdenken. Heutzutage sind Personalberatungsfirmen die beste Wahl, die Sie treffen können wenn Sie Probleme dabei haben, Mitarbeiter zu finden. Wenn Sie entschließen sich jemand neues für eine Position zu suchen, sollten Sie sich erst überlegen, wen Sie dafür brauchen. Braucht Er oder Sie einen Bachelor oder einen Master? Wie viele Jahre Arbeitserfahrung soll ein guter Kandidat haben? Usw. Wenn Sie denken das dieser Prozess einfach sei, haben Sie sich geirrt. Heutzutage gibt es so viele gebildete Junge Leute, die mehrere Jahre Berufserfahrung haben, das Sie schon nach nur ein paar Vorstellungsgesprächen verrückt werden und Sie müssen noch viele andere Kandidaten treffen, um sicher zu gehen, das der oder die richtige nicht dabei war.

Dieser Prozess wird für Sie und ihre Firma hart und langweilig sein und am Ende werden Sie sich nicht sicher sein, ob die Person die Sie für den Job ausgewählt haben, auch wirklich die richtige ist. Personalberatungsfirmen haben hierbei mehr Erfahrung. In fast all solchen Firmen sitzt ein tolles Team aus Experten für diesen Auswahl-Prozess. Dort gibt es mehrere Personal-Manager, Psychologen und viele andere Menschen, die die wirklichen Experten in diesem Bereich sind. Dazu kommt noch, das der Personalbeschaffungs-Prozess oft hart ist und lange dauert aber die Experten der Personalberatungsfirmen haben ihre eigene Art, Kandidaten auszuwählen. Am Anfang dieses Prozesses steht das E-Recruiting. E-Recruiting ist ein einziger Prozess, der Teil eines größeren Arbeitskrafts-, Anwerben und Einstellungsprozesses ist, der wiederum Teil eines größeren HR Systems ist, das Leistungs-Management, Beförderungen, Nachfolge-Planung und Training beinhaltet. All diese Prozesse sind durch den Fakt Verbunden, das sie sich auf ein einziges ”Objekt“ konzentrieren; Mitarbeiter. Wie auch viele andere HR Prozesse, beinhaltet E-Recruiting das Sammeln, Lagern und gewinnen von Informationen über Angestellte (oder potentielle Angestellte) um Entscheidungen zu treffen oder Tätigkeiten zu kontrollieren.
Personal- und Arbeitsagenturen helfen Firmen, gute Mitarbeiter einzustellen, wodurch diese sich dann nur auf das Geschäft konzentrieren können. Die Angestellten motiviert zu halten und sie dazu zu bringen, das sie nach Exzellenz streben, erfordert ein gut gefertigtes Leitbild. Die Internet-basierende Personalmanagement Strategie des 21. Jahrhunderts beinhaltet den Erwerb und das Management von einer mobilen Belegschaft, die Projekt-Fokusiert und skalierbar ist, die Kosten niedrig und Profite auf Maximum hält. In solchen Firmen ist E-Recruiting kein Autonomes HR Gerät, sondern etwas, das in die ganze Anwerber und Auswahl-Strategie integriert ist und beinhaltet unter anderem kultiviertes Verhalten und Fähigkeiten-Bewertung, Vorstellungsgespräche durchgeführt von Personen die Moderen Interview-Techniken beherrschen und zusätzliche Mittel um Bedürfnisse zu identifizieren und Kandidaten zu beschaffen. Basierend auf ihren Bedürfnissen, bieten Personalberatungsfirmen ihren Klienten verschiedenste Arten von Prozessen zur Auswahl an. Der Auswahlprozess für Top- und Junior-Management ist sehr verschieden, also kommt es darauf an, ob Sie nur eine Stelle zu besetzen haben oder gleich eine ganze Abteilung gründen wollen. Jetzt werden wir ihnen 3 verschiedene Auswahlprozesse vorstellen.
Bei Headhunting/Direkte Suche: Hier geht es darum, Partner in Senior Positionen für Key-Management Aufgaben zu finden. Qualifizierte Senior-Berater aus diesen Firmen werden engagiert um Profis aus den richtigen Bereichen zu identifizieren und direkt zu kontaktieren. Mit ihrer großen Datenbank von Kandidaten für verschiedene Management-Positionen und Firmenbereiche, können sie auch Profis finden, die nicht gerade auf Jobsuche sind.
Dauerhafte Anstellung: Der dauerhafte Mitarbeiter-Service dreht sich darum Kandidaten zu Rekrutieren, auszuwählen und einem Klienten zur Besetzung einer dauerhaften Stelle vorzuschlagen. Da der Fokus auf bestimmten Gruppen liegt, ist dieser Service eher für Profis und Spezialisten. Um nur die besten Kandidaten bereit zu stellen, kann dieser Service die Bewerber vorab schon selektieren, Testen, interviewen, Referenzen überprüfen, auswärten und zukünftige Kandidaten beraten.
Massen-Anwerbung: Massen-Anwerbung repräsentiert den Prozess von Suchen, selektieren und mehr potentielle Kandidaten für eine kürzere Zeitspanne auswählen. Dieser Prozess ist am sinnvollsten, wenn ein Klient den Markt zum ersten mal betritt, einen neuen Sektor oder Service vorstellt oder einen großen Handelsverkehr bewältigen muss.