Human Resources Management System
Methodology of that system was based on the „innovation chain” model, which consists of:
- development and implementation of 15 ZZL processes,
- supplying employees with new value advantages,
- development and implementation of new managing solutions, according to the observed tendencies and business model innovations.
The aim of those activities is to develop relations with the employees, clients, and the competition, with the intent of becoming the main factor reflecting company’s success, and so they could multiply the Organization’s value. Human Resources Management System is certified according to the Employment Standard Fair Play 2007, IPED, and it is integrated with the other systems implemented in ANKOL.
The key purpose of the implementation of Human Resources Management System based on procedural and competence approach is the improvement of already existing mechanisms and methods of personnel management, systematizing of activities associated with personnel management, and connecting people management processes with the managing of the company, so that both processes have a resultant nature, that is influence each other, and the undertaken operations resulted from logical connotations.
The implemented human resources management system is based on the idea that all its functions result from one another, and they are determined by the accepted strategy and the competency model. The complex nature of the whole system eliminates unintentional actions. It is known why something is happening and what the goal is. The coherent information and clearly stated rules enable the employees to understand the mechanisms of human resources management, which consequently gives the opportunity to achieve work satisfaction, sense of justice, and strong identification with the company, which further pays off in the form of the high index of employee engagement.