methodological advice

GOU YAO TsPOiP "Resource"

A protocol of a meeting

No. 3 dated 01.01.01

Chairperson

methodological council

APPROVED

Director

GOU YAO TsPOiP "Resource"

__________ "___" _______2008

Additional professional education program

"Recruitment and management of personnel"

Explanatory note

Training period: 72 - 100 hours.

Target groups for which it is designed program: professional consultants, inspectors of the departments of vocational guidance, employment, vocational training, working with employers and other specialists of the employment service; HR managers, psychologists, HR specialists, heads of personnel management departments of enterprises, organizations and institutions; specialists recruiting agencies, other categories of professionals and managers involved in the management and development of human resources.

Relevance of the program due to the importance of specialists mastering modern forms and methods of personnel management and development, ensuring the employment of the population, the need for social and professional support of young people, employees of enterprises and organizations, the unemployed, persons, job seekers, in solving issues of life and professional self-determination in accordance with the current socio-economic situation, requests modern market labor requirements of employers.

The program is based on a generalization of the advanced domestic and foreign experience work with personnel, analysis and systematization of the organization's own practice of recruiting and managing personnel in the framework of contractual activities with enterprises and organizations on the territory.

The purpose the implementation of the program is the development of specialists modern approaches, forms and methods of work in solving issues of personnel selection and management.

Program objectives:

Mastering by specialists of the main approaches and methodological foundations of work on the selection of personnel in accordance with the requirements of the modern labor market, requests of employers;

Mastering by specialists of fixed assets and methods of work for the selection of personnel (analysis of the biographical data of the applicant, interviewing, expert survey, testing, meta-program interview, assessment center method, etc.).

Analysis of the practice of specialists in the selection and management of personnel.

To achieve the set goals and objectives, it is planned to conduct lectures, business games, discussions, technical analyzes of practical cases, individual consultations and independent work for listeners in accordance with the highlighted thematic blocks.

Expected results:

Students will acquire knowledge on key aspects of work with personnel, will be able to master various forms and methods of work in this area in accordance with the planned objectives of the program.

Control forms:

Self-report of students based on the results of theoretical and practical training programs;

Final interview or written test.

Curriculum and thematic plan of the program of additional professional education "Recruitment and management of personnel"

P / p No.

Name

Lectures

Workshops

Training sessions

Total

Approaches and methodological foundations of work on the selection of personnel in accordance with the requirements of the modern labor market, requests of employers. The main tasks of personnel selection. Search and selection of personnel.

Corporate culture of the organization (indicators, elements, types of organizations, etc.). Role personnel service in matters of staff recruitment.

Means and methods of work for the selection of personnel (analysis of the applicant's biographical data, interviewing, expert survey, interview, testing, meta-program interview, method "assessment center", etc.).

4. Certification of the personnel of the enterprise. Training psychological portrait employee.

Motivation of labor of employees of the enterprise and ways to improve it.

Study of job satisfaction of personnel, social and psychological potential of employees of the enterprise. Staff adaptation.

56. Special programs for retraining and employment in Germany // Man and Labor, 1994. No. 4.

57. Tarasov -technology: selection and training of managers. L., 1989.

58. Theory and practice of vocational guidance and vocational counseling. Issue 1. Kaluga, 1994.

59. Management consulting: in 2 volumes. Vol. 1: Per. from English M .: JV "Interexpert", 19p.

60. Management consulting: in 2 volumes. T. 2 .: Per. from English M .: JV "Interexpert", 19p.

61. Chebyshev training steelmakers to combat malfunctions in open-hearth furnaces. - History of Soviet labor psychology. Texts / Ed. , M., 1983. 181-187.

62. Chernyshev VN, Dvinin and personnel in management. SPb .: Energoatomizdat, 19p.

63. Shadrikov activities and human abilities: tutorial... 2nd ed., M .: Publishing corporation "Logos", 19p.

64. Shekshnia staff modern organization// Personnel management, 1998. No. 12. P. 86-101.

65. Der Spiegel of Steelworkers. Systematization of the experience of open-hearth practitioners for the purposes of training and instruction. - History of Soviet labor psychology. Texts / Ed. , M., 1983. 172-178.

66. Shushakov driving while testing the qualifications of locomotive drivers in the psychotechnical station of the Perm railway.

Additional professional education program

Personnel Management.
Professional training of HR specialists

The program is designed for employees of HR departments and personnel management services who want to expand their professional capabilities and reach a qualitatively new level in their work. And also on psychologists and other specialists with higher education who decided to master the demanded profession of a specialist in human resource management in an organization.

Institute graduates become certified specialists and get the right to maintain a new species professional activity in the field of personnel management.

The program is designed for part-time education for one year. The volume of the program is 605 hours (of which 450 hours are classroom lessons, a third of which are held in the format of webinars). The program consists of four sessions. Three face-to-face sessions of 13 days each take place at the institute. Students study every day from 10.00 to 18.00. One of the sessions is remote and takes place in the format of webinars. This will allow nonresident students to significantly reduce training costs by saving on travel and accommodation costs. After each session, students complete individual and group practical tasks, pass exams, which is the basis for transferring to the next level of study.

Dates of the face-to-face sessions of the new recruitment:

• 1 session: -
• 2 session: -
• Session 3: -
• 4 session: -

The cost of training for one session is rubles. It is possible to increase the cost of training, taking into account the inflation rate provided by the main characteristics federal budget for the next financial year and planning period(on the basis of part 3 of Article 54 Federal law dated December 29, 2012 No. 273-FZ "On education in Russian Federation»)

The main advantages of the program:

• The instructors for the program are current HR directors or HR specialists with extensive hands-on experience.
• The program involves the practical development of effective HR technologies that allow you to comprehensively solve the entire range of tasks facing the personnel service of a modern organization (recruitment, adaptation, assessment, motivation, training, mentoring, formation personnel reserve, loyalty management and corporate culture, organization of corporate events, accompaniment organizational changes and etc.).
• Active forms of education are used with an emphasis on independent work of students - workshops, trainings, group work in the process of full-time and distance seminars, mutual review of works, student case competitions, collective preparation of certification projects, tutoring. It promotes assimilation and development key competencies important in the activities of an HR specialist:
  • ability to analyze and problem solving,
  • skills of working with information,
  • management skills,
  • ability to communicate effectively,
  • self-organization and self-development skills,
  • cooperation skills,
  • professional ethics.
• The program includes a block distance learning that allows listeners to master modern instruments remote work of an HR specialist (webinars, web conferences, distance education platforms).

Program Manager -Maria Olekhnovich , PhD in Psychology, business coach since 1996, HR consultant since 1997, teacher of the discipline "Human Resource Management for Executives" at corporate universities, employee of the business schools "IMISP" (St. Petersburg), "AMIR" ( Moscow).

The main teaching staff

Anastasia Evgenievna Biryukova , Certified Business Trainer, Sydney Academy of Management, Head of the Corporate training center"M-Style" (2002-2010), business coach and consultant of the training company "Zolotoy Pegas".

Sergey Alekseevich Vasiliev , Graduate of the Open School of Business, British Open University, Director of Human Resources foreign companies in Russia "Gillette", "SCA Hygiene Products", "Elopak" (1992-2013), HR consultant.

Yulia Lvovna Gradova , a certified business coach of the Sydney Academy of Management, head of the development and training department of MT Group company (2005-2011), director of International Institute developmental transactional analysis ", employee of consulting companies" Berner & Stafford "and" Professional Manager ".

Elena Nikolaevna Derisheva , Head of the HR Administration Department of the HR Department of Gazpromneft-Khantos LLC (since 2012), Leading Specialist of the HR Department in the Personnel Assessment and Development Department of Slavneft-Megionneftegaz JSC (2006-2012), production specialist personnel management processes.

Nikolay Alexandrovich Kostitsyn , Ph.D. in Economics, organizational consultant, teacher of the discipline "Management" at corporate universities, employee of the business school "AMIR" (Moscow), director of the School of Personnel Development "NikoMakha".

Elena Nikolaevna Morozova , Head of the Department of Professional Training of Business Trainers of the Institute of Practical Psychology "Imaton", business trainer, member of the Interregional public organization trainers and consultants, management and HR audit consultant, managing partner consulting company- 4 years, author and host of business seminars and trainings since 1995.

Tatiana G. Nazarova , HR Director, experience in HR in various positions since 2003 (the company "Furniture Empire", "21st century"), PMP (certified project management professional), member of the international organization "Project Management Institute" (PMI), a certified trainer of the international Rethyming program (team building).

Irina Yurievna Khitrina , Ph.D. in Psychology, Associate Professor, employee of the Department of Management and Modeling in Socio-Economic Systems of St. Presidential Program training small business leaders.

V academic plan the program “Personnel management. Professional training of HR specialists "" includes the following educational and practical seminars, trainings, workshops, webinars and lectures:

I Block. Strategic aspects of personnel management:

• Organizational and conceptual issues of personnel management ( organizational structure enterprises, stages of company development, personnel management at different stages of development, strategic planning staff, etc.)
• Personnel service management (service structure, performance indicators, distribution of functions, job competencies).
• HR as a business partner (the impact of an HR specialist on business results, the dependence of the HR service's motivation on business results, consulting top officials, the self-sufficiency of the HR department).
• The basics HR administration(implementation of HR processes in accordance with the Labor Code of the Russian Federation, conclusion labor contracts with different categories of workers, probation as a useful management tool, certification in accordance with the Labor Code of the Russian Federation, dismissal without judicial risks).

II Block. Main technologies of personnel management:

• Recruiting (sources of recruiting personnel, resume analysis, types and algorithms of interviews, primary and secondary selection, methods of in-depth research, probation as the last stage of selection).
• Personnel adaptation (trial period and adaptation period, stages and adaptation tools, development of programs and assessment of adaptation results).
• Building a mentoring system (mentoring goals, recruiting, training and motivating mentors, evaluating the effectiveness of the mentoring system).
• Talent pool management (a tribute to fashion or necessity? Who are high-potential employees? A talent pool, taking into account the specifics of the business, risks and limitations when creating a talent pool, performance criteria, career development as a way to retain valuable employees).
• Material motivation (monitoring of the wage market, wage systems, structure wages, salary and allowances, benefits and social package, personnel satisfaction monitoring).
• Non-material motivation (types of non-material motivation, identification of demotivation factors, selection of adequate incentives, training managers to manage non-material motivation of personnel).
• Personnel training and development (planning and budgeting of training, identification of training needs, selection of optimal forms and methods, assessment of the effectiveness of the training system).
• Personnel assessment (personnel assessment technologies: 360 degrees, assessment by goals, assessment, etc.; work algorithms, reliability and validity of methods, ways to increase the objectivity of assessment, conclusion based on the individual plans development).
• Organizational culture management (structure and types of organizational culture, culture and ideology, ways to change organizational culture).
• Communications management and corporate PR ( business document flow, conflict resolution, holding meetings, strengthening horizontal links between departments, corporate media).
• Release of personnel (dismissal policy, reasons for dismissal, methods of releasing personnel, options for an exit interview, confidentiality agreement, dismissal statistics).

The profession of an HR manager or human resource management specialist is one of the most important for modern business... Today, top managers are increasingly looking for not just a "personnel officer", but an HR partner who is able to effectively solve the strategic task of sustainable provision of the company with trained, motivated and loyal employees. At the same time, we are forced to admit that many HR-managers do not have special training, are trained directly at the workplace and are ready to solve a very limited range of professional tasks. The most trained of them, as a rule, have some stock of theoretical knowledge that does not agree well with their real practice.

The program is designed for employees of HR departments and personnel management services who want to expand their professional capabilities and reach a qualitatively new level in their work. And also for psychologists and other specialists with higher education who decided to master the demanded profession of a specialist in human resource management in an organization.

The main advantages of the program

• The instructors for the program are current HR directors or HR specialists with extensive hands-on experience.
• The program involves the practical development of effective HR technologies that allow you to comprehensively solve the entire range of tasks facing the personnel service of a modern organization (recruitment, adaptation, assessment, motivation, training, mentoring, formation of a personnel reserve, management of loyalty and corporate culture, organization of corporate events, support organizational changes, etc.).
• Active forms of education are used with an emphasis on independent work of students - workshops, trainings, group work in the process of full-time and distance seminars, mutual review of works, student case competitions, collective preparation of certification projects, tutoring. This contributes to the development and development of key competencies that are important in the activities of an HR specialist:
  • ability to analyze and solve problems,
  • skills of working with information,
  • management skills,
  • ability to communicate effectively,
  • self-organization and self-development skills,
  • cooperation skills,
  • professional ethics.
• The programs include a distance learning block, which allows students to master modern tools for remote work of an HR specialist (webinars, web conferences, distance education platforms).

Institute graduates become certified specialists and get the right to conduct a new type of professional activity in the field of personnel management.

The program is designed for part-time education for one year. The volume of the program is 605 hours (of which 450 hours are classroom lessons, a third of which are held in the format of webinars). The program consists of four sessions. Three face-to-face sessions of 13 days each take place at the institute. Students study daily from 10:00 to 18:00. One of the sessions is remote and takes place in the format of webinars. This will allow nonresident students to significantly reduce training costs by saving on travel and accommodation costs. After each session, students complete individual and group practical tasks, pass exams, which is the basis for transferring to the next level of study.

Into the curriculum programs "" Personnel management. Professional training of HR specialists "" included the following educational and practical seminars, trainings, workshops, webinars and lectures:

I Block. Strategic aspects of personnel management:

• Organizational and conceptual issues of personnel management(organizational structure of the enterprise, stages of development of the company, personnel management at different stages of development, strategic planning of personnel, etc.).
• HR management(service structure, performance indicators, distribution of functions, job competencies).
• HR as a business partner(the impact of an HR specialist on business results, the dependence of the HR service's motivation on business results, consulting top officials, the self-sufficiency of the HR department).
• Fundamentals of HR administration(implementation of HR processes in accordance with the Labor Code of the Russian Federation, the conclusion of labor contracts with different categories of workers, a probationary period as a useful management tool, certification in accordance with the Labor Code of the Russian Federation, dismissal without judicial risks).

II Block. Main technologies of personnel management:

• Recruiting(sources of personnel recruitment, resume analysis, types and algorithms of interviews, primary and secondary selection, methods of in-depth research, trial period as the last stage of selection).
• Personnel adaptation(trial period and adaptation period, stages and tools of adaptation, development of programs and assessment of adaptation results).
• Building a mentoring system(mentoring goals, recruiting, training and motivating mentors, evaluating the effectiveness of the mentoring system).
• Talent pool management(tribute to fashion or necessity? who are high-potential employees? talent pool, taking into account the specifics of the business, risks and limitations in creating a talent pool, performance criteria, career development as a way to retain valuable employees).
• Material motivation(monitoring of the salary market, salary systems, salary structure, salary and allowances, benefits and social package, personnel satisfaction monitoring).
• Intangible motivation(types of intangible motivation, identification of demotivation factors, selection of adequate incentives, training managers to manage intangible motivation of personnel).
• Personnel training and development(planning and budgeting of training, identification of training needs, selection of optimal forms and methods, assessment of the effectiveness of the training system).
• Personel assessment(personnel assessment technologies: 360 degrees, assessment by goals, assessment, etc.; work algorithms, reliability and validity of methods, ways to increase the objectivity of the assessment, conclusion based on the assessment results, development of individual development plans).
• Organizational culture management(structure and types of organizational culture, culture and ideology, ways to change organizational culture).
• Communications management and corporate PR(business document flow, conflict resolution, holding meetings, strengthening horizontal ties between departments, corporate media).
• Release of personnel(dismissal policy, reasons for dismissal, methods of releasing personnel, options for an exit interview, confidentiality agreement, dismissal statistics).

III Block. Special issues of personnel management:

• Development of competencies.
• HR project management.
• HR audit of business processes.
• Management coaching.
• Support of organizational changes in the company, work with opinion leaders.
• Formation of commitment and loyalty of staff.
• Cross-cultural communication management in international companies.
• Event management.
• Work in the field of social partnership.

Beginning of classes on the program "Personnel management. Professional training of HR specialists" - November 17, 2014

To enroll in training, you must submit documents in the period from June 1 to October 31, 2014.

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