Sometimes, particularly efficient and forward-looking employees break into the leader’s workday routine with a proposal to share their burden for the outcome of the whole business. Such employees possess strategic skills or experience that can improve the existing products or services of an enterprise, and moreover, they feel ready to take a quantum leap in their development, and want to take on the role of a mature business partner, and not just of an ordinary employee. And then, the leader faces a dilemma: to fire such an overweening and brass-necked jumped-up nobody or entrust a separate important business area to this key employee.
A job interview is one of the most common tools used for staff selection and assessment. The purpose of the job interview is to get a reliable evaluation of applicant’s appropriateness for the job s/he is applying for. There are no universally good or bad applicants; there are only suitable and unsuitable applicants for each specific vacancy.
The key factor influencing the performance of any enterprise is its staff.
Work motivation issues become more relevant and important from practical perspective. Work motivation is directly related to the needs of any person, as the prerequisite of his/her involvement into operating activities and the way to the best settlement of social problems.
Modern business situation, peculiarities of modern economy demand new, and most importantly, effective approaches to human resources management. Together with functional and project approaches, which are used in management to a greater or lesser extent, quite efficient approach to establishing HR management system in the company becomes HR marketing.
We all know that one of the key resources of an enterprise is its staff. But how often do we start wondering what damage this key resource can cause to the organisation? And what can be considered as threats to HR security?