При отборе кандидатов в резерв для

При отборе кандидатов в резерв для конкретных должностей надо учитывать не только общие, но и профессиональные требования, которым должен отвечать руководитель того или иного отдела, службы, цеха, участка и т.д., а также специфику требований к личности кандидата, основанную на анализе ситуации в подразделении, тип организационной культуры и т.д. [15].
Этапы работы с резервом:
. Анализ потребности в резерве. До начала процедуры формирования резерва должны быть выполнены следующие работы:
▪ прогноз изменения структуры аппарата;
▪ совершенствование продвижения работников по службе;
▪ определение степени обеспеченности резервом номенклатурных должностей;
▪ определение степени насыщенности резерва по каждой должности или группе одинаковых должностей (сколько кандидатур из резерва приходится на каждую должность или их группу).
Итогом выполнения указанных работ является определение текущей и перспективной потребности в резерве. Оптимальная численность резерва кадров рассчитывается следующим образом:
. Выявляется потребность предприятия в кадрах управления на ближайшую или более длительную перспективу (до пяти лет).
. Определяется фактическая численность подготовленного в данный момент резерва каждого уровня независимо от того, где проходил подготовку тот или иной работник, зачисленный в резерв.
. Определяется примерный процент выбытия из резерва кадров отдельных работников, например, из-за невыполнения индивидуальной программы подготовки в связи с выездом в другой район и др.
. Определяется число руководящих работников, высвобождающихся в результате изменения структуры управления, которые могут быть использованы для руководящей деятельности на других участках.

Результаты (английский) 1:

When selecting candidates for specific posts should be considered not only common, but also professional requirements that must be met, the head of a Division, services, shop, plot, etc., as well as the specificity of the identity of the candidate, based on an analysis of the situation in the OU, type of organizational culture, etc. [15].The steps for working with the reserve:. Analysis of the need for reserve. Prior to the formation of the reserve must be performed the following work:▪ forecast changes in the structure of the apparatus;▪ improving the promotion of employees;▪ defining the degree of availability of reserve item;▪ determination of the degree of saturation of the reserve for each post or group of identical posts (how many candidates from the reserve accounts for each post or group of them).The result of these works is to identify current and future needs in reserve. The optimum number of reserve personnel is calculated as follows:. Identifies the need for enterprise management personnel in the short or longer term (up to five years).. Is determined by the actual number trained reserve currently every level regardless of where a trained employee who enrolled in the reserve.. Estimated percentage of drop-outs is determined cadre of individuals, for example, due to the failure of an individual training programme for departure in another district, etc.. The number of senior staff released as a result of the restructuring of the Office, which can be used for leadership positions at other sites.

Результаты (английский) 2:

In the selection of candidates for the reserve for specific positions we should take into account not only common, but also professional requirements to be met by the head of a department, service department, section, etc. as well as specific requirements for the individual candidate based on an analysis the situation in the unit, the type of organizational culture, etc. [15].
Stages of work with a reserve:
. Analysis of the need for reserve. Prior to the commencement of the formation of the reserve must be carried out the following activities:
▪ forecast of changes in the structure of the device;
▪ improving the promotion of workers at work;
▪ a degree of security reserve nomenklatura positions;
▪ determine the degree of saturation of the allowance for each post or group of identical posts (many candidates from the reserve accounts for each position or group).
The result of the above works is to determine the current and future needs in reserve. The optimum number of personnel reserve is calculated as follows:
. Identify the needs of the enterprise in personnel management in the short or longer term (five years).
. determines the actual number of trained currently allowance each level, regardless of where he trained a worker, unreserved.
. Determine the approximate percentage of disposals from the personnel reserve of individual employees, for example, because of the failure of individual training programs in connection with the departure to another area, etc..
. determines the number of executives, released as a result of changes in the management structure, which can be used for leadership positions at other sites.

Результаты (английский) 3:

in the selection of candidates for specific positions in the reserve must take into account not only the general but also the professional requirements, which must conform to the head of a division, office, shop, station, etc.as well as the specific requirements for the personality of the candidate, based on the analysis of the situation in the area, the type of organizational culture and so on. [15]
stages of reserve:
. analysis of the needs of the reserve.prior to the formation of the reserve should be completed the following work:
-
- forecast changes in the structure of the apparatus, improving employee promotion;.the definition of the degree of reserve grade nomenclature;.the definition of saturation degree of reserve for each position or group of identical posts (how many candidates from the reserve account for each post or group).the outcome of the work is to determine the current and future needs in the reserve. an optimum number of reserve personnel is calculated as follows:
.the enterprise personnel management are identified for the short-term or long-term (up to 5 years).
.the actual number is prepared in the pool of each level, irrespective of where the training an employee, зачисленный in reserve.
.defines a percentage drop from the pool of individuals, for example, because of the failure of individual training in connection with the exit of one district and others.
.is determined by the number of workers released by changing the governance structure, which can be used for leadership positions at the other sites.