During the period of general decline of many processes and undergo a global change. The scope of human capital management is no exception. A key feature of high- personalschikov today is the ability to think in new ways, the ability to arrive at innovative solutions in familiar areas, and to think creatively. From the HR professionals are waiting for fresh ideas, changes in HR processes and modified ( or new ) procedures. And all the innovations either do not have to be expensive for organizations, or to be fully repaid in the shortest time. It is easy to implement HR innovations in periods of prosperity to the organization, but today's business conditions do not seem to be the most favorable time for the deployment of large-scale initiatives in the management of human capital.
No less of experience and top managers. They have to constantly look for ways to avoid unnecessary costs. The cost of HR department is usually classified as quite significant, so personalschikam must be proactive in their innovative endeavors.
Often, department personnel have to make relatively unpopular measures in order to help their organizations survive in the difficult period of its existence - in other words, to help save money. In turn, the management expects all divisions of suggestions and innovations that will strengthen the organization and serve as a platform for the next post-crisis recovery.
Anti-crisis innovation in human capital management must address the following aspects:.
Reducing the number of employees.
Strategic initiatives to improve productivity and efficiency throughout the organization as a whole.
Create a new compensation scheme.
Cancel some preferential schemes.
Reducing the cost of the program of training and development.
At the same time, key initiatives in the management of human capital should be addressing the following issues:.
Identifying and retaining key employees in the organization.
Identification of people with the highest potential and create programs for their development.
The last two problems is really difficult to decide, taking into account that the management expects HR specialist solutions minimalnyimi the cost of their embodiment in the life. That is why an expert on human capital management -class must have a valid set of priorities and understand the strategic impact of innovation in the field of HRM in a difficult time for the organization.
In fact, the role of personnel management is not to reduce costs. The task of HR departments - to help the company become stronger and successfully prepare for the subsequent period of growth.
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