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WHAT TO CHARGE EMPLOYEES AND HOW TO FIND A WEEK 30 typesetters

Disrupt HR is an international event that has already taken place in 166 cities around the world. The purpose of the event is to turn a look at the routine things in business.

This time, owners, managers and eychars discussed the selection, evaluation, retention and transformation of the business. Each speaker had only 5 minutes to report.

Our HR-generalist Katya Glushenya went to the event and recorded the most interesting.
How to improve customer service
Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo,

Anastasia Vladichinskaya, founder of Vladychynska Consulting, teacher at the School of Service

1. Scheme of excellent service: think, feel, act. Think about what you can offer the customer. Feel what it is, good service. To provide it, employees must experience the service on their own (both the company’s service and the good service as a whole, in order to know what to look up to).

2. Not HR, but a direct manager – the key to employee involvement. Only the leader can prove to employees their importance.

3. Will there be a cool service in the company, also depends on the head. If he cares about the welfare of employees – the customers will also be satisfied.

4. Some companies measure the level of internal and external services. A company cannot give a cool service to customers if it is not inside.
Life hacks in working with creative people
Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo,

Irina Gorovaya, co-founder of the production center MOZGI Entertainment, co-owner of MOZGI GROUP

1. Never drive creative people into frames. “Do as I said. Work from 9 to 18. Why do you need to work from home if you have an office? ”- Taboo!

The only framework that can be put so that work does not turn into chaos is deadline.

2. It is important for the manager to be able to work with different types of employees. Anyone who can manage creative people will rule the world.

Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo, Weblium 2

3. Often creative people are unloved, from which they suffer and cannot create. They need to be loved, but in moderation. Healthy competition, hello!

4. Give the opportunity to experiment, make mistakes, draw conclusions and experiment again. Only feeling freedom and the opportunity to make mistakes can creative people realize cool creative projects.

5. Do not wait for “ready” creative and creative. Look for those who have potential and cultivate it.
Hanti team from school bench
Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo,

Elena Severenchuk, development director of GS “Osvitoria”

1. Many employers complain that new / young employees have to be trained for about a year. The problem is that the younger generation is changing jobs before it gets all the knowledge and starts to work productively.

2. Generation Z wants to be surprised at their goals, objectives, and approach to work. If you do not surprise, they will go to others.

3. 60% of the professions that will be needed in 10 years do not exist yet: a digital death manager who will “clean up” social networks from the accounts of the dead; privacy consultant; urban farmer who will grow roof gardens.

You have the opportunity to be the first.

4. Go to regular schools. Conduct master classes and presentations of your business for students. Communicate the value of work in your area. Nurture the young ambassadors of your brand.

Be creative and don’t wait until the specialist you need appears on the job sites.
A new generation – how to attract youth to your company
Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo,

Alina Nosenko, Director of the Klitschko Foundation charity

1. The world of employers is divided into two parts: those who are lucky with the Z generation, and both sides feel comfortable, and those who are not very lucky – constant difficulties and misunderstanding. There is no middle ground.

2. Formula for successful hiring: to hire one, the most suitable candidate, give a chance to five. The guys are still in search of themselves and often take the position of “I haven’t tried – you won’t understand.” Plus: the company sees the intern in practice, not in words.

Therefore, after a test drive, both the intern and the company make an objective decision.

3. An internship is similar to roulette: it is not clear whether you are investing your resources in a future employee or in someone who goes further without you. But risk is a noble cause.

Top 10 performances on Disrupt HR. Cases Ring Ukraine, Bodo,

4. When working with interns, it is important to understand their pros and cons. Alina Nosenko identified three types of young employees.

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“FOR THE COMPANY TO DEVELOP, IT IS NECESSARY TO JUST RUN, AND RUN ONE SIDE ”
For several years, there has been a transition from “learning from a deficit” (with a lack of knowledge to solve current problems) to the formation of skills for the future.…

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