Ishchi kuchingizning kelajagini isbotlash: 4 bosqichda uzoq muddatli muvaffaqiyat uchun HRM merosini rejalashtirish

It's more flexible when you plan to fill up the junior positions in the company, but for senior roles such as the VP of sales, or directors, it's a different story.

Dirijyorsiz orkestr kabi, yuqori saviyali kadrlar aniq yo'nalish bermasa, hamma narsa tartibsiz bo'lar edi.

Don't put your company at a high stake. And by that, start with succession planning to make sure critical roles are not left vacant for too long.

Let's look into what HRM merosini rejalashtirish degan ma'noni anglatadi va ushbu maqoladagi barcha qadamlarni qanday rejalashtirish kerak.

Mundarija

• HRM merosini rejalashtirish nima?
• HRMda vorislikni rejalashtirish jarayoni
  • #1. Muhim rollarni aniqlang
  • #2. Hozirgi xodimlarni baholang
  • #3. Vorislarni ishlab chiqish
  • #4. Monitoring va qayta ko'rib chiqing
• Bottom tuhfa
• tez-tez so'raladigan savollar

HRM merosini rejalashtirish nima?

Vorislikni rejalashtirish - bu tashkilotda muhim rahbarlik lavozimlarini egallash imkoniyatiga ega bo'lgan ichki odamlarni aniqlash va rivojlantirish jarayoni.

Bu asosiy lavozimlarda etakchilik uzluksizligini ta'minlashga va tashkilot ichida bilim, ko'nikma va tajribani saqlab qolishga yordam beradi.

• Succession planning is part of an organisation's overall talent management strategy to attract, develop and retain a skilled workforce.

• Bu muhim lavozimlar uchun qisqa muddatli va uzoq muddatli potentsial vorislarni aniqlashni o'z ichiga oladi. Bu uzluksiz iste'dodlar quvurini ta'minlaydi.

• Vorislar murabbiylik, ustozlik, homiylik, martaba rejalashtirish bo'yicha munozaralar, ish o'rinlari almashinuvi, maxsus loyihalar va o'quv dasturlari kabi turli vositalar orqali ishlab chiqiladi.

• Yuqori salohiyatli xodimlar samaradorlik, vakolatlar, ko'nikmalar, etakchilik fazilatlari, salohiyat va lavozimga ko'tarilish istagi kabi mezonlar asosida aniqlanadi.

• kabi baholash vositalari 360 darajaqayta aloqa, shaxsiy testlarva baholash markazlari ko'pincha yuqori potentsiallarni aniq aniqlash uchun ishlatiladi.

• Vorislar oldindan, ideal holatda, lavozimga kerak bo'lgunga qadar 2-3 yil oldin o'qitiladi. Bu ularning lavozimga ko'tarilganda etarli darajada tayyorlanishiga yordam beradi.

• Jarayonlar dinamik va kompaniya ehtiyojlari, strategiyalar va xodimlar vaqt o'tishi bilan o'zgarganda doimiy ravishda ko'rib chiqilishi va yangilanishi kerak.

• Tashqaridan yollash hali ham rejaning bir qismidir, chunki barcha vorislar ichkarida mavjud bo'lmasligi mumkin. Ammo asosiy e'tibor birinchi navbatda vorislarni rivojlantirishga qaratilgan.

• Yuqori potentsiallarni aniqlash uchun HR tahlilidan foydalanish va nomzodlarni baholash va rivojlanishni rejalashtirish uchun raqamli vositalardan foydalanish kabi texnologiya ortib borayotgan rol o'ynamoqda.

Vorislikni rejalashtirish jarayoniİKY

If you are looking to create a solid succession plan for your company's human resource management, here are four key steps you should consider.

#1. Muhim rollarni aniqlang

• Eng strategik ta'sirga ega bo'lgan va maxsus bilim yoki ko'nikmalarni talab qiladigan rollarni ko'rib chiqing. Bu ko'pincha rahbarlik lavozimlari.

• Look beyond just titles - consider functions or teams that are most critical for operations.

• Focus on a manageable number of roles initially - around 5 to 10. This allows you to build and refine your process before scaling up.

#2. Hozirgi xodimlarni baholang

• Gather data from multiple sources - performance reviews, competency assessments, psychometric tests, and manager feedback.

• Evaluate candidates based on critical role requirements - skills, experiences, competencies, and leadership potential.

• Identify high potentials - those who are ready now, in 1-2 years, or in 2-3 years to take on the critical role.

Fikr-mulohazalarni mazmunli tarzda oling.

uchun ajoyib interaktiv so'rovlar yarating ozod. Bir zumda miqdoriy va sifatli ma'lumotlarni to'plang.

#3. Vorislarni ishlab chiqish

• Create detailed development plans for each potential successor - identify specific training, experiences or skills to focus on.

• Potensial nomzodlarni M&A yoki biznesni kengaytirish kabi rol uchun muhim bo'lgan biznes operatsiyalariga jalb qiladi.

• Provide developmental opportunities - coaching, mentoring, special assignments, job rotations, and stretch assignments.

• Taraqqiyotni kuzatish va rivojlanish rejalarini muntazam yangilash.

#4. Monitoring va qayta ko'rib chiqing

• Har yili kamida bir marta merosxo'rlik rejalari, aylanma tezligi va tayyorgarlik darajasini ko'rib chiqing. Muhim rollar uchun tez-tez.

• Rivojlanish rejalari va jadvallarini xodimlarning muvaffaqiyati va samaradorligiga qarab moslashtiring.

• Ko'tarilishlar, eskirish yoki aniqlangan yangi yuqori potentsiallar tufayli kerak bo'lganda potentsial vorislarni almashtiring yoki qo'shing.

• ishlab chiqish o'rnatish jarayoniyangi vorisni imkon qadar tezroq tezlashtirish.

Vaqt o'tishi bilan doimiy ravishda takomillashtiriladigan tezkor HRM ketma-ketligini rejalashtirish jarayonini yaratishga e'tibor qarating. Kamroq miqdordagi muhim rollardan boshlang va u erdan tuzing. Tashkilotingiz ichidan kelajakdagi potentsial liderlarni aniqlash va rivojlantirish uchun xodimlaringizni muntazam ravishda baholashingiz kerak.

AhaSlides bilan xodimlarning qoniqish darajasini o'tkazing.

Bepul fikr-mulohaza shakllari qachon va qaerda kerak bo'lsa. Kuchli ma'lumotlar va mazmunli fikrlarni oling!

Bepul boshlang

Bottom tuhfa

An HRM succession planning ensures you're always finding and nurturing top-notch talents for your critical roles. It's good to regularly assess your employees, especially high performers, and provide the necessary development interventions to develop potential successors. An effective succession planning process can future-proof your organisation by guaranteeing no leadership disruption.

tez-tez so'raladigan savollar

Vorislikni rejalashtirish va merosni boshqarish o'rtasidagi farq nima?

HRM vorislikni rejalashtirish vorislikni boshqarishning bir qismi bo'lsa-da, ikkinchisi kompaniyada kuchli iste'dodlar tarmog'iga ega bo'lishini ta'minlash uchun yanada yaxlit, strategik va rivojlanishga yo'naltirilgan yondashuvni qo'llaydi.

Nima uchun merosni rejalashtirish muhim?

HRM succession planning addresses both immediate needs to fill key vacancies, as well as long-term needs to develop future leaders. Neglecting it can leave gaps in leadership that jeopardise an organisation's strategic plans and operations.