{"id":12034,"date":"2020-07-03T00:00:00","date_gmt":"2020-07-03T00:00:00","guid":{"rendered":"https:\/\/clevry.fi-t.seravo.com\/blog\/sa-minskar-ni-personalomsattningen\/"},"modified":"2024-10-09T06:21:44","modified_gmt":"2024-10-09T06:21:44","slug":"sa-minskar-ni-personalomsattningen","status":"publish","type":"post","link":"https:\/\/www.clevry.com\/sv\/blog\/sa-minskar-ni-personalomsattningen\/","title":{"rendered":"S\u00e5 minskar ni personaloms\u00e4ttningen"},"content":{"rendered":"

Har ni sv\u00e5righeter med er personaloms\u00e4ttning? D\u00e5 \u00e4r ni inte ensamma. H\u00f6g personaloms\u00e4ttning \u00e4r inte bara kostsamt och energikr\u00e4vande, det \u00e4r ocks\u00e5 ett vanligt problem som m\u00e5nga f\u00f6retag har sv\u00e5rt att l\u00f6sa. Det finns inte en allm\u00e4ngiltig l\u00f6sning men det finns n\u00e5gra saker som kan hj\u00e4lpa er att ta itu med problemet. Reflektera \u00f6ver fr\u00e5gorna nedan och l\u00e4s v\u00e5ra tips p\u00e5 hur ni kan v\u00e4nda personaloms\u00e4ttningen fr\u00e5n h\u00f6g till l\u00e5g.<\/p>\n

Rekryterar ni r\u00e4tt slutkandidat?
\n<\/strong>F\u00f6r att minska personaloms\u00e4ttningen<\/a> m\u00e5ste ni \u00f6ka sannolikheten f\u00f6r att rekrytera r\u00e4tt fr\u00e5n b\u00f6rjan. Reflektera noga \u00f6ver vilka kompetenser och egenskaper som kr\u00e4vs f\u00f6r rollen. N\u00e4r ni beslutar om kravprofilen, t\u00e4nk p\u00e5 vilka kompetenser som \u00e4r viktigast f\u00f6r er organisation.<\/p>\n

Enligt LinkedIns Global Trend 2019 Report <\/a>menar 89% av rekryterande chefer att brist p\u00e5 soft skills ofta leder till d\u00e5liga rekryteringar. Kom ih\u00e5g att hard skills generellt s\u00e4tt \u00e4r l\u00e4ttare att l\u00e4ra ut en soft skills<\/a>. Det \u00e4r exempelvis sv\u00e5rare f\u00f6r en kandidat med systemvana att l\u00e4ra sig att vara kreativ \u00e4n f\u00f6r en kreativ person att l\u00e4ra sig ert system. Se dessutom inte endast till hur rollen \u00e4r utformad i dagsl\u00e4get utan t\u00e4nk l\u00e5ngsiktigt. Vilka arbetsuppgifter kommer rollen kunna innefatta i framtiden? Vilka egenskaper beh\u00f6ver medarbetaren ha f\u00f6r att kunna utvecklas i sin roll och varf\u00f6r?<\/p>\n

Har ni en strukturerad onboardingprocess? <\/strong><\/h3>\n

Onboarding \u00e4r n\u00f6dv\u00e4ndigt f\u00f6r arbetsgivare som vill f\u00e5 ut det b\u00e4sta och mesta av sin personal. Man brukar s\u00e4ga att de f\u00f6rsta tv\u00e5 m\u00e5naderna p\u00e5 en ny arbetsplats \u00e4r avg\u00f6rande f\u00f6r hur medarbetarna trivs, presterar och f\u00f6r hur l\u00e4nge de stannar. Har ni v\u00e4l lyckats rekrytera er dr\u00f6mkandidat vill ni att personen s\u00e5 snabbt som m\u00f6jligt ska komma in i sina arbetsuppgifter och blir produktiv, d\u00e4rf\u00f6r g\u00e4ller det att ha en strukturerad plan f\u00f6r onboardingen.<\/p>\n

Erbjuder ni era medarbetare utvecklingsm\u00f6jligheter?<\/strong><\/h3>\n

Vill ni \u00f6ka chanserna att beh\u00e5lla duktiga medarbetare p\u00e5 l\u00e5ng sikt, m\u00e5ste ni v\u00e5ga g\u00f6ra l\u00e5ngsiktiga satsningar. Genom att erbjuda utvecklingsm\u00f6jligheter visar ni som arbetsgivare att ni bryr er om era anst\u00e4llda och deras framtid. Som f\u00f6retag blir ni samtidigt mer attraktiva, inte minst bland den yngre generationen. Studentworks \u00e5rliga m\u00e5lgruppsunders\u00f6kning Graduates at Work visade att utvecklingsm\u00f6jligheter och tydliga m\u00e5l \u00e4r bland de viktigaste n\u00e4r den yngre generation v\u00e4ljer arbetsplats. Bland annat svarare 70% att de kontinuerligt vill ventilera och diskutera sin egna personliga utveckling. Genom att ha en plan f\u00f6r era medarbetares utveckling och vidareutbildning kommer ni inte bara se f\u00f6rdelarna med att ni beh\u00e5ller er personal p\u00e5 l\u00e5ng sikt. St\u00f6rre engagemang och \u00f6kad motivation p\u00e5 arbetsplatsen \u00e4r exempel p\u00e5 direkta effekter.<\/p>\n

Hur kan Studentwork hj\u00e4lpa er?<\/h5>\n

Att hitta r\u00e4tt kompetens handlar inte enbart om den kompetens som finns i form av utbildning och erfarenheter. En lyckad matchning beror \u00e4ven p\u00e5 personlighet, attityd och v\u00e4rderingar. Med v\u00e5r hj\u00e4lp kan ni hitta medarbetare var personliga motivationsfaktorer och drivkrafter st\u00e4mmer \u00f6verens med s\u00e5v\u00e4l er som f\u00f6retag som f\u00f6r rollen ni vill tills\u00e4tta.<\/p>\n","protected":false},"excerpt":{"rendered":"

Problem med h\u00f6g personaloms\u00e4ttning \u00e4r vanligt. Vi ger dig tips p\u00e5 hur ni kan ta itu med problemet, minska er personaloms\u00e4ttning och samtidigt \u00f6ka produktiviteten.<\/p>\n","protected":false},"author":2,"featured_media":11092,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[97],"tags":[],"class_list":["post-12034","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-for-foretag"],"acf":[],"yoast_head":"\nS\u00c5 MINSKAR NI PERSONALOMS\u00c4TTNINGEN<\/title>\n<meta name=\"description\" content=\"Problem med h\u00f6g personaloms\u00e4ttning \u00e4r vanligt. 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