{"id":164,"date":"2019-03-12T16:52:03","date_gmt":"2019-03-12T15:52:03","guid":{"rendered":"https:\/\/www.hrexperience.rs\/?p=164"},"modified":"2021-11-03T08:45:01","modified_gmt":"2021-11-03T07:45:01","slug":"akvizicija-talenata-kroz-model-predikcije","status":"publish","type":"post","link":"https:\/\/www.hrexperience.rs\/en\/vesti\/akvizicija-talenata-kroz-model-predikcije\/","title":{"rendered":"Akvizicija talenata kroz model predikcije"},"content":{"rendered":"<p><strong><em>Kako po va\u0161em mi\u0161ljenju napreduje\u00a0<\/em><\/strong><strong>\u201e<\/strong><strong><em>people analytics<\/em><\/strong><strong>\u201c<\/strong><strong><em>?<\/em><\/strong><\/p>\n<p>Mislim da \u201epeople analytics\u201c dobro napreduje u pogledu izve\u0161tavanja i kontrolnih tabli (dashboards) u cilju sumiranja postoje\u0107ih informacija. Me\u0111utim, jo\u0161 uvek relativno mali broj kompanija koristi sofisticirane modele predikcije u cilju pobolj\u0161anja produktivnosti. To je \u0161teta jer modeli predikcije donose daleko ve\u0107u vrednost u pore\u0111enju sa sumiranim pregledom informacija dobijenih putem izve\u0161tavanja i kontrolnih tabli. Negativna strana modela predikcije je to \u0161to njegova primena zahteva postdiplomsko istra\u017eiva\u010dko iskustvo; me\u0111utim, ostvarena dodatna vrednost \u010dini ceo proces isplativim.<\/p>\n<p><strong><em>O \u010demu bi HR stru\u010dnjaci trebalo da razmi\u0161ljaju kada \u017eele da pobolj\u0161aju proces zapo\u0161ljavanja?<\/em><\/strong><\/p>\n<p>Kako bi se unapredio proces zapo\u0161ljavanja, najva\u017enija stvar koju bi HR trebalo preduzme jeste odre\u0111ivanje faktora za identifikaciju visoko uspe\u0161nih i manje uspe\u0161nih kandidata za poziciju za koju je raspisan konkurs. Najbolji izvor ovih informacija su operativni linijski menad\u017eeri jer oni sve vreme rade sa zaposlenima.<\/p>\n<p>Nakon \u0161to operativni linijski menad\u017eeri predlo\u017ee mogu\u0107e faktore, mo\u017ee da se primeni \u201epeople analytics\u201c radi odre\u0111ivanja najva\u017enijih faktora.<\/p>\n<p><strong><em>Koji su najve\u0107i izazovi s kojima se suo\u010davate u\u00a0<\/em><\/strong><strong>\u201e<\/strong><strong>people analytics-u<\/strong><strong>\u201c<\/strong><strong><em>?<\/em><\/strong><\/p>\n<p>Mislim da se ve\u0107ina stru\u010dnjaka za \u201epeople analytics\u201c suo\u010dava sa sli\u010dnim izazovima. To su pre svega kompanije koje vam daju gomilu podataka i tra\u017ee od vas da prona\u0111ete ne\u0161to smisleno u njima. Me\u0111utim, \u201epeople analytics\u201c ne funkcioni\u0161e na taj na\u010din. Najpre morate da identifikujete poslovni problem i tek onda vidite da li imate potrebne podatke za njegovo re\u0161avanje. Ve\u0107ina kompanija ne\u0107e imati podatke potrebne za re\u0161avanje odre\u0111enog poslovnog problema, tako da \u0107e biti potrebno do\u0107i do tih podataka putem istra\u017eivanja, psihometrijskih testova itd.<\/p>\n<p>Drugi naj\u010de\u0161\u0107i problem je poku\u0161aj implementacije \u201epeople analytics-a\u201c u organizacijama koje nemaju kulturu prikupljanja podataka. Obi\u010dno postoji jedna osoba koja je stvarno zainteresovana za \u201epeople analytics\u201c, ali oni \u010desto rade sami ili su deo manjeg tima. Oni otkrivaju neke sjajne na\u010dine u vezi sa tim kako pobolj\u0161ati proces identifikacije talenata, me\u0111utim, njihova otkri\u0107a obi\u010dno nikada ne budu primenjena. To je veoma frustriraju\u0107e.<\/p>\n<p><strong><em>\u0160ta \u0107e u\u010desnici konferencije\u00a0<\/em><\/strong><strong><em>\u201e<\/em><\/strong><strong><em>HR Experience\u201d imati priliku da \u010duju na va\u0161em predavanju?<\/em><\/strong><\/p>\n<p>Predavanje nosi naslov \u201eAkvizicija talenata 2019: \u0160ta bi trebalo promeniti?\u201d.\u00a0 Analizira\u0107emo sistemski pristup zapo\u0161ljavanju kandidata visokog potencijala, \u201egig radnika\u201d i preduzetnika obuhva\u0107enih studijom slu\u010daja. Posebno \u0107emo ispitati razlike izme\u0111u navedenih grupa iz perspektive zapo\u0161ljavanja, a zatim \u0107emo zajedno \u00a0sa publikom osmisliti proces zapo\u0161ljavanja za identifikovanje i odabir najboljih kandidata.<\/p>","protected":false},"excerpt":{"rendered":"<p>Kako po va\u0161em mi\u0161ljenju napreduje\u00a0\u201epeople analytics\u201c? Mislim da \u201epeople analytics\u201c dobro napreduje u pogledu izve\u0161tavanja i kontrolnih tabli (dashboards) u cilju sumiranja postoje\u0107ih informacija. Me\u0111utim, jo\u0161 uvek relativno mali broj&#8230;<\/p>","protected":false},"author":1,"featured_media":166,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":{"0":"post-164","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-vesti"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Akvizicija talenata kroz model predikcije - HR Experience<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.hrexperience.rs\/en\/vesti\/akvizicija-talenata-kroz-model-predikcije\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Akvizicija talenata kroz model predikcije - HR Experience\" \/>\n<meta property=\"og:description\" content=\"Kako po va\u0161em mi\u0161ljenju napreduje\u00a0\u201epeople analytics\u201c? Mislim da \u201epeople analytics\u201c dobro napreduje u pogledu izve\u0161tavanja i kontrolnih tabli (dashboards) u cilju sumiranja postoje\u0107ih informacija. 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