{"id":168,"date":"2019-03-04T16:52:53","date_gmt":"2019-03-04T15:52:53","guid":{"rendered":"https:\/\/www.hrexperience.rs\/?p=168"},"modified":"2021-11-03T08:45:01","modified_gmt":"2021-11-03T07:45:01","slug":"upotreba-potencijala-jacanje-i-razvoj-vestina-je-evropski-i-globalni-prioritet","status":"publish","type":"post","link":"https:\/\/www.hrexperience.rs\/en\/vesti\/upotreba-potencijala-jacanje-i-razvoj-vestina-je-evropski-i-globalni-prioritet\/","title":{"rendered":"Upotreba potencijala, ja\u010danje i razvoj ve\u0161tina je evropski i globalni prioritet"},"content":{"rendered":"

Tom Hak je direktor\u00a0HR Trend Instituta<\/a>. Ovaj institut otkriva, prati i podsti\u010de trendove u oblasti ljudi i organizacija, kao i u srodnim oblastima. Tamo gde je to mogu\u0107e, HR Trend Institut je tako\u0111e i lider u postavljanju novih trendova. Tom ima veliko iskustvo u upravljanju ljudskim resursima (HR menad\u017ementu) u multinacionalnim kompanijama. Radio je na visokim polo\u017eajima u kompanijama kao \u0161to su: Fugro, Arcadis, Aon, KPMG i Philips Electronics. Veoma ga zanima inovativni HR, tehnologije u HR-u, analitika radne snage kao i na\u010dini na koje organizacije mogu imati koristi od promena trendova.<\/p>\n

Koji su najva\u017eniji trendovi koje pratite u HR-u?<\/em><\/strong><\/p>\n

Opse\u017ean odgovor na ovo pitanje mo\u017eete na\u0107i na mom blogu \u201e10 inspirativnih trendova u 2019. godini<\/a>\u201d, ali postoji jedan koji bih \u017eeleo da istaknem. Na prvom mestu je \u201epersonalizacija\u201d. Istorijski gledano, HR se fokusirao na standardizaciju i princip univerzalnosti (\u201cone-size-fits-all\u201d). Prelazak na pristup gde su individualne potrebe, \u017eelje i sposobnosti kandidata i zaposlenih polazna ta\u010dka jeste te\u017eak, ali je veoma va\u017ean. HR u vezi sa tim mo\u017ee mnogo toga da nau\u010di od marketinga. Sva podru\u010dja HR-a mogu imati koristi od personalizacije.<\/p>\n

O \u010demu bi HR stru\u010dnjaci trebalo da razmi\u0161ljaju kada \u017eele da pobolj\u0161aju proces zapo\u0161ljavanja?<\/em><\/strong><\/p>\n

Postoji nekoliko pitanja na koja HR profesionalci treba da daju odgovor.<\/p>\n

    \n
  1. Da li smo dovoljno brzi?<\/u>\u00a0Procesi zapo\u0161ljavanja su u ve\u0107ini slu\u010dajeva previ\u0161e spori. Ovo pitanje nam poma\u017ee prilikom procenjivanja svih koraka u procesu zapo\u0161ljavanja. Koliko je vremena potrebno kandidatima da popune onlajn formular za prijavu? Koliko je vremena potrebno za obave\u0161tavanje kandidata o slede\u0107em koraku? I tako dalje. Budite strogi u procenjivanju i na\u0107i \u0107ete mnogo prostora za pobolj\u0161anja.<\/li>\n
  2. Da li smo zaista fokusirani na kandidate?\u00a0<\/u>Ve\u0107ina organizacija je previ\u0161e fokusirana na svoje potrebe. Daju op\u0161iran opis posla i onda kre\u0107u u potragu za kandidatima. Poku\u0161ajte da krenete od kandidata. \u0160ta su potrebe, \u017eelje i mogu\u0107nosti pojedinih kandidata i kako ih mo\u017eemo uzeti u obzir. Pa\u017eljivo sagledavanje percepcije i iskustva kandidata u pogledu celokupnog procesa jedan je od elementa fokusiranosti na kandidata.<\/li>\n
  3. Da li biramo prave karakteristike<\/u>? Trend je da organizacije vi\u0161e gledaju li\u010dne osobine, kulturno uklapanje i potencijal budu\u0107ih ve\u0161tina. Manje se gledaju stru\u010dne ve\u0161tine i iskustvo koje je potrebno za odre\u0111eni posao. \u00a0Zaklju\u010dci izvedeni na osnovu svakodnevne prakse i upotreba \u201eanalitike ljudi\u201c na pametan na\u010din su veoma bitni.<\/li>\n<\/ol>\n

    \u0160ta \u0107e biti fokus\/teme u upravljanju ljudskim resursima u narednih 10 godina?<\/em><\/strong><\/p>\n

    U narednih deset godina, HR se tako\u0111e mora fokusirati na biznis probleme u pogledu \u010dijeg re\u0161avanja mo\u017ee biti od pomo\u0107i. Va\u017ene teme za mnoge organizacije odnose se na pitanja kao \u0161to su:<\/p>\n

      \n
    • Kako mo\u017eemo nastaviti rast na odr\u017eiv na\u010din?<\/li>\n
    • Kako da ubrzamo na\u0161u digitalnu transformaciju?<\/li>\n
    • Kako da pove\u0107amo svoj kapacitet i produktivnost?<\/li>\n
    • Kako da podstaknemo inovacije u celoj organizaciji?<\/li>\n<\/ul>\n

      HR bi trebalo da bude veoma ve\u0161t u postavljanju pravih pitanja i utvr\u0111ivanju na\u010dina na koje mo\u017ee pomo\u0107i u re\u0161avanju klju\u010dnih problema, kao i da se fokusira se na visoko-efikasne intervencije uz minimalne napore. Na primer, pove\u0107anje kapaciteta neophodnog za rast \u010desto se prebrzo re\u0161ava zapo\u0161ljavanjem novih ljudi. Osim zapo\u0161ljavanja, postoje i mnogi drugi na\u010dini koji mogu pomo\u0107i u pove\u0107anju kapaciteta. Iskoristite bolje potencijal ljudi. Organizujete se na druga\u010diji na\u010din (manje menad\u017eera, vi\u0161e samostalnih timova). Fokusirajte se na povezivanje re\u0161enja za u\u010denje sa pojedinim zaposlenim i bolje povezivanje u\u010denja sa konkretnim radom.<\/p>\n

      Uop\u0161teno govore\u0107i, potencijal velikog broja ljudi je nedovoljno iskori\u0161\u0107en i mnogi zaposleni bi mogli biti zaista odu\u0161evljeni poslom koji obavljaju. Upotreba potencijala, ja\u010danje i razvoj ve\u0161tina koje \u0107e se u budu\u0107nosti pokazati efikasnim je evropski i globalni prioritet.<\/p>\n

      \u0160ta \u0107e u\u010desnici konferencije\u00a0<\/em><\/strong>\u201eHR Experience\u201d imati priliku da \u010duju na va\u0161em predavanju?<\/em><\/strong><\/p>\n

      Na \u201eHR Experience\u201c konferenciji \u0107u govoriti o trendovima u upravljanju talentima. Govori\u0107u o nekoliko va\u017enih trendova i pokazati primere kako inovativne organizacije koriste trendove u svoju korist. Moj cilj je da inspiri\u0161em i zabavim u\u010desnike tako da sa konferencije mogu poneti neke ideje koje \u0107e im pomo\u0107i da pove\u0107aju sopstveni uticaj u svojim organizacijama.<\/p>","protected":false},"excerpt":{"rendered":"

      Tom Hak je direktor\u00a0HR Trend Instituta. Ovaj institut otkriva, prati i podsti\u010de trendove u oblasti ljudi i organizacija, kao i u srodnim oblastima. Tamo gde je to mogu\u0107e, HR Trend…<\/p>","protected":false},"author":1,"featured_media":169,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":{"0":"post-168","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-vesti"},"yoast_head":"\nUpotreba potencijala, ja\u010danje i razvoj ve\u0161tina je evropski i globalni prioritet - 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\/upotreba-potencijala-jacanje-i-razvoj-vestina-je-evropski-i-globalni-prioritet\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Upotreba potencijala, ja\u010danje i razvoj ve\u0161tina je evropski i globalni prioritet - HR Experience\" \/>\n<meta property=\"og:description\" content=\"Tom Hak je direktor\u00a0HR Trend Instituta. 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