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string(34) "---------------------------------1"
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["ACTIVE_FROM"]=> NULL ["~ACTIVE_FROM"]=> NULL ["TIMESTAMP_X"]=> string(19) "06/04/2020 18:49:56" ["~TIMESTAMP_X"]=> string(19) "06/04/2020 18:49:56" ["DETAIL_PAGE_URL"]=> string(49) "/library/hr/28-tekuchka-and-how-do-you-count-her/" ["~DETAIL_PAGE_URL"]=> string(49) "/library/hr/28-tekuchka-and-how-do-you-count-her/" ["LIST_PAGE_URL"]=> string(17) "/library/library/" ["~LIST_PAGE_URL"]=> string(17) "/library/library/" ["DETAIL_TEXT"]=> string(1087) "An important indicator of HR performance and the company's image in general is the turnover rate by year and for the company as a whole. In total, there are two important indicators: the turnover itself and the average term of work in the company. Tekuchka is the ratio of the average number of employees to the number of fired employees (we exclude people who came for 1-2 days and realized that it was not their job, there were few of them, but there were some). Average term of employment in the company - everything is clear here: we consider the average number of employees in the company or departments, including the General Director (after all, the business can be split or sold, remember?) In Extyl, this figure was 18% over the last 8 years (the total), and this year it rose to 22%. After some research it became clear that this percentage is related to new positions: for example, only on the third HR we realized what we want from each other, two assistants also changed. If you remove the new positions, you will get a 15% reduction." ["~DETAIL_TEXT"]=> string(1047) "An important indicator of HR performance and the company's image in general is the turnover rate by year and for the company as a whole. In total, there are two important indicators: the turnover itself and the average term of work in the company. Tekuchka is the ratio of the average number of employees to the number of fired employees (we exclude people who came for 1-2 days and realized that it was not their job, there were few of them, but there were some). Average term of employment in the company - everything is clear here: we consider the average number of employees in the company or departments, including the General Director (after all, the business can be split or sold, remember?) In Extyl, this figure was 18% over the last 8 years (the total), and this year it rose to 22%. After some research it became clear that this percentage is related to new positions: for example, only on the third HR we realized what we want from each other, two assistants also changed. If you remove the new positions, you will get a 15% reduction." ["DETAIL_TEXT_TYPE"]=> string(4) "text" ["~DETAIL_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_TEXT"]=> string(189) "All companies have flow, and digital especially. An important indicator of HR performance and the company's image in general is the turnover rate by year and for the company as a whole." ["~PREVIEW_TEXT"]=> string(185) "All companies have flow, and digital especially. An important indicator of HR performance and the company's image in general is the turnover rate by year and for the company as a whole." ["PREVIEW_TEXT_TYPE"]=> string(4) "text" ["~PREVIEW_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_PICTURE"]=> NULL ["~PREVIEW_PICTURE"]=> NULL ["LANG_DIR"]=> string(1) "/" ["~LANG_DIR"]=> string(1) "/" ["CODE"]=> string(36) "28-tekuchka-and-how-do-you-count-her" ["~CODE"]=> string(36) "28-tekuchka-and-how-do-you-count-her" ["EXTERNAL_ID"]=> string(5) "16153" ["~EXTERNAL_ID"]=> string(5) "16153" ["IBLOCK_TYPE_ID"]=> string(4) "news" ["~IBLOCK_TYPE_ID"]=> string(4) "news" ["IBLOCK_CODE"]=> string(0) "" ["~IBLOCK_CODE"]=> string(0) "" ["IBLOCK_EXTERNAL_ID"]=> NULL ["~IBLOCK_EXTERNAL_ID"]=> NULL ["LID"]=> string(2) "en" ["~LID"]=> string(2) "en" ["EDIT_LINK"]=> NULL ["DELETE_LINK"]=> NULL ["DISPLAY_ACTIVE_FROM"]=> string(0) "" ["FIELDS"]=> array(1) { ["DATE_CREATE"]=> string(19) "06/04/2020 17:35:09" } ["PROPERTIES"]=> array(1) { [" "]=> NULL } ["DISPLAY_PROPERTIES"]=> array(0) { } ["IPROPERTY_VALUES"]=> array(0) { } } [1]=> array(49) { ["DATE_CREATE"]=> string(19) "06/04/2020 17:33:38" ["~DATE_CREATE"]=> string(19) "06/04/2020 17:33:38" ["ID"]=> string(5) "16152" ["~ID"]=> string(5) "16152" ["IBLOCK_ID"]=> string(2) "46" ["~IBLOCK_ID"]=> string(2) "46" ["IBLOCK_SECTION_ID"]=> string(4) "2432" ["~IBLOCK_SECTION_ID"]=> string(4) "2432" ["NAME"]=> string(22) "#38. HR and HR errors." ["~NAME"]=> string(22) "#38. HR and HR errors." ["ACTIVE_FROM"]=> NULL ["~ACTIVE_FROM"]=> NULL ["TIMESTAMP_X"]=> string(19) "06/04/2020 17:33:38" ["~TIMESTAMP_X"]=> string(19) "06/04/2020 17:33:38" ["DETAIL_PAGE_URL"]=> string(32) "/library/hr/38-hr-and-hr-errors/" ["~DETAIL_PAGE_URL"]=> string(32) "/library/hr/38-hr-and-hr-errors/" ["LIST_PAGE_URL"]=> string(17) "/library/library/" ["~LIST_PAGE_URL"]=> string(17) "/library/library/" ["DETAIL_TEXT"]=> string(1974) "For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by.

1. It's a long stretch to decide on a candidate.
Each company sets its own time frame, but it is wrong to think for 1-2 weeks in the market conditions. In such a period, a strong candidate will leave. The decision is to give yourself a tough deadline of 2-3 working days, marking his own candidate.
If there are doubts about priorities - remember, firstly, how much it costs to hire an employee from agencies, and secondly, try at least to calculate the lost profit.

2. Do not find out the motivation beyond the financial component.
We all work for money, but there must also be additional motivation. If you interrupt only with money, but do not hear the wishes, then all will end up leaving. And even for a lower salary, but in an interesting project. Such quitting is stress for the team, Eichar, the manager.

3. Not to discuss hiring problems with your superiors.
There is a flow of candidates, but for some reason the staff is not expanding? It is necessary to meet with the "council of elders" and discuss why people do not go: salary, projects, reputation, time on the road. These are obvious factors, but there is also this:
- the friendliness and adequacy of the HR/Secretary. It has had an impact and a couple of times. Find out, who and how communicates with the person for the first time, whether they spend a tour of the office (if, of course, is planned an offshore).
- hygienic factors. Smells in the room (e.g. food, in the hallway), shouting/phone conversations (which may also set a person up incorrectly) - all these factors also affect the decision making process.

The general advice is: Selling the job = Selling your job to potential lids." ["~DETAIL_TEXT"]=> string(1866) "For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by. 1. It's a long stretch to decide on a candidate. Each company sets its own time frame, but it is wrong to think for 1-2 weeks in the market conditions. In such a period, a strong candidate will leave. The decision is to give yourself a tough deadline of 2-3 working days, marking his own candidate. If there are doubts about priorities - remember, firstly, how much it costs to hire an employee from agencies, and secondly, try at least to calculate the lost profit. 2. Do not find out the motivation beyond the financial component. We all work for money, but there must also be additional motivation. If you interrupt only with money, but do not hear the wishes, then all will end up leaving. And even for a lower salary, but in an interesting project. Such quitting is stress for the team, Eichar, the manager. 3. Not to discuss hiring problems with your superiors. There is a flow of candidates, but for some reason the staff is not expanding? It is necessary to meet with the "council of elders" and discuss why people do not go: salary, projects, reputation, time on the road. These are obvious factors, but there is also this: - the friendliness and adequacy of the HR/Secretary. It has had an impact and a couple of times. Find out, who and how communicates with the person for the first time, whether they spend a tour of the office (if, of course, is planned an offshore). - hygienic factors. Smells in the room (e.g. food, in the hallway), shouting/phone conversations (which may also set a person up incorrectly) - all these factors also affect the decision making process. The general advice is: Selling the job = Selling your job to potential lids." ["DETAIL_TEXT_TYPE"]=> string(4) "text" ["~DETAIL_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_TEXT"]=> string(186) "For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by." ["~PREVIEW_TEXT"]=> string(186) "For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by." ["PREVIEW_TEXT_TYPE"]=> string(4) "text" ["~PREVIEW_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_PICTURE"]=> NULL ["~PREVIEW_PICTURE"]=> NULL ["LANG_DIR"]=> string(1) "/" ["~LANG_DIR"]=> string(1) "/" ["CODE"]=> string(19) "38-hr-and-hr-errors" ["~CODE"]=> string(19) "38-hr-and-hr-errors" ["EXTERNAL_ID"]=> string(5) "16152" ["~EXTERNAL_ID"]=> string(5) "16152" ["IBLOCK_TYPE_ID"]=> string(4) "news" ["~IBLOCK_TYPE_ID"]=> string(4) "news" ["IBLOCK_CODE"]=> string(0) "" ["~IBLOCK_CODE"]=> string(0) "" ["IBLOCK_EXTERNAL_ID"]=> NULL ["~IBLOCK_EXTERNAL_ID"]=> NULL ["LID"]=> string(2) "en" ["~LID"]=> string(2) "en" ["EDIT_LINK"]=> NULL ["DELETE_LINK"]=> NULL ["DISPLAY_ACTIVE_FROM"]=> string(0) "" ["FIELDS"]=> array(1) { ["DATE_CREATE"]=> string(19) "06/04/2020 17:33:38" } ["PROPERTIES"]=> array(1) { [" "]=> NULL } ["DISPLAY_PROPERTIES"]=> array(0) { } ["IPROPERTY_VALUES"]=> array(0) { } } [2]=> array(49) { ["DATE_CREATE"]=> string(19) "06/04/2020 17:32:28" ["~DATE_CREATE"]=> string(19) "06/04/2020 17:32:28" ["ID"]=> string(5) "16151" ["~ID"]=> string(5) "16151" ["IBLOCK_ID"]=> string(2) "46" ["~IBLOCK_ID"]=> string(2) "46" ["IBLOCK_SECTION_ID"]=> string(4) "2432" ["~IBLOCK_SECTION_ID"]=> string(4) "2432" ["NAME"]=> string(42) "#40. Building an HR system in the company." ["~NAME"]=> string(42) "#40. Building an HR system in the company." ["ACTIVE_FROM"]=> NULL ["~ACTIVE_FROM"]=> NULL ["TIMESTAMP_X"]=> string(19) "06/04/2020 17:32:28" ["~TIMESTAMP_X"]=> string(19) "06/04/2020 17:32:28" ["DETAIL_PAGE_URL"]=> string(52) "/library/hr/40-building-an-hr-system-in-the-company/" ["~DETAIL_PAGE_URL"]=> string(52) "/library/hr/40-building-an-hr-system-in-the-company/" ["LIST_PAGE_URL"]=> string(17) "/library/library/" ["~LIST_PAGE_URL"]=> string(17) "/library/library/" ["DETAIL_TEXT"]=> string(710) "The subject is undoubtedly complicated, and there will be several posts. We'll start with the basics.

Planning. With an average recruitment rate of 1 person in 2-8 weeks, you need to know in advance what people are needed. It is best to organize a briefing with top managers once a week and get feedback - who needs it now and who - a little later.

HR full time. Even if there's not enough budget, it's worth it. Soon you'll need CDP (Personnel Records Management). And also HR-activities: events (for clients/HR-targets), internal corporate entities. While there is no HR, all this is done by the director, and that - when there is time, isn't it?" ["~DETAIL_TEXT"]=> string(654) "The subject is undoubtedly complicated, and there will be several posts. We'll start with the basics. Planning. With an average recruitment rate of 1 person in 2-8 weeks, you need to know in advance what people are needed. It is best to organize a briefing with top managers once a week and get feedback - who needs it now and who - a little later. HR full time. Even if there's not enough budget, it's worth it. Soon you'll need CDP (Personnel Records Management). And also HR-activities: events (for clients/HR-targets), internal corporate entities. While there is no HR, all this is done by the director, and that - when there is time, isn't it?" ["DETAIL_TEXT_TYPE"]=> string(4) "text" ["~DETAIL_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_TEXT"]=> string(248) "Planning. With an average recruitment rate of 1 person in 2-8 weeks, you need to know in advance what people are needed. It is best to organize a briefing with the top managers once a week and get feedback - who needs it now and who needs it later." ["~PREVIEW_TEXT"]=> string(248) "Planning. With an average recruitment rate of 1 person in 2-8 weeks, you need to know in advance what people are needed. It is best to organize a briefing with the top managers once a week and get feedback - who needs it now and who needs it later." ["PREVIEW_TEXT_TYPE"]=> string(4) "text" ["~PREVIEW_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_PICTURE"]=> NULL ["~PREVIEW_PICTURE"]=> NULL ["LANG_DIR"]=> string(1) "/" ["~LANG_DIR"]=> string(1) "/" ["CODE"]=> string(39) "40-building-an-hr-system-in-the-company" ["~CODE"]=> string(39) "40-building-an-hr-system-in-the-company" ["EXTERNAL_ID"]=> string(5) "16151" ["~EXTERNAL_ID"]=> string(5) "16151" ["IBLOCK_TYPE_ID"]=> string(4) "news" ["~IBLOCK_TYPE_ID"]=> string(4) "news" ["IBLOCK_CODE"]=> string(0) "" ["~IBLOCK_CODE"]=> string(0) "" ["IBLOCK_EXTERNAL_ID"]=> NULL ["~IBLOCK_EXTERNAL_ID"]=> NULL ["LID"]=> string(2) "en" ["~LID"]=> string(2) "en" ["EDIT_LINK"]=> NULL ["DELETE_LINK"]=> NULL ["DISPLAY_ACTIVE_FROM"]=> string(0) "" ["FIELDS"]=> array(1) { ["DATE_CREATE"]=> string(19) "06/04/2020 17:32:28" } ["PROPERTIES"]=> array(1) { [" "]=> NULL } ["DISPLAY_PROPERTIES"]=> array(0) { } ["IPROPERTY_VALUES"]=> array(0) { } } [3]=> array(49) { ["DATE_CREATE"]=> string(19) "06/03/2020 17:18:36" ["~DATE_CREATE"]=> string(19) "06/03/2020 17:18:36" ["ID"]=> string(5) "16118" ["~ID"]=> string(5) "16118" ["IBLOCK_ID"]=> string(2) "46" ["~IBLOCK_ID"]=> string(2) "46" ["IBLOCK_SECTION_ID"]=> string(4) "2432" ["~IBLOCK_SECTION_ID"]=> string(4) "2432" ["NAME"]=> string(40) "#41. HR vs manual: spark, storm, emotion" ["~NAME"]=> string(40) "#41. HR vs manual: spark, storm, emotion" ["ACTIVE_FROM"]=> NULL ["~ACTIVE_FROM"]=> NULL ["TIMESTAMP_X"]=> string(19) "06/03/2020 17:20:40" ["~TIMESTAMP_X"]=> string(19) "06/03/2020 17:20:40" ["DETAIL_PAGE_URL"]=> string(28) "/library/hr/41-hr-vs-manual/" ["~DETAIL_PAGE_URL"]=> string(28) "/library/hr/41-hr-vs-manual/" ["LIST_PAGE_URL"]=> string(17) "/library/library/" ["~LIST_PAGE_URL"]=> string(17) "/library/library/" ["DETAIL_TEXT"]=> string(1470) "Lapping.
Interaction with those directors and/or the general manager is a very important step.
Simply put, there must be components: "spark, storm, emotion", any order can be any.
Let's discuss these components.

The Storm. "Wow, we have an eucharist and a stream of quality candidates." But - something toad is starting to choke, and in general, you can still see how it is so many candidates. Bottom line: while we think and are stupid, good candidates go to faster compositions. It is important to assess their capabilities correctly and soberly and not to start scattering personnel.

Emotion.
In almost any situation, the Eichar is to blame. I think that's familiar to the Eichars themselves. And it is in "emotions" that it is important to discuss everything: what does the management expect, in the market or not, salary and working conditions, what software and hard skills the candidate has. And if you do not want to sit in a puddle, you need to sit down and listen to each other.

It's a spark.
If the storm and the emotion went right, you'll catch the spark. And then there's happiness and joy. The previous stages - it's a lapping, and if it was successful, then no problems will arise and it's time to be a great and high-quality team that does not meet all (there are no ideals), but many expectations.

" ["~DETAIL_TEXT"]=> string(1470) "Lapping.
Interaction with those directors and/or the general manager is a very important step.
Simply put, there must be components: "spark, storm, emotion", any order can be any.
Let's discuss these components.

The Storm. "Wow, we have an eucharist and a stream of quality candidates." But - something toad is starting to choke, and in general, you can still see how it is so many candidates. Bottom line: while we think and are stupid, good candidates go to faster compositions. It is important to assess their capabilities correctly and soberly and not to start scattering personnel.

Emotion.
In almost any situation, the Eichar is to blame. I think that's familiar to the Eichars themselves. And it is in "emotions" that it is important to discuss everything: what does the management expect, in the market or not, salary and working conditions, what software and hard skills the candidate has. And if you do not want to sit in a puddle, you need to sit down and listen to each other.

It's a spark.
If the storm and the emotion went right, you'll catch the spark. And then there's happiness and joy. The previous stages - it's a lapping, and if it was successful, then no problems will arise and it's time to be a great and high-quality team that does not meet all (there are no ideals), but many expectations.

" ["DETAIL_TEXT_TYPE"]=> string(4) "html" ["~DETAIL_TEXT_TYPE"]=> string(4) "html" ["PREVIEW_TEXT"]=> string(225) "Interaction with those directors and/or the general manager is a very important step.
Simply put, there must be components: "spark, storm, emotion", any order can be any.
Let us discuss these components." ["~PREVIEW_TEXT"]=> string(205) "Interaction with those directors and/or the general manager is a very important step. Simply put, there must be components: "spark, storm, emotion", any order can be any. Let us discuss these components." ["PREVIEW_TEXT_TYPE"]=> string(4) "text" ["~PREVIEW_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_PICTURE"]=> NULL ["~PREVIEW_PICTURE"]=> NULL ["LANG_DIR"]=> string(1) "/" ["~LANG_DIR"]=> string(1) "/" ["CODE"]=> string(15) "41-hr-vs-manual" ["~CODE"]=> string(15) "41-hr-vs-manual" ["EXTERNAL_ID"]=> string(5) "16118" ["~EXTERNAL_ID"]=> string(5) "16118" ["IBLOCK_TYPE_ID"]=> string(4) "news" ["~IBLOCK_TYPE_ID"]=> string(4) "news" ["IBLOCK_CODE"]=> string(0) "" ["~IBLOCK_CODE"]=> string(0) "" ["IBLOCK_EXTERNAL_ID"]=> NULL ["~IBLOCK_EXTERNAL_ID"]=> NULL ["LID"]=> string(2) "en" ["~LID"]=> string(2) "en" ["EDIT_LINK"]=> NULL ["DELETE_LINK"]=> NULL ["DISPLAY_ACTIVE_FROM"]=> string(0) "" ["FIELDS"]=> array(1) { ["DATE_CREATE"]=> string(19) "06/03/2020 17:18:36" } ["PROPERTIES"]=> array(1) { [" "]=> NULL } ["DISPLAY_PROPERTIES"]=> array(0) { } ["IPROPERTY_VALUES"]=> array(0) { } } [4]=> array(49) { ["DATE_CREATE"]=> string(19) "06/03/2020 16:55:12" ["~DATE_CREATE"]=> string(19) "06/03/2020 16:55:12" ["ID"]=> string(5) "16116" ["~ID"]=> string(5) "16116" ["IBLOCK_ID"]=> string(2) "46" ["~IBLOCK_ID"]=> string(2) "46" ["IBLOCK_SECTION_ID"]=> string(4) "2432" ["~IBLOCK_SECTION_ID"]=> string(4) "2432" ["NAME"]=> string(27) "#47. HR vs Personnel Agency" ["~NAME"]=> string(27) "#47. HR vs Personnel Agency" ["ACTIVE_FROM"]=> NULL ["~ACTIVE_FROM"]=> NULL ["TIMESTAMP_X"]=> string(19) "06/03/2020 16:55:12" ["~TIMESTAMP_X"]=> string(19) "06/03/2020 16:55:12" ["DETAIL_PAGE_URL"]=> string(38) "/library/hr/47-hr-vs-personnel-agency/" ["~DETAIL_PAGE_URL"]=> string(38) "/library/hr/47-hr-vs-personnel-agency/" ["LIST_PAGE_URL"]=> string(17) "/library/library/" ["~LIST_PAGE_URL"]=> string(17) "/library/library/" ["DETAIL_TEXT"]=> string(1178) "Quite often you can hear from all sides how difficult it is to find developers.

Yes, programmers' comrades-in-arms are a bit annoyed by irrelevant suggestions that clog their mail and messengers. It turns out to be a kind of spam mailing, but they did not subscribe to it. There's not much fun about it.

The fact is that this is mainly the way recruitment agencies, which are many in the market (they have a large number of customers and jobs) is more like a mass selection, but in the field of IT.
The aim is just to find an employee and get % from it, because it is not their HR brand that can suffer.

The internal HR is set otherwise.
It is important to find not only a good programmer, but also someone who will be part of the team. This is only possible if you are inside yourself. Understanding of internal processes and resource planning, general microclimate is a short list of what external HR companies lack. And of course - an individual approach to each (whether it is a primary contact in correspondence or a meeting).

Conclusion - get yourself an HR, it will pay off quickly (even with downtime).
" ["~DETAIL_TEXT"]=> string(1178) "Quite often you can hear from all sides how difficult it is to find developers.

Yes, programmers' comrades-in-arms are a bit annoyed by irrelevant suggestions that clog their mail and messengers. It turns out to be a kind of spam mailing, but they did not subscribe to it. There's not much fun about it.

The fact is that this is mainly the way recruitment agencies, which are many in the market (they have a large number of customers and jobs) is more like a mass selection, but in the field of IT.
The aim is just to find an employee and get % from it, because it is not their HR brand that can suffer.

The internal HR is set otherwise.
It is important to find not only a good programmer, but also someone who will be part of the team. This is only possible if you are inside yourself. Understanding of internal processes and resource planning, general microclimate is a short list of what external HR companies lack. And of course - an individual approach to each (whether it is a primary contact in correspondence or a meeting).

Conclusion - get yourself an HR, it will pay off quickly (even with downtime).
" ["DETAIL_TEXT_TYPE"]=> string(4) "html" ["~DETAIL_TEXT_TYPE"]=> string(4) "html" ["PREVIEW_TEXT"]=> string(328) "Quite often you can hear from all sides how difficult it is to find developers.
Yes, programmers' comrades-in-arms are a bit annoyed by irrelevant suggestions that clog their mail and messengers. It turns out to be a kind of spam mailing, but they did not subscribe to it. There's not much to be pleasant about it." ["~PREVIEW_TEXT"]=> string(315) "Quite often you can hear from all sides how difficult it is to find developers. Yes, programmers' comrades-in-arms are a bit annoyed by irrelevant suggestions that clog their mail and messengers. It turns out to be a kind of spam mailing, but they did not subscribe to it. There's not much to be pleasant about it." ["PREVIEW_TEXT_TYPE"]=> string(4) "text" ["~PREVIEW_TEXT_TYPE"]=> string(4) "text" ["PREVIEW_PICTURE"]=> NULL ["~PREVIEW_PICTURE"]=> NULL ["LANG_DIR"]=> string(1) "/" ["~LANG_DIR"]=> string(1) "/" ["CODE"]=> string(25) "47-hr-vs-personnel-agency" ["~CODE"]=> string(25) "47-hr-vs-personnel-agency" ["EXTERNAL_ID"]=> string(5) "16116" ["~EXTERNAL_ID"]=> string(5) "16116" ["IBLOCK_TYPE_ID"]=> string(4) "news" ["~IBLOCK_TYPE_ID"]=> string(4) "news" ["IBLOCK_CODE"]=> string(0) "" ["~IBLOCK_CODE"]=> string(0) "" ["IBLOCK_EXTERNAL_ID"]=> NULL ["~IBLOCK_EXTERNAL_ID"]=> NULL ["LID"]=> string(2) "en" ["~LID"]=> string(2) "en" ["EDIT_LINK"]=> NULL ["DELETE_LINK"]=> NULL ["DISPLAY_ACTIVE_FROM"]=> string(0) "" ["FIELDS"]=> array(1) { ["DATE_CREATE"]=> string(19) "06/03/2020 16:55:12" } ["PROPERTIES"]=> array(1) { [" "]=> &NULL } ["DISPLAY_PROPERTIES"]=> array(0) { } ["IPROPERTY_VALUES"]=> array(0) { } } } } } string(34) "---------------------------------2"
array(1) { [2432]=> array(6) { ["ID"]=> string(4) "2432" ["~ID"]=> string(4) "2432" ["NAME"]=> string(2) "HR" ["~NAME"]=> string(2) "HR" ["ACTIVE"]=> string(1) "Y" ["~ACTIVE"]=> string(1) "Y" }
}
string(40) "---------------------------------------3"
HR

#28. Staff turnover and how do you count her?

All companies have flow, and digital especially. An important indicator of HR performance and the company's image in general is the turnover rate by year and for the company as a whole.

#38. HR and HR errors.

For the first time in 15 years, our company has had a period when we are not looking for anything. The period is not long, but it is worth telling what principles we have been guided by.

#40. Building an HR system in the company.

Planning. With an average recruitment rate of 1 person in 2-8 weeks, you need to know in advance what people are needed. It is best to organize a briefing with the top managers once a week and get feedback - who needs it now and who needs it later.

#41. HR vs manual: spark, storm, emotion

Interaction with those directors and/or the general manager is a very important step.
Simply put, there must be components: "spark, storm, emotion", any order can be any.
Let us discuss these components.

#47. HR vs Personnel Agency

Quite often you can hear from all sides how difficult it is to find developers.
Yes, programmers' comrades-in-arms are a bit annoyed by irrelevant suggestions that clog their mail and messengers. It turns out to be a kind of spam mailing, but they did not subscribe to it. There's not much to be pleasant about it.


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