Useful Habits for potential applicants

Constantly increasing its network of acquaintances, the more people you know, the faster you will be able to find a job, if necessary. Meet and maintain good relations with people, and perhaps where you will need a job, they will help you. Remember that human communication is not a substitute for full and good performance can often be found only on personal ties.

On employment advice from those who have found a good job, never consult with those in whose place you would never want to work.

Do not trust your fate consultants career of recruitingcompanies, if you do not pay them money for their employment. Remember that they always fulfill the customer's order, if you are not their customer, then your opinion, your wishes are carried out in an optional order, and often not at all.

Keep yourself in good shape, always ask the price, how much you could be on the market, go to the interview, even if you're not looking for a job at the moment. The employer, which is opposed to you behaved in this way - most likely a bad employer ...

Watch your visibility on the Internet. Always be aware of what is written from the perspective of how it will read your future employer. Make a personal website with your resume, links to their professional publications, work, write, ask your previous employer reference letters, and reviews about former colleagues to work with you and post them on this site.

Think about what differentiates you from the crowd. Good expert enough to be professional in his field, you also need to pass on their knowledge to colleagues. Take part in seminars as a speaker, write articles, keep a professional blog and come to the aid of their colleagues.

Do not hesitate to carry out socially useful work. Volunteer - it's always an honor to all people always notice that something can do for free.

Always watch your health. Nobody wants a sick pro. Relax, sleepy tired and exhausted worker loses its value to the employer at the very moment when tired workers lose focus and concentration when performing the next project. If you are in such a state come to the interview, the employer will be afraid to hire you, t. To. See, that does not take anything with you.

Understand yourself and highlight those basic requirements that you are bringing to the employer. At the interview, do not press on those claims, which for you are not fundamental. The employer is with great pleasure that will employ a person who is willing to travel or move, even if the travel is a little bit, and move to another region is unlikely. Be flexible in those places where you bend without any problems, it will pay off.

Keep an eye on trends, emerging markets. Wherever the money may appear, you have to be first. If you are in the market, which has already passed the stage of sunset, I was working, even if you like the current employer. Fish should be in a place where it is found, and not where you lure her.

Employment for the job you need to know how a person thinks, who conducts an interview with you. The only chance to find out - to take part in interviews with the employer. Do not miss the opportunity to be present at the reception of new employees to work.

Always be careful and consistent. Oddly enough, but it is precisely this truism often not met by candidates, and therefore in the interview shown the red card out of the game, a prize which is a good job and a decent income.

Answer to the main question of the employer. You do not know what the question is? Any employer wants to know what you are willing to do for his company was better. The question one way or another sound, just an employer can ask it differently: "How can you improve our company What are you willing to do for us, so we have increased profits What is your first step to a new position?"

Do not ever lose touch with reality. Use figures rather than emotions, based on proven facts and not on speculation.

Develop the habit of behaving in a positive way. Do not show people his apparent negative attitude to anything whatsoever, even to the fact that publicly condemned or discouraged. Openly criticize someone's actions, do not judge and do not fix someone's mistakes publicly. People can something did not approve of the fact that hide their true perspective. A man may harbor evil on you if you correct his mistakes at all. Knowing this, it is better to use the same tactics: the personal attitude - it's your own business, but during your job is to act diplomatically as possible, trying not to hurt yourself and hurt others less.

Always at work during a job search after work, remember about your family. You go to work not for the sake of some uncle became a few hundred, thousand, hundred thousand, million dollars richer. You go to work to ensure that your family was that there was something to please your child to your family could afford to live in a nice house or apartment, to go on vacation together, spend the holidays perfectly.

vacation schedule. Practical issues of preparation, approval, modification and application

The rules specified type of holiday - the main annual leave, which is significantly different from the others, in particular the additional annual leave.

Readers will learn what determines the right to annual basic leave, some important conditions should be taken into account, making the vacation schedule, and what information should be contained in it. The article also explains when it is permitted to make changes to holiday schedules and how to apply it.

The general order and timing of holidays established part ten of Article 10 of the Law of Ukraine "On leave" from November 15, 1996 № 504/96-VR (hereinafter - the Law № 504) and paragraph 20 of the Model work rules for workers and employees of enterprises, institutions and organizations, approved by the decree of the USSR State Committee for labor and social Affairs on July 20, 1984 number 213.

The order of granting leave is determined by the schedule, which is approved by the owner or authorized body and communicated to all employees. The schedule should be consistent with the elected body of primary trade union organization (trade union representative) or other authorized representative labor collective body. When scheduling takes into account the interests of production, the personal interests of employees and opportunities for recreation.

In enterprises, institutions, organizations (hereinafter - the company), in the state bodies and local self-government order granting leave must be specific to stringent internal (local) normative act - internal regulations (Article 142 of the Labor Code.). This order is set in "Working time and its use," said rules and may be as follows:

 Employees (short name of the company) and annual basic paid leave (number of) days (the duration is specified, depending on the category of employees according to the law number 504 and other laws of Ukraine).

 The order of granting leave is determined by the schedule, which is approved (as head) in agreement with the trade union committee (union representative or other duly authorized representative labor collective body) and communicated to all employees.

 Schedule is compiled for each calendar year up to 5 January.

 Schedule is binding on both parties of labor relations.

The exact date of the annual leave within the limits established timetable agreed between the employee and the (now Government). The date of the leave the employee is notified in writing no later than two weeks before the due date.

 At the request of the employee portion of unused vacation that exceeds 24 calendar days, it may be replaced by monetary compensation.

According to an employee's request annual leave may be granted in part, if: a continuous main part will be not less than 14 calendar days; There are other conditions (based on the fact that the legislation of the employee is given only a possibility, but not the right to divide holidays, the following conditions may be provided: some leave of a multiple of 7, is provided only for a valid reason, any part of the annual leave will be granted on the day, following the date of the previous one.

These examples of other conditions dividing holidays are not a violation of the rights of the employee or labor standards legislation. Moreover, the presence of such conditions does not violate the requirements of the Act № 504 for holiday calendar days).

The internal regulations of the enterprise does not specify the form of accidental release "annual basic leave," since it is significantly different from the others, in particular the extra annual leave, namely:

 for work in hazardous and difficult working conditions and the special nature of work;

 certain categories of employees whose work is associated with increased neuro-emotional and intellectual load or running in the special natural, geographical and geological conditions, and conditions of increased health risk;

 workers with irregular working hours (available without any additional terms and conditions as if the main condition: the employee must be employed by the company, ie work under an employment contract..).

The right to annual basic leave does not depend on the place of work (basic or in combination, in particular in the same unit), an employment contract term (indefinite, term, temporary, seasonal) work time mode (short-time, day and m. N )..

Note

On an annual basic leave and other types of leave are not eligible persons working under contracts of civil law, for example, on construction contracts, provision of services, copyright agreements.

Annual basic leave granted to employees for the spent working year, which, in contrast to the calendar, counted from the date of conclusion of the employment contract (Art. 6 of the Law № 504).

In accordance with Article 42 of the Criminal Executive Code of Ukraine, persons convicted to a sentence of hard labor, granted leave, time is not counted in the term of punishment.

As the labor legislation does not allow the gap in time between the conclusion of the employment contract and the start of work, the phrase "from the date of employment contract" is equivalent to the wording "of the beginning of the work." Therefore, the working year is calculated from the first day of work, inclusive (for timesheets).

Duration of basic annual leave is set depending on the category of workers in accordance with the Law № 504 and other laws of Ukraine, and not from the time of employment of employees in certain circumstances.

The right to annual basic leave determined length of service, which is calculated in accordance with Article 9 of № 504.

Note that in the years of service giving entitlement to such leave shall not be included:

 during partially paid leave for child care until the age of three;

 leave without pay to care for a child up to the age of six, and if a child is sick type I diabetes (insulin-dependent) - until the child reaches the age of sixteen.

Drawing up and approval of the vacation schedule

In practice, the schedule of holidays is made personnel department (HR department, the department for work with the personnel officer, with responsibilities to conduct personnel management) usually prior to 1 January of the following year. The basis for its preparation are the proposals of heads of structural divisions (they must be prepared in the manner prescribed in the enterprise) with the possible adjustments that are made subject to the provisions of the Law number 504. In particular, you should first consider the interests of the production in the scheduling. But we can not neglect the personal interests of employees, opportunities for recreation, as well as the provisions of article 10 of Law number 504, which provides that certain categories of employees at their request granted annual leave at a convenient time for them.

These categories of workers, in particular:

 persons under the age of eighteen years;

 people with disabilities;

 women before maternity leave or after it;

 women with two or more children under the age of fifteen years or a disabled child (the child in accordance with article 1 of the Law of Ukraine "On Protection of Childhood" from April 26, 2001 № 2402-III is a person under the age of eighteen years);

Single mothers (fathers), raising a child without a father (mother) (a single mother is considered to be a woman, unmarried and in the birth certificate of the child that does not have a record of the child's father or the entry of his father made in the prescribed manner by the mother, a widow woman raising a child without a father, including a divorced woman who is raising a child without a father, although it receives child support, as well as a woman, get married, if the new husband has not fathered her child).

To exercise their right to vacation at a convenient time, a single mother must submit the following documents: birth certificate, certificate of civil registration authorities of the grounds for inclusion in the book of birth registration information about the child's father acts; Widow - a marriage certificate and a certificate of her husband's death; divorced woman - a certificate of divorce; wives (husbands) of servicemen; labor veterans and persons with special labor merits before the Motherland.

All this will help you make the accountant.

Note

It should also be borne in mind that managers, educational, scientific, science teachers, specialists of educational institutions annual leave full duration of the first and subsequent working years are available during the summer vacation.

Given the specificity of the production is possible to provide an annual basic leave at the same time a group of workers, for example in a period of declining production volumes, which should be reflected in the chart.

In drawing up the schedule of holidays is important to ensure that the requirements of Article 10 of the Law № 504 "annual basic and additional leave granted to the employee in such a way that they have been used, as a rule, until the end of the working year."

Note

It is forbidden to failure to annual leave full duration of a period of two consecutive years, as well as failure to provide annual leave during the working year to persons under the age of eighteen years and employees who are entitled to additional annual leave for work in hazardous and difficult conditions or to the special nature of work.

At the same time, or separately from the basic annual leave to employees upon their application can provide additional annual leave in accordance with part two of Article 10 of the Law number 504 (of course, that these holidays are available outside the graph).

The schedule of holidays is made in an arbitrary manner. It usually contains the following information:

 Column 1 - ordinal number of the structural unit (if applicable) or the employee name (in small enterprises);

 Count 2 - the name of the structural unit;

 Count 3 - surname, first name, middle name of the employee;

 Count 4 - position (profession) of the employee;

 Count 5 - a month of vacation (in the graph does not indicate the date of the leave);

 Count 6 - month of release in the event of transfer;

 Count 7 - base transfer release (number and order date);

 Count 8 (not mandatory) - the period for which leave is granted (working year) (Annex 1).

Schedule approved by the head of the enterprise.

Changes to the vacation schedule

After the approval of the schedule for the year is allowed to modify it, relating to the establishment of a new period of leave in connection with his transfer (executed by order of the head). The initiator of the transfer of the leave may be at the head of the company and the employee. Transfer the vacation at the initiative of the head is possible only in the case when granting leave to the approved schedule may adversely affect the normal operation of the enterprise.

The order of transfer of holidays published if:

 there is a written consent of the employee to the transfer of leave;

 the question of the transfer of vacation agreed in the prescribed manner with the trade union or other authorized representative labor collective body;

 the transfer system is not;

 part of the leave of 24 calendar days of the employee uses the current working year.

Annual leave at the request of the employee to be transferred to another period if:

 Senior violated a term of written notice of the time of release;

 employee not timely paid wages during annual leave (paid not later than three days before the start);

 employee is temporarily unable to work on the first day of the holiday, which is certified in the prescribed manner;

 there comes a period of maternity leave;

 annual leave coincides with the release in connection with the study, the implementation of an employee of state or public duties, if, according to law, he is subject to the time release from work with pay.

Note

These leave the transport base are not exhaustive and are subject to expansion.

Transfer vacation by the employee also issued an order.

Application vacation schedule

In accordance with Article 10 of the Law № 504 specific period of annual basic leave (defined in graph or modified later one of labor sides) is negotiated between the director (usually this occurs at the head of the worker or the level of service personnel) and the employee. Human Resources shall in writing notify the employee of the date the leave is not less than two weeks (according to art. 2411 of the Labor Code the term calculated in weeks, ending on the corresponding day of the week, ie. E. If the holiday starts on Tuesday, it is Tuesday, the employee must receive notice of early release, so you can hand it on Monday).

Wherein the first copy of the written notification should be handed over to the employee, and the second with its signature certifying receipt of notification is stored in the service personnel to release closure.

The provision of annual leave is made by the order of the director. Take advantage while you can blank manufactured by the enterprise, or the standard form number P-3 'order (order) for leave "approved by the Ministry of Statistics of Ukraine" On approval of standard forms of primary records on labor statistics "on December 5, 2008 № 489.

In practice, published both individual and consolidated (group) of the Order, uniting all workers, which this Order is granted leave.

The grounds for issuing the order:

 vacation schedule (providing basic annual leave or part thereof of not less than 14 days);

 application worker and vacation schedule (annual simultaneous provision of main and additional leaves);

 a statement of the employee (the provision of additional annual leave).

On the basis of the order (list) to provide basic annual (additional) holiday to make appropriate entries in section IV of "Holidays" personal card form number P-2, approved by the Ministry of Statistics of Ukraine "On approval of standard forms of primary labor statistics records" from December 5, 2008 № 489.

Employees wholesale: How to collect "command turnkey"

Therefore, increasing demand for the service selection of entire groups of professionals that are organized to perform certain tasks - so-called "command-key."

The essence of service

The customer of this service receives a command to pick up on qualifications, experience and competence. In this case, the service provider is taken to ensure the compatibility, complementarity between participants to recruit a team - an autonomous project management core department.

Ideally, the provider undertakes to carry out all necessary procedures to ensure the concerted action of the members of the team in the early stages of their infusion into the organization. As well as the obligation to "optimal embedding" in existing social organism (company staff) of the new team.

Scope

Service "team turnkey" may be required in some typical situations, said Manager of psychological Service "Encore ST" company «Executive Search» Alla Konyayeva:

 The customer (the owner and / or manager of the company, a division) that is located far away from the formation of the team and forced to hand over this right provider who knows the regional specificities, particularly the labor market.

 The customer is disappointed in the results of their own similar attempts and wants to outsource this task to professionals who specialize in the formation of teams.

 The customer wants to understand the processes and procedures for the formation of teams and making the order, actually buying inexpensive technology and experience to extrapolate.

 The customer likes to test new products and management "team turnkey" seemed to him a new and attractive services.

 Customer diversification is organizing the project for which the organization is not in experts who can reasonably take personnel decisions in the recruitment of the project team.

 The internal volume of the customer's work is so great that it is more profitable to not divert their own resources for the recruitment and triggering command and outsource.

The customer wants a completely new vision and approach to doing business. And so it begins to change the filter at the "entrance" of new employees, bringing it outside your organization.

Industry for the introduction of this service can be completely arbitrary, the expert emphasizes. "But, of course, more sensitive to the service those industries that require team work, united by a common goal, the result is achieved by adding the individual efforts of each member of the team to achieve results has clearly outlined the intermediate and final deadlines," - says A.Konyaeva .

According to the head of recruitment company "Fast and the Furious" Elena Grischuk, the demand for the service "team turnkey" primarily due to the fact that the employer is no longer willing to wait long for improvements in the work of their employees. "The crisis has taught many to make crucial decisions about changing the entire team in the event of poor performance. And these decisions today are made quite often and quickly. Especially, that the labor market now allows to find a worthy replacement for not a lot of money "- said the expert.

According to her, the productivity of the newly-formed teams are often higher in the pre-existing company. When people come into the project at the stage of a startup or a new phase of business, they are all inspired by a common idea, under which are ready to work as productively as possible. In this case, the employer does not have to specifically delve into the issues of adaptation of new employees to the already formed the old team. Also removed the negative side of the old workers' organizations that can resist change.

Dates and Prices

Assuming that the most effective teams of 4-8 persons, the terms of their selection depends on the provider's capacity (how many people are involved in recruitment, potential applicants whether data of vacancies available), tells A.Konyaeva.

In general, under difficult circumstances (for example, all professionals need to look at the foreign market), recruiting a team of 3 people can cope with this task in 3-4 weeks. Another 2-4 weeks will be spent on all the lapping procedure of "triggering" command. Thus, in such a project can be lay a period of 2 months. Shorter forced to sacrifice something. In the ideal case, when the team is ready, you can meet the 1 month.

As for prices, then, according to representatives of the market, price is determined by the individual team - complexity and total cost of the project, rather than on the number of employees.

Advantages and disadvantages of "team" of hiring

Among the advantages of the service "team turnkey" E.Grischuk notes the following:

With the recruitment company can quickly and at the same time to pick up a larger number of employees. The Agency is able to accomplish this task, saving time, human and emotional resource organization - the customer frees itself from viewing a huge number of applicants.

 Agency database will be used for the selection of candidates, which is usually wider than their own databases of individual companies - service customers.

Recruiters provide support and assistance for the selected team, track adaptation processes and results. They can also recommend a program evaluation, development and training of employees.

In addition, adds the expert, professional recruiters tend to act more and consultants on HR. They can provide independent advice and tips. Often, new ideas and the view from the outside to help employers quickly improve the state of affairs in the company.

However, he said A.Konyaeva ready command can have negative side:

 The team can underestimate the criticality of the situation and the complexity of the challenges ahead in the company.

 The team may overestimate their own capabilities, the wrong use of resources.

 If a close-knit team, it may be less sensitive to the possibility of their own mistakes, to make the outside causes of failures in the project, use the unproductive social stereotypes (like the division into "us and them").

All phenomena inherent in a small group, it is extended to a group of a higher level of development, which is called the team, says an expert. "Therefore, the provider that performs such a project should be in the contract the right and duty to conduct periodic socio-psychological processes to optimize and maintain the state of the team, which he puts into the client company," - says A.Konyaeva.

The team - on its own

To form a "turn-key commands" you can also use an internal company resource - HR-service, says a leading expert on search and selection of personnel LLC "Information-analytical center" LIGA "" Irina Shkarovsky.

"If the company does not have a recruiter or is in the singular, and at this time he had a large load on a job that, accordingly, the risk that it may not be on time and accurately find the right people. In this case, the company may apply to the Agency, unless of course have the budget for these services, "- said HR-specialist.

According to her, much also depends on the team to solve some problems need to be found. For example, companies need in a short time to find a dozen developers deficient technology to work with foreign clients: here it is possible to attract an agency or work in parallel with it. Outsourcing provider can also bring in a situation where the company plans to launch a new line of business and is not desirable that information about finding people was in the public and competitors aware of it.

"If the company has several recruiters and there are professionals who cope with this task, then, of course, the agency can not draw, but in terms of quality and type the command staff by internal forces", - the expert believes.

At the same time, according to I.Shkarovskoy, the use of internal resources to form a "turnkey team" is very profitable for the company for several reasons:

 HR-specialist working within the company are much better know the specifics of the business, activities, particularly domestic customers, which works as well as the "pitfalls" that may occur;

 budget savings for the services of recruitment agencies;

 Recruitment agency company, the customer is not always open all the information about the project, as part of this information is commercial, that is closed to the external market.

In addition, the formation of the team of "turnkey" is not only a quality of service (to find the appropriate competencies of experts on different roles in the project). It is necessary to pay attention to the time factor, that is, to each member of the team went into the planning period of the project.

If the company got into the black list of employers

However, very different thinking recruiters who are at the forefront of communication with candidates. They often have to hear from the candidates, especially from representatives of popular specialties: sales managers, secretaries, accountants, they do not want to communicate with representatives of the company, which has a negative feedback.

Definitely, that such a company becomes unattractive in the labor market. And if she wants to invite to the work of a good specialist, it will face greater difficulties. Candidates who are working, first of all pay attention to the image of the employer company. And do not pass, despite the fact that wages will be higher. Even if the applicant is actively looking for work, he still will think several times before coming to work in a company with a "tainted" image. As a rule, such a candidate will continue the search or give preference to the proposal of the company with a positive reputation, even if it would be less interesting. Jobseeker sometimes only need two or three negative reviews to reject lucrative offer. This is typical for IT-companies.

Typically, the most susceptible to the uncomplimentary reviews on the Internet mid-level staff. More precisely, the most experienced and cautious, not prone to conflicts people. Top managers often make inquiries about the company, using a wide circle of friends; lower-level staff looks forward to "maybe". The fact that the availability of negative information on the Web significantly complicates the work of HR and is reflected in the company's business, which because of this can not attract the best talent, clear and student. But on what to do if the light of the company's name has been unfairly tarnished, experts have to break his head.

the departing

Often dismissed employees seeking excuses for his dismissal in external causes, including hyperbolizing problems of his former employer. Such a person is difficult to convince that he was fired for objective reasons, and not due to the fact that the company is so bad. It is difficult, if only because that is some truth in the words of a former employee may also be present.

In addition, often at special sites, forums or blogs there are complaints not only disgruntled employees, but also competitors. Determine the percentage of upright posts is almost impossible. They were not more than 50%. The rest - people write or are not always adequate, or pursuing some of his goals.

It was about then told Alexander, director of the company for the manufacture and delivery of pizza. "A few months ago we had a rather unpleasant incident. One of the employees was caught stealing. However, this did not prevent him to describe in my blog all the humiliations that he allegedly was forced to endure in our company, and even send the link to the management of these opuses ", - said Alexander.

Although one or more of such reviews are unlikely to cause serious damage to the company's brand, a massive online attack that may well be the work of a vengeful employee, it can easily affect the company's image as an employer. The more that researchers noted phenomenon is quite high trust virtual friends from the web and the number of Ukrainian Internet users has exceeded 10 million, rather it is promoted.

more words

In order to remedy the situation, there are several more or less reliable methods. Some of them allows you to use communication technology. Simply use the arsenal of tools designed to combat the black PR. Other - aimed at attracting technical means to solve the problem using particular search engines. And finally, the third method are activities that involve direct negotiations with the distributor of unflattering reviews.

However, this division is rather arbitrary, given that they are mutually reinforcing. So, for example, if by some miracle, manage to identify dissatisfied specialist, get in touch with him, and even agree that he will clean your review site, negative information will long remain in the memory of the search engines. In this case it is better to use technical means and simply "fill up" their own network space information about the company, so that the negative information be moved from the first to the last page of search engines.

Create blogs, corporate websites of several clones, placement of press releases and even commercial information on free classified ad - all this will contribute to this goal.

Then, I get a certain combination of words, for example "black list - the name of the company," people see the positive characteristics, while negative will move on the penultimate page. It is important to take into account the frequency of repetition of key words, reciprocal links and resource ratings.

However, make sure that the company name is not on a special request, directly in the black list of employers, almost impossible. Therefore, experts advise to contact the owner of this resource and provide their evidence that the information is unreliable. Most often unable to negotiate amicably. However, the life of the site with the "black list" is short enough, and an average of three months to one and a half years.

without debate

Often you can hear the advice that just need to respond to a negative message and provide counterarguments. But experts advise to adhere to different tactics.

Practice shows that react to such statements quite troublesome for a long time and, most importantly, effective. Therefore, it is not necessary to do so. It is much better to build your own employer brand by focusing on the positive aspects of the company, history of successful careers of their own employees.

As a precaution, which is known to be much easier and more reliable treatment, experts advise to enter into use exit interviews in which to gather feedback about the company employees and use this data to improve the performance of the company and its reputation. Self-critical company - even if far-fetched complaints of inadequate former employee - must ask the question: why was inadequate employee hiring?

Although not always possible time and correctly understand how "vindictive" will be laid-off employees ... or his relatives. There was a case when one of the staff made a mistake, incompatible with further work. He knew very guilty, and meekly submitted his resignation. However, just a few days, recruiters reported that the name of the company is actively being discussed in the blacklists. After seeking clarification from the former employee, it turned out that it made his wife without his knowledge. Of course, to prevent such a situation is practically impossible. But track them and eliminate vital.

However, if the case has already been done and it remains only to correct mistakes, experts advise to adhere to three basic rules of discussion in the Internet space: do not make excuses, do not insult the opponent and not let emotions take over. After all, as you know, the dispute wins not the one who is right and who colder. For insulting easily traced anger and helplessness that disgusted even occasional users of the data product.

Given that the top prize in this information warfare - the views of people who do not have their point of view and not particularly eager to find out the details, it is important to address not only logic, but also to the emotions of random audience. The best tool that draws on his side - humor. It is possible to bring the prosecution to an absurdity, you can make fun of your opponent, to find in his texts absurdities or logical inconsistencies.

However, to write a really funny text is not so easy, and if none of the "slugger" does not have this talent, it is better not to take on this task themselves.

It is not necessary to go down and up in order to expand the topic to share positive feedback. Most likely, they will look ridiculous. Especially if in a review of the "different" users can easily observe the same style - characteristic of system errors, the use of common language, especially punctuation.

And, of course, it is important to remember that over-active and zealous attempts to respond to detractors small attack can only inflate the unpleasant incident and contribute to its spread.

Do I need to penalties in the enterprise

Although there is such a concept according to which penalties should not be at all. In other words, it is believed that when companies are organized properly, then the problem should not occur, and even the question itself of the fines may not appear.

Perhaps these companies are, but in most cases the situation is a little similar to a near-perfect picture. Therefore, after all the fines are not yet able to fully withdraw from the life of our companies. With regard to penalties, the penalties are often considered the reduction or complete withdrawal of the prize. Although, in fact, the premium to be paid in the event that the staff worked effectively, but many enterprises deprivation Prize is regarded as a reduction in salary. For them, the prize - this is the second salary.

Here, in many respects, the determining factor is the psychological factor. But sometimes, under the penalty of deprivation of the award is meant for a different reason. When the company introduced the variable part of remuneration, it turns out that the constant part must justify its name. In other words, if an employee of the company say that he has a constant, or it is also called guarantee of the payment, and there are variable (bonus) part, there is a problem with the fine identification.

If an employee has worked effectively and it needs to be fine, then what should be deducted the fine? It turns out that if an employee has worked inefficiently, the issue of calculating the premium and does not rise, and the like as necessary to fine. It turns out that the fine should be deducted from the fixed part, but this can not be done, t. To. It is guaranteed. Faced with such a methodological problem, some companies are still coming back to the fact that a fine can only be regarded as deprivation of the award.

But in reality this methodological problem can be circumvented. Not violated the principle of constant (guaranteed) wages. The scheme involves the discovery of intra-personal accounts to all employees. When an employee has worked efficiently and the current system it is necessary to impose a fine, it opens a personal account with a negative balance in the amount of the fine. The employee shall be paid only permanent part of wages. The penalty of a fixed part is not deductible, but the fine is written to the account.

In other words, there is a duty of the employee to the company. Then, when an employee under the current incentive schemes will rely premium, the amount of the premium is deducted the amount of the fine, which is recorded on the account. The difference is paid to the employee. If the amount of the fine is less than the premium recorded in the account, the amount of the fine is reduced by the amount of the premium. That is the duty the employee to the company remains, but it becomes less. Thus, the constant salary is paid, but the employee may be penalized for poor performance, and the amount of the fine be deducted from the future of the variable part of the salary.

Here, of course, there's the danger. An employee may not be able to effectively work a couple of times, which means that he has accumulated a certain amount of the fine, and it can be further simply stop trying. the fine amount will grow, but it will grow only on paper, and the constant part of the wages to be paid. Such a system may have the effect of demotivation. Therefore, when using such a remuneration scheme must constantly monitor not only the assessed amounts, but also for the debt.

Thus, it is necessary to establish the maximum possible value of debts, and if they are met, the company will have to carry out the relevant work to identify the causes of the situation. In any case, it can not be ignored.

Part of the problem can be solved as follows. Even when the employee was fined, he is paid a certain amount in excess of fixed salary, but with an additional amount paid is added to the amount of the fine on the personal accounts of the company. Thus, the duty of the employee to the company increases, but unlike the first case, this duty officer seems to have more real (and not just painted on paper), t. To. The part of the money paid to him, so he will be treated to a given amount of it as a to debt and will try to extinguish it.

It turns out that in this case manifested psychological factor. The employee worked poorly. The company has fixed this fact, pay a fine, but still paid an additional amount (that is still credited the employee). He already appears more and moral obligation to correct in the next period. If an employee is constantly increasing debt, which means that it does not work effectively, there is need to have to make a decision either to transfer the employee to another location, or dismissal. Although, perhaps, the reason lies in the fact that a mistake was made certain at the stage of receiving the employee's work or after an employee was accepted, he was not properly trained.

Such a scheme is already more risky for the company, so it can not be applied to all employees, and, for example, only for the heads of the upper and maybe middle managers. It is unlikely that leaders allow themselves to leave the company with debt, if they decide to leave. For now, most companies when hiring top managers necessarily make inquiries with their previous jobs. Therefore, if a top manager allows himself to part with some company that does not pay its obligations, it will be very difficult to find a position in another company of the same status.

In some companies, the fines tend not to apply, so to speak, for economic reasons. The director of one of the grocery store so described the situation: "Now I know how I steal salesmen and sales managers. And I know about how much it costs me. Yes, I can spend a lot of money and introduce automated control system, but, first of all, these costs will be a long time to pay off, and, secondly, they still will not rest and will look for new ways to steal. Still do not know that they can come up with. And I know that they bring me a profit, so deliberately close their eyes to petty theft. "

Talking about the system of motivation and penalties, of course, do not forget about the legal aspect of this issue. In recent years, in our country there is a tendency to increase legal podkovannosti employees. Therefore, before entering any system of fines, it is necessary to assess in advance the possible consequences and to take action. Otherwise it may happen that after the company will fine employees, a massive recourse to the courts can begin.

As is known, such disputes are often resolved in favor of enough staff, not the company. Therefore, HR director must properly prepare for the introduction of a system of fines, including the need to be with the old and new staff to carry out explanatory work. After all, in fact, with the correct registration of labor relations company it may be well enough to defend against such attacks. Therefore, under appropriate conditions, there are plenty of options to dismiss those who would complain. For example, it is possible to carry out the certification of job descriptions and dismiss with a "bad" in the workbook.

In general, the role of Director of Human Resources is very important in dealing with such matters. We are not talking about the fact that the management of staff should be constantly threaten staff redundancies, but some kind of explanatory work must still be carried out.

Thus, the incentive system and the system of penalties, in particular, can be implemented in virtually any enterprise. In fact there's nothing complicated.