Questions & Answers

First of all, a professional recruiter is an unique combination of expertise and at least 5-7 years experience in specific economic sectors.  In internal recruitment we can meet these quite rare for several reasons: only some of companies can afford hiring such employee in own their team, seldom the recruitment process within the company is so interesting and varied as in recruitment agency.  Secondly, the external recruiter in is more objective in selection process and only interested in finding the best employees for You!

Fresh ideas, search for super-prosto develop new areas – this is a task for External Recruiter!  But the main thing is time!  You get the best candidate before your business will feel a lack of necessary resources. 

Firstly, the process of implementing changes depends on the kind of changes the company is planning.  Always very important are: previous company history and experience regarding implementing changes; who the change agents in the company are; who has influence on staff?  Other important things are: were or weren't we successful in previous changes in the company? Which problems did company encounter in the past and what were successful solutions?  What useful practices did the company develop during the change implementation processes?  How did staff feel about changes?   

Secondly, after the company analyses the above mentioned information, there will be a better understanding of how to motivate staff to accept future changes, and what management tools the company should use to implement changes successfully.  

Thirdly, the company must create a detailed implementation plan.  It can use different managerial tools for implementing changes: presentations, work meetings, workshops, learning sessions, instructions and individual meetings with employees.  It is better if the company chooses a few different tools for each of the implementation stages, and uses them.  Another important thing is how the company manages feedback, because feedback helps deal with resistance, which is always found in the implementation processes. 

Finally, a very important step is to put the changes into effect, so that staff will start using their new skills in their daily routines.  During this period the company should support staff and maintain changes.

The process of implementing theoretical tools in real management practice has some essential steps.    

First of all, the following needs to be analyzed: the company management system, its business processes, strengths and weaknesses, limits and opportunities, and risks and benefits of new changes.  Management needs to answer the following: where is the company now?  What are its goals for future?  What changes does the company need and why does the company need exactly them?    

Secondly, management must answer the question - how will we achieve the company goals?    

Thirdly, the company must choose suitable managerial tools or theoretical approaches which will be beneficial for its individual business situation.  However, all theoretical approaches should be adapted individually for the company or the situation.  They will be effective if they match business conditions and company goals.    

Next, the company must create an action plan for implementing the changes in the actual daily company work processes.  The implementation plan should contain: steps and actions, terms, who takes responsibility for each of the steps and actions, principles of working with feedback.   

However, it is really important to remember two main points. Firstly, the correct managerial tools must be chosen individually for the company.  Secondly, the best theoretical approaches or tools can not work in real life if they are not implemented correctly in practice, and if they do not coordinate with every day work processes.    

Once staff accept changes and start working in new ways, using new skills in every day work, managerial theory stars working in practice.  Unless implemented in full, these changes will not get the expected results.