Personal Essay

650 words - 3 pages


Personalekonomi, Rekryteringsekonomi

Vi är vana vid att överväga hur vi ska använda pengarna, men hur använder vi de mänskliga

resurserna? Avsikten med denna uppsats är att ge en inblick i det personalekonomiska

tankesättet. Jag kommer även genom en fiktiv problemställning visa beräkningar som kan vara användbara som underlag för beslut i personalfrågor.

1. Inledning

Personalekonomiskt tänkande bygger på antagandet att det finns ett samband mellan de anställdas beteende och det ekonomiska utfallet i organisationen. Arbetsmiljöfrågor har varit centrala i de personalekonomiska diskussionerna som gäller hur organisationen ska använda begränsade resurser för att den anställde ska må så bra som möjligt. Att låta 10 människor må dåligt, eller att kompetent personal slutar i onödan, är enligt det personalekonomiska tänkandet slöseri med resurser.

Personalekonomi i praktiken har handlat mycket om personalekonomisk redovisning. Syftet med personalekonomisk redovisning är att synliggöra samband mellan de anställdas beteende och det ekonomiska utfallet eftersom dessa inte syns i den traditionella redovisningen.

1.1 Rekrytering

Personalen är vår viktigaste resurs - ett anställningsbeslut är alltså en mycket stor investering. Syftet med rekryteringar är att finna bästa individ d v s den som kan göra störst nytta på sikt. En hög personalomsättning är dyr för organisationen. Det viktiga är att den kompetens organisationen förlorar ersätts med likvärdig kompetens så verksamheten kan bedrivas lika effektivt som tidigare.

Att rekryteringsbehov uppstår är inget ovanligt och kan exempelvis bero på att anställda slutar, omorganisering skapar nya befattningar eller att arbetsmängden ökar så pass mycket att den befintliga personalen inte klarar av den. Rekrytering innebär att tillgodose behovet av personal i ett företag. Rekryteringsprocessen blir en mer omfattande process när det gäller långsiktiga samarbeten eller nyckelbefattningar. Både individen och organisationen gynnas av en grundlig rekryteringsprocess...

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