Management skills negotiated

What are the skills?

The transition to management skills are, on the one hand an essential response given (required to be given) to the new types of challenges that are now in the society - in general - activities, production - in particular. On the other hand, this shift will be a major factor in shaping beneficial the advanced economies.

Among general characteristics of these challenges is in a central place the tendency increasingly strong to customize the range of products and services, with direct implications for human resource management. Because ultimately, personalization means, essentially, "to develop new skills, to learn to use them effectively in the enterprise."[1]

To treat the problem of personalization and its implications on human resources management requires addressing four basic issues:

1. How can manufacturers and users to hire specialized employees on the types of skills they need?

2. How to give these employees continuous training to enable them to stay abreast of cutting edge technology and working methods?

3. How to effectively use these employees as they can improve their business competitiveness?

4. How to motivate these employees so that they enjoy all encouragement necessary for elevated performance?

Of course, the concrete way in which we can ask these questions and be given the required answers depend largely on the specific of economic branch and business object of activity (which means by the term "industrial logic"), but these models with especially in relation to the concept of management (which calls the concept of "human logic"). Consider "industrial logic" (as a background context) and orientation towards a certain "human logic" (outlined today by concerns of detaylorize of management and transition to forms of management-oriented man) lead to new requirements in present time. The first experience of this type refers to the creation of new types of skills, both in the manufacture and those of users. To treat this problem requires, as we show below, to find first, the principles that will characterize these skills, i.e. elements of process that will take them and then build, customize these principles in specific skills in relation to "industrial logic."

In general, in the various industries there is a trend in the number of employees after a definite pattern[2] indicating a tendency to stabilize the volume of employees. In this context, the essential focus is on quality aspects, changing the structure by increasing the staff with new skills type, required for new markets, the trend of increasing demand for people to combine a large number of specialized skills (required by each specific activities) with new types of generic skills - which is expressed by basic concept used today: "hybrid skills." Secondly, it is appropriate to clarify the relationship between technology and human (manufacturers and users), which requires a "more human relationship between technology and users, recognizing their psychological needs. More than anything else, technology reflects the skills of those who use it. To get all technology can offer, we should take initiatives to allow users to act on the measure of all their capabilities."[3] Thirdly, we need to work organization. New technologies give rise (and gave) to new categories of employees who are more creative and productive in less bureaucratic organizational structures flatter and less hierarchical. Fourth, it is about the ratio between the labor and democracy industry, providing a real participatory democracy (especially in SMEs where this can be difficult sometimes) re-discuss the role and mode of action of trade unions. All four these matters relate, in fact, to the new way of valuing and recovery of it to the determination of other content based human resources skills and respect for them.

  • [1] Papandreou, Vasso (1992), "Nouveau défis va se relever par le secteur informatique," Europe Sociale. Commission des Communities Européennes, Luxembourg, supplément no. 2, 14.
  • [2] Rajan, Amin, "Le secteur informatique européen à l'âge de la discontinuité," Europe Sociale, 23.
  • [3] Ibid 15.
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