{"id":3014,"date":"2020-03-23T08:30:38","date_gmt":"2020-03-23T07:30:38","guid":{"rendered":"https:\/\/bcoaching.online\/?p=3014"},"modified":"2020-04-08T08:35:43","modified_gmt":"2020-04-08T07:35:43","slug":"uspesan-hr-je-sastavni-deo-biznis-modela","status":"publish","type":"post","link":"https:\/\/bcoaching.online\/sr\/uspesan-hr-je-sastavni-deo-biznis-modela\/","title":{"rendered":"Uspe\u0161an HR je sastavni deo biznis modela"},"content":{"rendered":"\n

Violeta, Vi imate puno iskustva kada je u pitanju \u201e HR u banci. Da li uo\u010davate neke razlike izme\u0111u HR-a u bankarstvu i u drugim industrijama?<\/strong><\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Pozicioniranje i uloga ljudskih resursa bi trebalo da bude ista u svim industrijama. HR procesi su tako\u0111e isti, ono \u0161to se razlikuje su metodologija ili implementacija procesa. Razlike poti\u010du iz specifi\u010dnih oblasti industrije, kao i razli\u010ditih kompetencija koje neki posao zahteva. <\/p>\n\n\n\n

Mi imamo tu privilegiju da radimo u bankarstvu budu\u0107i da je to jedan od najregulisanijih sektora, pa smo zato primorani da primenjujemo profesionalne standarde i procese bez obzira na svest o potrebi ili razumevanju njihovih koristi u organizaciji. Banke su na neki na\u010din bile pokreta\u010d razvoja ljudskih resursa u na\u0161em regionu.<\/p>\n\n\n\n

Posve\u0107eni ljudi su\nnajve\u0107a snaga kompanije. Kako mo\u017eemo da ih \u010duvamo tako da ostanu u tom \u201cmodu\u201d?<\/strong><\/p>\n\n\n\n

Ovo je svakako kompleksno pitanje; a odgovor se\u017ee u rane\nfaze, sve do procesa zapo\u0161ljavanja i uspostavljanja biznis modela kompanije. Ne\npostoji jedna stvar koju morate da uradite ili ne uradite, re\u010d je o stvaranju\nkulture zajedni\u010dkih vrednosti, otvorenosti, poverenja i odgovornosti, kao i\ndeljenju ove kulture sa profesionalcima. Kompetentne i motivisane osobe se\npridru\u017euju kompaniji, ali posve\u0107ene osobe su one koje poma\u017eu razvoju kompanije.\nPrvo je ono \u0161to dobijate, a drugo je ono \u0161to ste u stanju da stvorite. <\/p>\n\n\n\n

Naglasi\u0107u dve stavke. <\/p>\n\n\n\n

Bez obzira na to u kojoj industriji poslujete, va\u0161 posao mora imati smisla. Ukoliko poslu date svrhu, pove\u017eete ciljeve sa vrednostima koje delite sa svojim saradnicima, sklopi\u0107ete va\u017ean deo slagalice. U zavisnosti od industrije, modifikova\u0107ete nivo informacija koje pru\u017eate ili na\u010din na koji prenosite vrednosti svojim ljudima.<\/p><\/blockquote>\n\n\n\n

Druga stvar je da treba da prepoznate rad svojih zaposlenih. Ovo nije ni jednostavan ni najkra\u0107i na\u010din da se posao zavr\u0161i, ali je obavezan kako bi se osigurali \u017eeljeni ishodi i uspeh. Kako ovo radimo? Morate da gledate na svoje saradnike kao na pojedince; da saslu\u0161ate \u0161ta imaju da ka\u017eu, \u010dak i kada znate da njihov predlog u ovom trenutku nije najbolji. Potrebno je da osete da mogu da vam se otvoreno obrate i iska\u017eu svoje mi\u0161ljenje o bilo kojoj temi, da ih cenite i vrednujete njihovo mi\u0161ljenje. Svakako je dobro za posao ako mo\u017eete da posvetite deo svog vremena razvoju i operacionalizaciji njihovih ideja i da ih li\u010dno upoznate sa kvalitetom svojih predloga. Ovo tako\u0111e zna\u010di da va\u0161i saradnici imaju prava da ne budu u pravu; da gre\u0161e, kao \u0161to svi to nenamerno i uradimo. U\u010denje iz gre\u0161aka nije samo izreka; to je prava prilika za procenu i potvrdu na\u0161ih perspektiva. U nekom trenutku, s iskustvom otvorene diskusije, posta\u0107e produktivniji, realisti\u010dniji i ve\u0161tiji. Obe strane \u0107e nau\u010diti (obe strane, jer dono\u0161enje odluka kao jedna od glavnih uloga menad\u017eera ili lidera je da to uradi zajedno sa timom). Da, ovo zahteva vreme, ali koristi su mnogobrojne. Izgradi\u0107ete poverenje, a njihovo poverenje \u0107e vam pomo\u0107i da budu posve\u0107eni \u010dak i kada nemate tu privilegiju da ih uklju\u010dite u projekat, kada treba samo da ka\u017eete \u0161ta treba da se obavi bez dodatnog obja\u0161njavanja. <\/p>\n\n\n\n

Uradi to jer sam ti ja tako rekao <\/strong>ne funkcioni\u0161e sa profesionalcima ili ljudima u na\u0161oj kulturi. A \u010dak i kada bi funkcionisalo, razmislite da li su vam zaista potrebni ljudi koji \u0107e uvek \u010dekati da im vi ka\u017eete \u0161ta treba da rade?! Ovo \u0107e vam pove\u0107ati ego, ali \u0161ta ako ne uspete da prepoznate o\u010diglednu prepreku? Poslu\u0161ni ljudi mo\u017eda jesu verni, ali ne\u0107e postati posve\u0107eni. I jo\u0161 ne\u0161to: ne treba da stvorimo ljude posve\u0107ene menad\u017eerima, ve\u0107 rezultatima, poslu i kompaniji.<\/p>\n\n\n\n

Va\u0161a uloga je\nizuzetno va\u017ena kada je u pitanju razvoj ljudi. Kako biste ovo malo detaljnije\nobjasnili? <\/strong><\/p>\n\n\n\n

HR treba da zna i razume poslovanje kompanije i sa druge strane, da poznaje svoje zaposlene. <\/p>\n\n\n\n

Razvoj ljudi je integrativni proces, gde produbljivanje znanja pojedinca o biznisu prati li\u010dni razvoj i sazrevanje. <\/p><\/blockquote>\n\n\n\n

Uspeh dolazi ako uspete da unapredite sve ove tokove. Ishod bi mogao biti da ste stvorili osobu koja je spremna da napusti kompaniju, \u0161to nije negativna stvar. Svi mi se razvijamo tokom ovog procesa, a prednosti za kompaniju su brojne, kako interne tako i eksterne. <\/p>\n\n\n\n

Do najboljih\nrezultata dolazimo kada kombinujemo razli\u010dite metodologije za razvoj ljudi. \u0160ta\nVi preferirate?<\/strong><\/p>\n\n\n\n

Preferiram da po\u010dnem od po\u010detka: profesionalna procena kandidata pri procesu zapo\u0161ljavanja, pa\u017eljivo vo\u0111enje kroz integraciju, pametna procena i povratne informacije ukoliko postoji potreba. Ne radi se toliko o metodologijama koliko o na\u0161em realisti\u010dnom pristupu i uravnote\u017eenim intervencijama. <\/p>\n\n\n\n

\"\"<\/figure><\/div>\n\n\n\n

Kako kou\u010ding mo\u017ee\nda uti\u010de na pobolj\u0161anje rada HR-a?<\/strong><\/p>\n\n\n\n

Interni kou\u010ding je va\u017ena uloga HR-a. Menad\u017eeri koji su otvoreni za blizak rad sa HR-om ne re\u0161avaju samo \u201cprobleme\u201d u oblasti odgovornosti, ve\u0107 tako\u0111e u\u010de i pobolj\u0161avaju svoj menad\u017eerski set ve\u0161tina.<\/p><\/blockquote>\n\n\n\n

Ovo svakako zavisi od iskustva HR-a, ali lagano vo\u0111enje menad\u017eera kroz njihov li\u010dni razvoj je, iz moje perspektive, jedan od glavnih zadataka HR-a. <\/p>\n\n\n\n

Za kraj, koja je\nVa\u0161a vizija o budu\u0107nosti HR-a?<\/strong><\/p>\n\n\n\n

Verujem da je uspe\u0161an HR sastavni deo biznis modela. Iz moje perspektive, ne morate da znate ta\u010dno \u010dime se bavi HR (odnosno, da navedete sve procese HR-a), a do najve\u0107ih postignu\u0107a se dolazi kada se HR kombinuje sa drugim procesima u kompaniji. Najve\u0107i kompliment za mene li\u010dno jeste kada me ljudi pitaju za mi\u0161ljenje o njihovom radu, o idejama ili za savet kako da dovr\u0161e neki projekat. Ovo ostaje poverljivo, ne mo\u017eete da idete okolo i hvalite se ovim. Ali samo znanje da vam neko veruje i ceni va\u0161e iskustvo i podr\u0161ku je izuzetno. Kako biste ovo postigli, klju\u010dno je da poznajete svoje ljude i razumete biznis. Dakle, pravi HR je putni komplet na va\u0161em uspe\u0161nom biznis putovanju!<\/p>\n","protected":false},"excerpt":{"rendered":"

Violeta, Vi imate puno iskustva kada je u pitanju \u201e HR u banci. Da li uo\u010davate neke razlike izme\u0111u HR-a u bankarstvu i u drugim industrijama? Pozicioniranje i uloga ljudskih resursa bi trebalo da bude […]<\/a><\/p>\n<\/div>","protected":false},"author":137,"featured_media":2952,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[75,30,70],"tags":[],"class_list":["post-3014","post","type-post","status-publish","format-standard","has-post-thumbnail","category-hr-sr","category-q7-izdanje","category-razvoj-ljudi-sr"],"yoast_head":"\nUspe\u0161an HR je sastavni deo biznis modela - BCoaching<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/bcoaching.online\/sr\/uspesan-hr-je-sastavni-deo-biznis-modela\/\" \/>\n<meta property=\"og:locale\" content=\"sr_RS\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Uspe\u0161an HR je sastavni deo biznis modela - BCoaching\" \/>\n<meta property=\"og:description\" content=\"Violeta, Vi imate puno iskustva kada je u pitanju \u201e HR u banci. Da li uo\u010davate neke razlike izme\u0111u HR-a u bankarstvu i u drugim industrijama? 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