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5. The introduction of the agent in the collective

• The introduction of the agent in the collective

The introduction of the agent in the collective

  If your business is involved in a great working team, a part of human resource management is maintaining it healthy moral climate. Our agency is ready to offer you, well known in the West: the control of employees and management team through the mood of the embedded agents.

 

Monitoring employees is part of a process called "personnel security". Risks to the company associated with the personnel and labor relations are sufficiently large. Working with the personnel structure should not weaken at all stages: the search for candidates, the selection and reception staff, its adaptation to the team and in the labor process, monitoring and correction of up to and including dismissal.

 Even with the constant control 80% of the damage and intangible assets the company does its own staff. As a potentially honest statistics are 15% of workers, up to 85% of workers in the field should pospast attention. Without a permanent job with the staff can not determine who might be above suspicion, not to mention the control of others. This is the first argument in favor of the introduction of the agent in the team.

 Another cause for constant concern is the psychological climate in the enterprise. In the stable operating structure can count on the loyalty of staff in relation to the company. Once the macro or micro-economic factor becomes unfavorable, the collective mood goes out of scope of loyalty. At this point in the group must appear one or more leaders, working in the exacerbation of negative sentiment.

 

There are a number of external threats to destabilize the team:

Crisis inflation and lower growth in wages.
Installation of competing companies in the poaching of personnel.
Pressure on the team, coming from external sources, getting the team to various types of addiction.
The best conditions for motivating companies-competitors.
 Of all the external threats only the latter can not be overcome at the level of personnel work. The remaining positions can be taken under the internal controls in the enterprise.

 Since the crisis, and inflation related to the industry and the economy as a whole, skillful personnel work can pay off at the time of an acute dissatisfaction with the team. If we manage to survive economically difficult times, staff are not taken aback by the time of the crisis.

 Poaching of personnel to other companies - nothing like a good human resources job competition. If competitors do not have the factor of higher wages, introduced the team member will be able to repay the interest in changing jobs. And the external pressure on the team can be used as a tool for uniting with proper selection of a leader and set the overall victory. Formation of the installation - the case of our agent.

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