Training "professional hr: structural diagnostics of personnel" from "global education"

fundamentals of the theory of organizational systems:

• organization as a system. the concept of process, structure, resource, management.
• system and process approaches to management. system properties.
• organization resources. the structure, goals and objectives of resource management.
• people as a defining type of resource. human functionality and his place in the organizational structure of management. where do the requirements for a person come from? why there is no "person at all" in the organization.
• basic concept and properties of information. the concept and properties of the organizational system. an integrated model of the organizational system.

the concept of organizational and technical systems. osu elements:

• properties of people: autonomy, inertia, reliability, information content and stability of human-technical systems.
• structural, process, industrial relations.
• organizational structure of management. types, characteristics, properties of osu.
• the concept of an organizational profile. the concept of the functional of an oss subject. requirements for the subjects of the gms.
• the concept of organizational and technical systems: resources, structure, goals and objectives of resource management.
• functional errors: marketing, mixing of functionality, subjects of logistics.
• structural errors. control manipulation. types of translators.
• mid-level management as a source of company development problems.

budgeting. management accounting:

• the budget as an aggregate criterion for assessing the state of the company. the main components of the budget. what are budget implementation tools. system of norms and standards. the procedure for the formation of budget parameters and tools for its implementation.
• methods for effective management of budget execution. connection of the budgeting system and the planning system with the system of economic motivation of personnel. the relationship between the budgeting system and the human resource management system. motivation concept. types of motivation
• motivation as a defining way of managing people.
• everyone has heard about the "organizational and motivational profiles". what is it in reality and how to form them.
• economic motivation. sufficiency and objectivity of methods of mbo, bs (kpi), fisom, etc. comparative analysis of methods.
• the influence of the type, size and stage of development of the company on the possibility of introducing various motivational schemes. methods for generating systems of economic motivation. reducibility of motivational indicators. conditions under which the introduction of motivational systems is possible.

assessment of the parameters of the state of the company as a whole:

• methods and ways of assessing the parameters of people and groups, taking into account the real organizational profile.
• what is the structural diagnostics of personnel. "layer-by-layer" analysis of the personnel structure, when the composition of the personnel allows, hinders or excludes the development of the company. what to do.
• assessment of personnel readiness to change according to the criteria: leadership, risk groups, indexation of conflict, determination of the levels of motivational types of employees, the degree of loyalty of personnel in the company, the presence of “irreplaceable” and “gray cardinals”, competitive pay, etc. methods and methods for assessing the level of manageability company
• "constructing" the team. practical methods for the analytical formation of sustainable target groups.
• maintaining the qualification and number of personnel is the basis of the company's existence.
• identification of key specialists, assessment of staff turnover, the uniqueness and importance of certain groups of personnel for the company. ways to define and maintain them.
• recruiting. hot and current reserves. education, training and retraining of employees. determination of the qualitative and quantitative characteristics of employees
• psychological, logical, autobiographical tests. methods for their real application. practical value and effectiveness.
• group characteristics. dynamics of changes in the structure of the company's personnel and ways of managing it. compliance-inconsistency of the dynamics of changes in the structure of the personnel of the company itself.

human resource management service: hr status and functionality:

• the degree of relevance for the company in a given unit.
• problems of trade union and other leaders.
• requirements for job descriptions as a way to protect the interests of the company.
• essential elements of an hr service. goals, tasks of hr departments, assessment criteria, norms and standards of work, motivation of hr departments.
• the status of the hr department and its head. relationship between owners and hr manager.

passing a test-exam for the course passed.