Popov Kirill Anatolyevich Home loan. Theme of the week: "Financial Affairs of the Master" - Kirill Popov. Staff adaptation: what is afraid of a beginner

Kirill Popov, Deputy Director of the Department of Work with People LLC "Home Credit End Finance Bank"

"BankNN": How acute, from your point of view, is there today a question of the need for young professionals in the financial sector of the Nizhny Novgorod region? Are companies / banks ready to take on the work of yesterday's university graduates?

The need is very high in such specialists. A career growth system is well developed in the Home Carebook Bank, which provides for initial training for starting positions. This system allows us to take a job and train on the site of yesterday's students. At the same time, the newly-made employee of the bank in turn knows that he can count on the first opportunity of career promotion after six months after enrollment in the state. Of course, if he has proven himself well.

"Banknn": graduates of any universities are most preferable?

Advantageously graduates of financial faculties and financial colleges. But not only. We are ready to consider on the open positions of candidates who have any specialty, since the decisions of development is determining for us when choosing future employees.

"BankNN": What personal qualities should have young applicants to build a decent career in a credit institution?

I think, by all the qualities and skills that any employee of a successful company must have: activity, readiness for learning and development, result oriented.

"BANKNN": How is your learning practice system? How many after it are arranged to work for you?

At the moment, the Golden Key program works in the bank, within which we invite students all year round to pass our practice. This program enables future professionals to get acquainted with banking cuisine from the inside. First of all, we offer to be delivered in our branches, however, the practice in the bank's central offices is also not excluded.

"BANKNN": What posts and what wages in your organization can count on the first time universities graduates?

Recomputes are invited to try strength at the basic positions - the operator of the banking department or the credit specialist. The estimated level of income for these posts is about 15-20 thousand rubles per month.

"BANKNN": What does the recruitment of personnel in your organization? Whether you welcome the search for employees through the agencies; Alone, look for workers through ads and conduct interviews; Organize stocks and contests, during which you choose the best and invite you?

We prefer to use both channels in the search and selection of frames. Preference is given to the selection of their own resources through ads and interviews. As for additional criteria for assessing the future employee, we use the so-called "assessment center". As part of the contest, applicants are offered various role-playing games, during which the skills and competences necessary for work in the bank are revealed.

"BANKNN": Your wish to future graduates.

The choice of the first place of work is a very important point in a person's life, because it is largely decisive and fundamental to the further career path. I wish the future business sharks not mistake and choose a heart.

Kirill Popov, Deputy Director of the Department of Work with People LLC Hawl Credit and Finance Bank, tells about some aspects of the selection of "top" employees.

My opinion: Search for top managers in the market is better outsourcing. Personnel agencies have a good examination and can significantly reduce the search time and, which is often important, to maintain confidentiality. But I would like to emphasize that such an approach is impossible without a strong recruiting examination within the company. Because, no matter how an experienced agency is, it cannot be 100% the company's culture, the team in which it is looking for a person, development strategy and many nuances lying in the field of responsibility of the internal HR.

If we talk about our financial sector, I do not observe difficulties with finding qualified specialists. There are difficulties with finding successful specialists, but this is a fundamentally different question, for the correct solution of which simply professional skills are not enough.

The presence of well-developed professional qualities is not sufficient for successful work. For any company, it is fundamentally important for top managers to have highly developed personal competencies, were experienced leaders and share the values \u200b\u200band principles that make up the essence of our corporate culture. Therefore, choosing top managers, we are looking for not just professionals, but the potential candidates become successful in our company.

In my deep conviction, money is not the main motivating factor, and companies in which money is the main stimulus are doomed to failure. A simple example will help you see it. Ask a question to your colleague: "If tomorrow you will increase the salary by 30%, but at the same time you will lower your position for one level, how will your decision be?" First of all, any company should be engaged in its culture aimed at developing human potential and support it on this path. In other words, the policy of equal opportunities for both a person who seeks to become the general director in a year, and for the one who wants to engage in a loved one, not seeking career growth. At the same time, we, of course, should not do work for the sake of work, and such culture should be aimed at achieving the company's goals.

In the selection of "tops" there is a more complex and long negotiation process. Imagine, you must first analyze the companies in which the necessary specialists can work. To do this, have a number of negotiations with former or applicable employees, help references, collect recommendations. Then you need to establish contact with potentially necessary candidates. As you understand, the call with a proposal about work for each of them becomes great news. It takes time in order for candidates to get sick with this idea and come to negotiate. Next, the negotiation process is followed within your company, since the number of people with which you need to coordinate the position of the top manager are more than when searching for middle-level specialists. After you all discussed and made a proposal about the work, a candidate with a high probability will receive a counterpart from its current employer, which will require additional time to successfully complete the case ... In the average, the attraction of one top manager takes from three to six months, increasing cases of involvement For one and a half years.

The fact that with a person can be some problems can and should be guessed during the interview process. The right questions allow it to reveal it in the early stages. It is worth a listener that for the candidate is a stressful situation at work and in life, bring examples of situations where he made decisions that he subsequently regretted; For what criteria, he evaluates the success or failure of the work performed. All these questions make candidates think, and at this moment they cease to give socially desirable answers. Recruiters have long been learned to interview. These are two sides of the same medal: Yes, there are candidates who know how to present themselves well, but there are specialists to attract personnel, which such candidates have seen a lot and all fraudulent techniques know perfectly well.

Interviews for "tops" professionals with a capital letter should be engaged. Top managers - people experienced and spending their time above all, because seeing the unprofessional, which calls them to come to work in a new company, take a negative decision at the first stage. Therefore, it is very important that people who are able to conduct negotiations at any level of candidates in HR divisions of companies.

reference
LLC Home Credit End Finance Bank is a Russian bank founded in 2002. There are over 450 banking offices and more than 51,000 sales points throughout Russia. The number of employees is more than 11,000 people.

Kirill Popov, Deputy Director of the Department of Work with People LLC Hawl Credit and Finance Bank, tells about some aspects of the selection of "top" employees.

My opinion: Search for top managers in the market is better outsourcing. Personnel agencies have a good examination and can significantly reduce the search time and, which is often important, to maintain confidentiality. But I would like to emphasize that such an approach is impossible without a strong recruiting examination within the company. Because, no matter how an experienced agency is, it cannot be 100% the company's culture, the team in which it is looking for a person, development strategy and many nuances lying in the field of responsibility of the internal HR.

If we talk about our financial sector, I do not observe difficulties with finding qualified specialists. There are difficulties with finding successful specialists, but this is a fundamentally different question, for the correct solution of which simply professional skills are not enough.

The most developed professional qualities is not sufficient for successful work. For any company, it is fundamentally important for top managers to have highly developed personal competencies, were experienced leaders and share the values \u200b\u200band principles that make up the essence of our corporate culture. Therefore, choosing top managers, we are looking for not just professionals, but the potential candidates become successful in our company.

In my deep conviction, money is not the main motivating factor, and companies in which money is the main stimulus are doomed to failure. A simple example will help you see it. Ask a question to your colleague: "If tomorrow you will increase the salary by 30%, but at the same time you will lower your position for one level, how will your decision be?" First of all, any company should be engaged in its culture aimed at developing human potential and support it on this path. In other words, the policy of equal opportunities for both a person who seeks to become the general director in a year, and for the one who wants to engage in a loved one, not seeking career growth. At the same time, we, of course, should not do work for the sake of work, and such culture should be aimed at achieving the company's goals.

In the selection of "tops" there is a more complex and long negotiation process. Imagine, you must first analyze the companies in which the necessary specialists can work. To do this, have a number of negotiations with former or applicable employees, help references, collect recommendations. Then you need to establish contact with potentially necessary candidates. As you understand, the call with a proposal about work for each of them becomes great news. It takes time in order for candidates to get sick with this idea and come to negotiate. Next, the negotiation process is followed within your company, since the number of people with which you need to coordinate the position of the top manager are more than when searching for middle-level specialists. After you all discussed and made a proposal about the work, a candidate with a high probability will receive a counterpart from its current employer, which will require additional time to successfully complete the case ... In the average, the attraction of one top manager takes from three to six months, increasing cases of involvement For one and a half years.

The fact that with a person can be some problems can and should be guessed during the interview process. The right questions allow it to reveal it in the early stages. It is worth a listener that for the candidate is a stressful situation at work and in life, bring examples of situations where he made decisions that he subsequently regretted; For what criteria, he evaluates the success or failure of the work performed. All these questions make candidates think, and at this moment they cease to give socially desirable answers. Recruiters have long been learned to interview. These are two sides of the same medal: Yes, there are candidates who know how to present themselves well, but there are specialists to attract personnel, which such candidates have seen a lot and all fraudulent techniques know perfectly well.

Interviews for "tops" professionals with a capital letter should be engaged. Top managers - people experienced and spending their time above all, because seeing the unprofessional, which calls them to come to work in a new company, take a negative decision at the first stage. Therefore, it is very important that people who are able to conduct negotiations at any level of candidates in HR divisions of companies.

reference
LLC Home Credit End Finance Bank is a Russian bank founded in 2002. There are over 450 banking offices and more than 51,000 sales points throughout Russia. The number of employees is more than 11,000 people.

Tariko Rustam Vasilyevich

Chairman of the Board of Directors

Rustam Tariko founded the Russian Standard Bank, putting a goal - to make the best bank products and services available to all residents of Russia. In less than 10 years, he built the largest in the country and the most profitable private bank for individuals, which became widely known as the pioneer of consumer lending in Russia. Rustam Tariko, starting their career at 17, became one of the most successful entrepreneurs in Russia. After the implementation of several bright business projects, in 1999 he founded the Russian Standard Bank.

Samokhvalov Alexander Vladimirovich

Chairman of the Bank's Board

Alexander Samokhvalov was born in 1979 in Moscow. In 2001 he graduated from the Financial Academy under the Government of the Russian Federation in the specialty "Accounting, Analysis and Audit".
In 2005, he was engaged in internal control and audit in CITBANK CB CB.
From 2006 to 2011, he managed financial divisions in large Russian and international companies, in particular, IKANO FINANCE (included in the IKEA group), as well as in CJSC Loyalty Programs (Thank you, from Sberbank).
In June 2012, he was appointed financial director at Summer Bank OJSC. In October 2013, he entered the Board "Summer Bank".
In 2014 - 2016 He served as Deputy President - Chairman of the Board of PJSC Post Bank.
From October 2016, he served as the First Deputy Chairman of the Board, and the Russian Standard Bank's chairman of the Board.

Lapin Evgeny Sergeevich

First Deputy Chairman of the Board

Evgeny Lapin was born in Moscow in 1980. He graduated from the Moscow State University of Economics, Statistics and Informatics. Evgeny Lapin began his career in the Russian Standard Bank, where he was engaged in the development of retail business. In 2013 - 2016, he worked as the Governor of the International Business Sberbank, was responsible for the development of the product line in Promsvyazbank, held the post of senior vice president of products and marketing in the Renaissance Credit Bank. The post of First Deputy Chairman of the Board of the Bank Russian Standard Evgeny Lapin occupied in April 2016.

Zelenov Alexander

Independent Director of the Board of Directors of the Bank Russian Standard

Mr. Zelenov, Director of the Department of Financial Institutions of the GC "Bank of Development and Foreign Economic Activities (Vnesheconombank)", from March 2010, is an independent member of the Bank's Board of Directors. Alexander Zezhov works in the country's banking system since 1977 and is one of the most experienced professionals in the field of finance. Has a professional degree "Certified Director" of the London Institute of Directors. Mr. Greenov actively participates in the activities of international non-profit associations, heading the banking commission of the Russian National Committee of the International Chamber of Commerce. He heads the Board of Directors of Globeksbank JSC and PJSC Svyaz-Bank, is a member of the Supervisory Board of PJSC Bank "FC Opening".

Gubanov Denis Anatolyevich

The main risk-officer is the senior vice president

From July 2002 he heads the Bank's credit department as director of the Department - Senior Vice-President (since 2008 Executive Director's Credit Directorate). Since June 2002, he is a member of the Board of the Bank. It is included in the Board of Directors of the Russian Standard Credit Bureau LLC. Graduated from the Moscow State Technical University. Bauman in the specialty Radio Electronic Systems and Mobile Object Management Tools. He has a scientific degree: Candidate of Technical Sciences.

Bushueva Anastasia Valerievna

Chief Accountant

Kamale Bushi

Executive Director of the Directorate of Imperia Private Banking and Prepaid Business

Tymoshenko Maxim Anatolyevich, CFA

Director of the Department of Operations in Financial Markets - Vice President

Valullin Adel Damirovich

Director of Personal Banking Department

Popov Kirill Anatolyevich

Director of the Department of Personnel

Kardashov Andrei Iosifovich

Director of the Security Department

Popov Vasily Yuryevich

Director of Legal Department

Pirogov Alexey Andreevich

Director of IT.

Mareeva Alla Viktorovna

Deputy Executive Director - Director of Card Product Sales Department

Find out what personnel adaptation is. Let us tell about the types of adaptation in detail. On specific examples, we show how to properly build a system of adaptation. Bonus: 6 common adaptation errors.

From the article you will learn:

Staff adaptation: what is afraid of a beginner

HR-AM is well known that each new employee is experiencing stress. It is afraid not to fulfill the task, not to find a common language with colleagues or disrupt, some unwritten rule and cause laughter or complaints.

Rating phobias new employee

1. I can not cope with the duties, I can not meet on time.
2. I will not find a common language with colleagues.
3. I will find professional shortcomings or gap in knowledge.
4. I will not work with the leader.
5. Losing this place.

However, many initial stress quickly passes, and they begin to work effectively. But there are employees who have long made decisions.

To speed up the process of adapting such employees, special programs, tools and methods are being developed.

An example of adaptation can be the program "Three Touch". The purpose of the program is the rapid involvement of newcomers to work. By the end of the second month of work, new employees show excellent results and start moving through a career ladder.

More about the pages of the magazine "Personnel Director" Ksenia Levykina, HR-Business Partner Hiconversion.

Traditionally stand out 2 types of employee adaptation - production and extraproductive.

Production adaptationincludes professional, psychophysiological, organizational and sanitary and hygienic adaptation.

For these long and clumsy words, the standard procedures for all companies are hidden:

• employee introduced the rules of work;
• determine the circle of responsibilities;
• show the workplace;
• represent colleagues.

Further, from the competence of the HR-A, an employee competences the inspector for labor protection. Do you know that You can adapt employees already at the selection stage. ? Experts System Frames will tell how to do it.

Exproductive adaptation - This is building informal relationships with colleagues. Festive corporate parties, sports, trips in nature, in a word, everything that will give employees the opportunity to see each other not only regular units and functional performers, but ordinary people who can be friends.

The classification of adaptation by type has no direct practical purpose. You cannot tell an employee: " On Monday, we have a social adaptation, on Tuesday - production, on Wednesday - psychophysiological, on Thursday - organizational, and on Friday - Economic and banquet ". All types of adaptation The employee will be held at the same time: both on Monday, and on Tuesday, and within a few, very difficult weeks for him.

★ Important fact. 80% of employees who focused on the first six months after admission, adopted this decision in the first 2 weeks of work in a new place. This means that the decision to quit the worker accepted precisely during the adaptation period.

The adaptation of ordinary employees is engaged in HR, and who does the adaptation of HR-A? This was the conversation on the webinar -

An example of complex adaptation

In order for the employee to safely passed all types of adaptation in the workplace, a comprehensive system is necessary. The adaptation system involves holding various events and the appointment of responsible for them. Data on events and responsible is most convenient to submit in the form of a table.

Table. Adaptation of new employees in the first days of their work in the company

6 common adaptation errors

Error 1.. The beginner overload unstructured information.

Error 2.. The employee has to fulfill the duties that were not discussed at the interview.

Error 3.. The adaptation period is too short.

Error 4.. HR-but no on site on the first day of the newcomer.

Error 5.. A new employee is granted himself.

Error 6.. Newbie cannot immediately begin work for some reason.