{"id":13180,"date":"2019-09-10T10:12:32","date_gmt":"2019-09-10T08:12:32","guid":{"rendered":"https:\/\/www.balance.rs\/?p=13180"},"modified":"2020-11-20T18:03:32","modified_gmt":"2020-11-20T17:03:32","slug":"ko-se-bavi-ljudima-u-vasoj-kompaniji","status":"publish","type":"post","link":"https:\/\/www.balance.rs\/en\/ko-se-bavi-ljudima-u-vasoj-kompaniji\/","title":{"rendered":"Ko se bavi ljudima?"},"content":{"rendered":"\t\t
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Da li je te\u0161ko na\u0107i konobara?<\/h2>\n

Ve\u0107ina poslodavaca se tek od skoro suo\u010dava sa realnom situacijom sa HR i situacijomn na tr\u017ei\u0161tu rada. I dok je ranije bilo te\u0161ko na\u0107i \u0161kolovane menad\u017eere, in\u017eenjere i licencirane stru\u010dnjake danas postaje te\u0161ko na\u0107i voza\u010da ili konobara. Kako nam analize odliva radne snage pokazuju o\u010dekuje se jo\u0161 ve\u0107i gubitak u godinama koje dolaze. Nekako uprkos svim tim \u010dinjenicama, deviza \u201eako ti ne\u0107e\u0161 da radi\u0161, ima ko ho\u0107e\u201c i dalje opstaje i ozbiljno tro\u0161i vreme i spre\u010dava razvoj doma\u0107ih kompanija. Zato vas i pitam \u201eKo se bavi ljudima<\/strong> u va\u0161oj kompaniji?\u201c<\/a><\/p>


<\/p>\n

Da li ste u tzv.kadrovsku slu\u017ebu stavili biv\u0161e knjigovo\u0111e pred penzijom ili one koji se ba\u0161 nisu sna\u0161li u komercijali ili vam ceo posao obavlja pravnik jer on \u201esamo\u201c pi\u0161e ugovore o radu pa ima vremena? Mo\u017eda ste ipak svesni da vam treba HR menad\u017eer pa ste zaposlili mladog i ambicioznog kandidata koji to nije imao gde da nau\u010di, ali \u017eeli taj posao i trudi se, i sada ni vama nije ba\u0161 jasno \u0161ta dalje. \u0160to se vas ti\u010de vi mu dajete platu a ne vidite \u0161ta vam se vra\u0107a, zar ne? I postavlja se pitanje \u2013 \u201eDa li nam treba i koliko nas ko\u0161ta?\u201c<\/p>


<\/p>


<\/p>\n

Koliko ko\u0161ta HR?<\/h2>\n

Da biste znali da li vam treba HR slu\u017eba i da li na toj poziciji imate ljude koji mogu da odgovore na zahteve posla potrebno je da razumete \u0161ta se to promenilo od vremena tzv.\u201ekadrovske\u201c do dana\u0161njeg posla u HR-u.<\/p>


<\/p>\n

E, pa ovako, da razjasnimo nekoliko stvari.<\/p>


<\/p>\n

To \u0161to se nekad smatralo za retko potrebnu i stati\u010dnu slu\u017ebu danas je postala jedna od najdinami\u010dnijih oblasti rada. Slu\u017eba ljudskih resursa<\/strong><\/a> je evoluirala i postala neophodan partner svakoj uspe\u0161noj kompaniji. Odavno to vi\u0161e nije posao koji se ograni\u010dava na zapo\u0161ljavanje i otpu\u0161tanje zaposlenih. Danas HR sprovodi mnogo drugih aktivnosti kojima zaposlene osna\u017euje, uklju\u010duje u procese rada, motivi\u0161e, prati njihov rad, vodi ra\u010duna o tome da budu objektivno ocenjeni i pravilno nagra\u0111eni. HR slu\u017eba u mnogome doprinosi kreiranju poslovne kulture u jednoj kompaniji kao i poslovnog iskustva drugih zaposlenih.<\/p>


<\/p>\n

Od osobe koja samo prati postavljena pravila HR menad\u017eer\/direktor\/partner postao je osoba koja je tu da bude <\/a>mentor<\/a><\/strong> i podr\u0161ka<\/strong> liderima.<\/strong> <\/a>Nekada su mu se zaposleni obra\u0107ali u nu\u017edi i sa strahom od posledica, danas dolaze po feedback i smernice za dalje napredovanje.<\/p>


<\/p>\n

Ranije je HR menad\u017eer jedino imao zadatak da poslovanje odr\u017eava u funkciji tj. da odr\u017eava status quo, danas u doba stalnih promena i unapre\u0111enja dobija novu ulogu. Njegov  zadatak je, osim odr\u017eavanja nesmetanog toka poslovanja, upravo i  da bude vode\u0107a snaga u procesima promena i da svojim delovanjem stvori atmosferu u kojoj zaposleni promene prihvataju i te\u017ee rastu i razvoju.<\/p>


<\/p>\n

HR menad\u017eer do skoro nije imao nikakvog uticaja na kreiranje strategije poslovanja. Danas, kada nema strategije bez ozbiljnog bavljenja ljudima i kada nema napretka bez motivisanih i zadovoljnih zaposlenih HR menad\u017eer dobija mesto za stolom i u\u010destvuje u kreiranju strate\u0161kih planova. Prate\u0107i tr\u017ei\u0161te rada, trendove, vrednosti zaposlenih i budu\u0107ih zaposlenih i o\u010dekivane beneficije, kao i uzimaju\u0107i u obzir op\u0161te dru\u0161tvene promene HR menad\u017eer je u prilici da pru\u017ei zna\u010dajan doprinos u kreiranju dugoro\u010dnih planova.<\/p>


<\/p>\n

I da, da se vratimo na novac. Nekada je HR slu\u017eba bila posmatrana isklju\u010divo kao mesto tro\u0161ka jer direktno ne zara\u0111uje novac. Ali da li je tako i danas? Kada sagledamo da je njen doprinos u kreiranju strategije, kreiranju zadovoljstva zaposlenih<\/strong> (koje direktno uti\u010de na u\u010dinak), kada zaposlenjem pravog \u010doveka na pravu poziciju<\/strong> mo\u017eemo da razvijamo dalje poslovanje,  jasno je da HR slu\u017eba kreira profit. O u\u0161tedi koju dobijate svaki put kada izbegnete pogre\u0161no zapo\u0161ljavanje, i slanje neadekvatnih ljudi na pla\u0107ene obuke, kada vam HR blagovremenim planiranjem zapo\u0161ljavanja i planom sledljivosti kadrova omogu\u0107i da vam posao ne trpi usled nepredvi\u0111enih situacija nema potrebe ni da govorimo.<\/p>


<\/p>\n

Iako ima jo\u0161 mnogo aspekata koji pokazuju evoluiranje HR funkcije, mo\u017eda je dovoljno da na kraju samo razumemo da vi\u0161e ne va\u017ei jedno pravilo za sve, jer ljudi nisu samo resurs, ve\u0107 je potrebno razviti individualan pristup za svakog zaposlenog.<\/a> Svi pojedina\u010dno su razli\u010diti a svi zajedno predstavljaju sr\u017e svakog posla.<\/p>


<\/p>


<\/p>\n

Da li se HR u\u010di?<\/h2>\n

Ako ste stigli do ovog dela u tekstu sigurno ve\u0107 razmi\u0161ljate o tome da li osoba koja se u va\u0161oj kompaniji bavi ljudima mo\u017ee uspe\u0161no da iznese sve ove zadatke. Da, kompleksno je, ali ni\u0161ta nije nemogu\u0107e nau\u010diti.<\/p>


<\/p>\n

Prvu priliku za razvoj imate ve\u0107 20. septembra<\/strong> kada po\u010dinje na\u0161 trodnevni trening<\/a> na kome \u0107emo se baviti svim zna\u010dajnim HR temama koriste\u0107i konkretne primere iz prakse i interaktivne ve\u017ebe.<\/p>


<\/p>\n

Vidimo se, tu smo da se razvijamo zajedno.<\/p>


<\/p>\n

Autor<\/p>\n

Dubravka \u0110or\u0111evi\u0107<\/a><\/p>\n

HR konsultant<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Da li je te\u0161ko na\u0107i konobara? Ve\u0107ina poslodavaca se tek od skoro suo\u010dava sa realnom situacijom sa HR i situacijomn na tr\u017ei\u0161tu rada. I dok je ranije bilo te\u0161ko na\u0107i \u0161kolovane menad\u017eere, in\u017eenjere i licencirane stru\u010dnjake danas postaje te\u0161ko na\u0107i voza\u010da ili konobara. Kako nam analize odliva radne snage pokazuju o\u010dekuje se jo\u0161 ve\u0107i gubitak […]<\/p>\n","protected":false},"author":4,"featured_media":13181,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[30,11,46,4],"tags":[],"class_list":["post-13180","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-coaching","category-liderstvo","category-ljudski-resursi","entry","has-media"],"yoast_head":"\nHR- ko se bavi ljudima u va\u0161oj kompaniji? 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