GUIDE PÉDAGOGIQUE - Hachette

Le questionnaire que les étudiants seront amenés à
concevoir pourra tenir compte de ces éléments.
2. Les valeurs données dans le document Morale not
money pourront également être réutilisées lors de la
conception du questionnaire.
22 Unit 3 – Human Resources
Morale and money
Script de l’enregistrement
– Have you heard about this business consultant
who gives tips on motivating staff?
– No, tell me about it.
– He advocates a communicative and a humane
approach. His idea is that communication is the clue.
He says one has to listen to workers. The recognition
of workers as individuals is what matters. And if
possible one should try to involve workers in the
running of the firm
– I’m sure this time he’s exaggerating!
– No, believe me, staff should be given access to
training, and when it comes to motivating workers
it’s job satisfaction that counts, not money!
See, what matters for workers is that their
achievement is recognized and praised. What they
want to know as well is how they are going to
be promoted. That’s why the Human Resources
Manager’s got to talk to them and assess them as
often as possible. See, they need to feel that they are
part of a winning team.
He is convinced, and I believe he’s right, that the key
to success is to make sure the goals and ambitions of
the company match those of the employees.
– I wonder if what you both say is realistic, but I
quite like what I’ve heard so far! His philosophy is
that “unity brings strength!” and I go along with
that.
Document 3. matching people
to jobs
a. Le site Monster peut aider l’employeur à sélectionner
des candidats afin d’obtenir la meilleure adéquation
possible entre le poste et le postulant.
Take control of your candidate search
Monster’s Resumé Search gives you the power to
proactively select the most qualified candidates for
your jobs. No more waiting for the perfect person
to apply. No more reviewing countless unqualified
resumés. Instead, you’ll have instant one-click access
to candidates who meet the exact requirements of
your jobs.
Managing resumes When you conduct a search,
you’ll see a list of qualified resumés, including top
level information like the job seeker’s most recent
job title, employer, and desired “target job.” You can
choose a brief or detailed view and sort your results
by resume title, location and posting date.
Rating and sorting candidates Once you’ve saved
favourite resumés, you can use Monster’s resumé
rating tool to easily rank candidates based on how
qualified they are for a given job.
b. Les documents suivants permettent d’apporter des
éléments supplémentaires sur la façon de garder son
personnel.
Matching people to jobs also means an analysis
of the major job requirements (identified in the
job description and performance plan) and related
knowledge, skills, and abilities.
It is the responsibility of supervisors and managers to
utilize available resources to shortlist, train, qualify,
and develop their employees.
An example of employee retention strategy:
1. Assess the organization,
2. Hold people accountable,
3. Measure what is important,
4. Increase employee ownership and involvement,
5. Build relationships and create a positive first
impression,
6. Devise intervention strategies.
http://www.highretention.com/ereport-strategy.html
3. Finding and hiring top talent has never been
tougher than it is today, but retaining star performers
is tougher still. Unfamiliar with the psychology of
work satisfaction, managers reward their best
employees handsomely and assume they’re happy.
But when these employees leave, as they frequently
do, managers conclude that there was nothing they
could have done to prevent the departure. That’s
where they’re wrong. What’s often missing from top
performers’ jobs are responsibilities that coincide with
their “deeply embedded life interests.”
A manager can help uncover an employee’s life
interests by probing, observing, and applying a little
psychology. That done, manager and employee can
customize work with job sculpting – a process that
matches the employee to a job that allows her deeply
embedded life interests to be expressed.
• Ask employees to play an active role in job
sculpting, perhaps by having them write about their
views concerning career satisfaction – an excellent
starting point for a discussion.
• In some cases sculpting can begin simply by
adding a new responsibility. An engineer who has
a deeply embedded life interest in counselling and
mentoring might be asked to plan and manage the
orientation of new hires.
© Éditions Foucher