Five trends that are now defining our world. Changes in the structure of the organization: the hierarchy was replaced by teamwork. We can't help but be distracted by trifles

If you think about it, people are given freedom of choice, especially when it comes to fashion. But having this freedom of individual choice does not mean that you are not influenced by society.

Fashion assumes that no matter what the norm or trend, no matter what your budget is, and no matter where you live, you follow it. This is most obvious in a simple example - the largest influx of buyers in stores occurs precisely after publications in magazines describing some new trends. It is difficult to understand whether this is a coincidence with just the beginning of a new season, or a special marketing ploy - but rather the latter. Because even those people who try not to succumb to trends and consider their style to be unique, in some way follow their own fashion - because they still adhere to certain rules in clothes and style, in which, which is precisely what distinguishes them from the general mass, an ordinary person will not dress. Even if you, as a person, profess to avoid trends, you have to admit that the fact that people around you, who follow fashion, look more aesthetically pleasing in the general crowd, still influences your buying decisions.

If you initially think about trends as a management tool, then, in principle, the concept is extremely clear. Companies set trends that will pay them off faster and better - for example, they begin to promote the popularity of T-shirts made from cheaper fabrics, or put their own brand on every fashion item so that a passer-by who sees a stylishly dressed person immediately knows where to get such clothes. With the help of trends, managing people is very simple - and the easiest way is young people and teenagers. No matter how stereotypical it may sound, teenagers and young people most often fall for the tricks of marketers in order to match their peers and not look like a “black sheep”. Money-hungry companies are guided by them - they release expensive clothes setting a trend for it. Unfortunately, this focus of youth on following trends can both be a way of self-expression and prevent a person from becoming an individual person.

The question of self-expression is quite complex. It is generally accepted that if a person has an individuality, then he is in some way more interesting and more established as a person than others. But is it?

In fact, any trend, any style, any individuality now is a hodgepodge of what already once was. Humanity has too long a history to allow all these years to come up with something completely new. The individual style of a person has always been, at a minimum, inspired by someone's already existing image or past trends. One element is from the style of some star in the 2000s, the other is taken from the current trend - and together it turns out new look. That is, to say that such a person is completely individual would be slightly wrong, but this does not negate the fact that he satisfies his need for self-expression. Therefore, the answer to the question of whether trends are a way of self-expression can be answered with a firm “yes” - they quite significantly help a person find his own individual style.

In conclusion, we can conclude that trends are both a way of self-expression and a management tool. It should also be noted that these two concepts are interconnected - the need for people to express themselves leads to the ability of companies to manage them, and vice versa, the ability of companies to manage people leads to this need. It turns out a vicious circle - but it's hard to argue with the fact that, after all, management plays a much larger role in setting trends. Satisfying the need for self-expression is no match for the profits that people bring to companies by reaching for new-fangled clothes and other goods. But, in fact, this is not something extremely bad - fashion has existed for most of human history, and this concept is unlikely to disappear even in the next couple of thousand years. Most people choose to follow trends in order to earn a good reputation and authority in any team. To do this or not is a personal decision of each person, but no matter how it is, this decision can even affect the position of a person in society.

The main trends in personnel management at the present stage are focused on taking into account socio-economic and socio-psychological factors. There are several modern trends in personnel management.

Participatory management involves:

Wide involvement of personnel in the process of development and adoption of managerial decisions;

Accounting for the individual characteristics and abilities of people;

Accounting for typological personality traits (psycho-emotional characteristics of a person).

Orientation to the formation of working groups, within which colleagues can replace each other. Such groups receive a task and make independent decisions on the organization and its implementation.

Delegation of powers.

Recently, successful managers have been striving for full delegation of authority, when the head transfers the full rights and responsibility for making decisions in a particular direction to one of the employees of the enterprise. The concept of delegation is most accurately defined by Californian professor D. Stockman (Fig. 4).

An important part of the manager's activity, which largely determines the organization's achievement of strategic success, is the creation of the functioning of elastic, self-adjusting structures, which are called a team.

The team is a carefully formed, well-managed, self-organizing team, quickly and efficiently responding to any changes in the market situation, solving all problems as a whole.

When forming a team, the following requirements must be taken into account:

Each member of the team must be fully aware of the goal set for the team. It is optimal when the whole team participates in the formation and clarification of the goal;

The team functions as a single organism, and the responsibility for the results is also collective, not individual;

Any member of the team must constantly improve their qualifications in order to have universal, encyclopedic knowledge in their field, labor skills. He must be able at any time to provide assistance to a member of the team in need, constantly interact with all members of the team. At the same time, the team cannot dictate its will to its partners - each retains its own independence;

All team members have equal rights in its work, planning their personal work activities and the activities of the entire team, participating in the formation of a work plan for each team member;

The selection of team members is carried out, first of all, according to psychological compatibility;

The duties of each participant are specified, but flexible enough. In the process of fulfilling planned targets, the distribution of functions, as a rule, constantly changes;

Team management is carried out collectively. The leader is assigned the functions of coordinating and representing the interests of the team in the external environment.

Technocracy is associated with the fact that managers cannot cope with a large amount of information, they must use technical means (computer, office equipment, etc.) in management activities. On the other hand, technocracy is associated with the application of methods that were originally used to solve engineering problems (for example, the method brainstorming, the method of functional cost analysis, etc.), and then "came to the rescue" in the field of personnel management.

Sociotechnical design is the creation of a sociotechnical system (Fig. 5).

The social subsystem includes everything that the staff needs to ensure normal working conditions:

social conditions;

Health insurance;

ergonomic conditions.

The technical subsystem consists of four blocks:

financial resources;

Technologies;

Fixed and working capital;

Natural resources.

There is a certain relationship between the social and technical subsystems of the personnel management system, which ensures the smooth operation and effective results of the enterprise.

The identification of the essential features of the socio-technical management system is carried out by comparing it with the traditional personnel management system (Table 6).

Table 6

Comparative characteristics of traditional

and sociotechnical systems UE

The data in Table 6 make it possible to identify the main features of the sociotechnical system. However, it cannot be said with certainty that this control system is better than the traditional one, and vice versa. The priority of any of the systems largely depends on many factors, in particular the country in which the organization operates and the size of the firm.

Corporate culture is a microculture inherent in a particular firm, a set of formal and informal rules and laws by which the firm exists and develops.

The following main features can be distinguished corporate culture:

Focus on high production and economic indicators and moral and ethical values;

Elimination of departmental barriers within the staff;

Smoothing and subsequent liquidation of the privileges of managers;

The company's vision of its mission (moral and ethical social usefulness of the company's activities);

Particular attention to the system of advanced training, training and development;

Work directly with people, not with papers - the staff feels a concrete contact with the manager;

Minimization of the control apparatus and document flow.

Coaching is a process that contributes to the implementation of learning and development, increasing the competence and improving the professional skills of the student.

Teambuilding - modern way team building through special trainings.

Control questions on the 1st chapter.

Name the goals and objectives of the course.

List the principles of personnel management.

Name the methods of personnel management and present the mechanism of their impact on the organization and personnel.

What are the stages of labor management?

What factors influenced the process of restructuring labor management?

List the concepts of the importance of personnel in production.

What are the models of employees, signs of personnel management, typical leadership style.

Present the content of theories "X" and "Y" according to D. MacGregor.

What is the difference between Japanese and American models of personnel management?

List modern tendencies personnel management.

name distinctive features participatory management and delegation of authority.

what is coaching and team building?

What is sociotechnical design?

How is corporate culture used in personnel management?

Who is coaching and team building?

1. Management without managers

Increasingly, there are slogans to transfer the management of the organization to the staff itself. But in addition to theoretical discussions about holacracy, a chaotic control system, references to turquoise organizations, there are also practical examples- the VkusVill company shared its experience of existence without an HR layer with us.

2. That our life is a game!

The game actively invades the theory and practice of management. comments Nikolai Kalmykov, director of the RANEPA Expert-Analytical Center:

"Management technologies associated with game technology are one of the real trends that can increase the motivation of employees, as well as save on financial incentives, and at the same time create a comfortable environment for positive competition, interest and involvement of each employee."

2. The need for "digital talent"

On the increased interest of employers in the "specialists of the future" in, CEO Universum in Switzerland and Central and Eastern Europe:

"We see that the demand for so-called "digital talents" is increasing. Many companies discuss issues related to innovation, think about how to make the company meet the requirements and demands in the future, and this also affects the choice target audience talent in the coming years.

Watch the video: Global labor market: trends and challenges

3. Attention to employer value proposition

Experts are already discussing this trend with might and main - the closest attention of the market to the value proposition of the employer. He speaks Carl-Johan Hasselström, global Executive Director, CEO of the EMEA Universum region :

"Companies are focusing on strategy. I think they are beginning to understand, even more than before, the importance of data as a basis for decision making. And they are developing a strategy that we call employer value proposition. An employer brand must be attractive, truthful, credible, different and sustainable."

4. HiPo is our everything

"HiPo is a trendy direction in HR, which stands for an employee with high potential. High potential is, first of all, learning, interest, a broad outlook, the ability to communicate with people, the willingness to share one's knowledge."

5. Implementing grades!

Warns about the danger of blindly following fashion trends Dmitry Kotov, HR Director Navicon:

" In my opinion, a certain "failure factor" is inherent in the HRs themselves, who are not well integrated into the business, do not know the basics of the economy and often simply introduce into the company what is fashionable, which they have heard somewhere. Grades? Let's implement! And the fact that the company is planning a restructuring in six months or is actively looking for new markets and products, because of which the entire grading system will go to hell, is not important."

6. Profiling

Says the head of the personnel department of the company "Standard Group" Elizabeth Tetyusheva:

"In many companies, when passing the final interview for key vacancies, a lie detector is used. However, this system periodically crashes, there are a lot of such examples, this is dedicated to great amount publications in the Internet space, there were similar examples within our company.

For this reason, in the company "Standard Group" we refused to use a polygraph at the final interviews and resorted to the services of a professional profiler. Profiling is a relatively new phenomenon for HR professionals.

During the final interview, the profiler looks at the candidate, at a particular vacancy, monitors his behavior and demeanor, observes facial expressions, gestures, listens to the timbre of his voice. We do this in order to make sure that the person’s intentions are serious, to recognize lies, to understand when a person is telling the truth, to cut off manipulations on the part of the interlocutor.

"Standard Group" is an international multidisciplinary center with over 400 specialists on staff. We spend a lot of time and effort searching for top managers, we believe that we have no right to make a mistake. A mistake in our case is very expensive."

7. Monitoring the company's reputation index

Manager of online repair and interior design services Rewedo, Rerooms and PriceRemont.ru Alexander Rukin:

"The Moscow Exchange recently hosted a conference of the Investor Relations Association. There was a detailed report on the importance and techniques of reputation management public company and public person. So new. It turns out that many Western corporations daily measure and monitor their reputation index. Maybe reputation in the eyes of employees, customers, reputation in the industry, in the eyes of investors, political. It's all measured. The unformalized area has not yet been assessed for its importance and prospects.

In the same place, on the stock exchange, a stand with a corporate library appeared. During the break, I was interested in a book about Japanese corporations. It seemed to me that industrial culture, as well as industry and the real sector, has diminished in Russia. Especially high tech. It is likely that Japanese practices of corporate management and business ethics may become in demand during reindustrialization."

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How to learn to recruit staff who work for free, persuade them to spend more time at work? Consider how to change personnel management, what to focus on in HR trends.

Not ready-made solutions that help the HR department manage personnel effectively. Each company has its own questions and it depends on its size, industry, development, economic situation.

Let's talk about the general directions of the HR industry, the trends that will be relevant in the near future.

HR trends

HR departments are thinking about how to conduct recruitment for free? To do this, new methods of marketing are used - social networks, free bulletin boards, refusal to outbid high-class specialists. Attention is now directed to low-skilled workers. And here another question arises: how to evaluate the effectiveness of these employees, potential, competence.

In conditions of economic instability, declining profitability of enterprises, management has doubts about the performance of HR specialists. There was always misunderstanding between them. To do this, personnel specialists must offer solutions to the company's problems, prove their benefits and advantages.

The crisis makes it necessary to properly manage the corporate culture, change principles and values ​​without losing key employees. On the initial stage perestroika are engaged in the re-registration of documents that improve the methods of organization.

10 Future Needs for Human Resources

There are 10 basic needs of work with personnel.

Need #1. Working with freelancers. For companies, such cooperation is becoming relevant. Work is distributed between office workers and freelancers, the main thing is to agree on responsibilities.

Need #2. Recruitment at minimum wage or free of charge. HR departments apply marketing methods to find new employees. It is important to simplify recruitment, make it cheap without losing quality, so that the best candidates come.

Need #3. When the economic situation in the country changes, organizations need specialists who quickly respond to changing conditions, who can support the company in difficult times. To search for such people, create personnel reserve to management positions.

Need number 4. The economy requires looking for universal specialists who can quickly retrain. Interested employees are able to combine different functions in their work, learn and it is better if they are on their own.

Need number 5. Large corporations and small employers want the company to be like a second home for employees. Created facilities for effective work: corporate Kindergarten, fitness, doctors. The purpose of these events is for employees to spend more time in the service.

Need number 6. Life is changing, accelerating and companies are forced to train their employees on a daily basis. The HR department is constantly looking for ways for employees to gain new knowledge, whom to train, how much to spend on it.

HR need 7. Recruitment and adaptation is happening at a fast pace. HR departments have to find methods and coordinate with managers. good way out- adaptation of new staff in departments. The future is for self-development, self-learning. A person determines what information he needs for development. He finds it on the Internet and then corporate training will disappear. To speed up adaptation, new employee draws attention to experienced colleagues, so his involvement in work is faster.

Need number 8. The role of HR specialists in fulfilling the company's goals is growing. They plan work in accordance with the direction of the organization, their role grows from year to year. If they are given the task of cutting costs, their direction is to work with freelancers, reduce working hours. If the business changes course, then HR analyzes the labor market situation, develops methods for recruiting and motivating staff.

Need number 9. The world is changing and companies are shortening their planning cycles. It is necessary to quickly determine the criteria for recruiting personnel, working conditions, motivation. According to experts, the right approach would be to reward employees. Part of the bonus is reduced, the salary is made stable. The emphasis is on team performance.

Need number 10. Methods of involving personnel in the implementation of the organization's goals are considered correct. We need employees who give their best at work. Activity and involvement have a positive effect on the collective atmosphere.

Challenges of the HR industry

How does an HR specialist not miss the opportunity, to predict what will become relevant in this industry in a year. There are changes that are taken into account:

Changing the geography of borders, communicating directly with candidates;
development of Digital;
revision of corporate culture;
full understanding of the specifics of HR, IT.

HR trends

HR trend #1. Big Data technologies in HR. They analyze the market, find knowledgeable specialists. HR has two challenges. The first is to skillfully attract people to the company, to motivate. Knowledge in psychology does not always help, you need to understand the basics of marketing. The second is to be able to ask questions to the right candidates.

HR trend #2. The impact of marketing in HR is growing. He goes deep into the field of hiring. It makes sense to talk about the HR brand of the organization in order to attract the best candidates:

Interact with universities to attract the flow of specialists;
publish the responses of their employees to form a good opinion about the organization;
Competently write advertisements for vacancies, conduct interviews.

This affects the status of the organization, they will find out about it, the best employees will want to work there.

HR trend #3. The management of employees is approached individually. Previously, stakes were placed on the teamwork of employees, but not now. Individualist specialists have appeared who do not want joint responsibility. They want to see personal achievement. Therefore, the task of the HR manager is to know everyone as a specialist, to be able to motivate him.

HR trend number 4. When the business situation is constantly changing, the HR department must be able to adapt to the new. Human Resources professionals have the knowledge of which staff may be needed to resolve issues. At the same time, you need to know the goals and prospects of the company.

HR trend number 5. HR specialists form individual status in the Internet. This is a new direction in the search for candidates. At the same time, it is necessary to raise the status, participate in online conferences, and blog.

This is a great way to get the right candidates in the future.