Vitchak Elena Leonidovna Biography

In the profession: for more than 20 years, a career path: from a recruiter to the senior vice president-personnel director, a member of the board of the largest Russian corporation Last place of work: for more than 9 years in the Investment Corporation of AFC System, I had a difficult childhood without parents with my grandmother. If someone is interested in this, you can read Pavel Sanaev’s novel “Bury me behind the plinth”.

This is absolutely my story. I was born in Moscow, but grew up and graduated from a school in the beautiful Tbilisi. I always dreamed of being a surgeon. I don’t know how to explain this, but forever in my view, the work of a doctor is a job, the results of which can bring maximum benefit with a visible result. Unfortunately, in the years in the city of Tbilisi, where I graduated from school, it was extremely difficult to do it, I did not have enough points and experience.

I was terribly upset and decided to do anywhere. Parents worked and lived in the glorious Rostov-on-Don. And I chose the philological faculty of Rostov State University in the sky with a finger at the sky. Why philology? I think it was a protest - to do anywhere, to prove to myself that I can come to a foreign city and get 20 entrance points out of 20, as happened, almost without preparation.

The protest took place. There were regrets about medicine, but further training, a system of thinking, language teaching as a structure, laid out their mark. In philology, it is much more difficult to benefit, but languages, books, world literature have formed a system of thinking, apparently this combination gave an excellent environment for a career in the field of personnel management.

In HR, I ended up quite by accident - I just got into the eye of a note "HR specialist - the profession of the future." Starting with recruiting, I constantly mastered new functions. Technical and mathematical compensation, benefits, budgets, numbers, analysts were always more difficult for me, but if you begin to “listen” to business, then everything turns out. Then I moved along my career, mastering new directions, as a result, at each place of work I started with a certain direction in which I was the most strong, and left the post of full -fledged personnel director - the head of the entire function.

There were only three departures in the entire career. I did not have many employers, but in any company I started from scratch and took place in a general competition in company with such brands as, for example, the LUKOIL insurance group or AFK System. It was shed a lot of tears, in the literal sense, dozens of projects were made that were not in demand in the moment, for several years I returned home after midnight by a taxi, because the metro did not go.

I rarely saw my daughters and it was wild stress. Now I can say that through these difficulties a critical mass of success factors accumulate, you spread, just do your job, and then - one, and you are at the next step. It was always so. For many years I was worried that I have not been working in business units or that I have not enough technical knowledge, but I can completely responsibly say that a personnel specialist can prevent a beautiful and bright career if he has the right combination of professional skills and social competencies.

At some point, I simply clearly realized what benefit HR could bring to both employees and business, so I just tried to do my job professionally and indifferently. This was followed by changes in personal life, the inability to combine work and family, it was time to give their knowledge and experience. The beauty of our specialty is that you can enjoy and benefit in completely different ways, at any age and anywhere in the planet.

I will name several implemented projects, they are very different: “My team” is definitely a project. I always took strong, professional people to the team, who know more than me in their directions. They are complicated in management, “toothy”, but cool with them. A number of managers left me for raising, made a brilliant career, but I think if they ask what helped, they will say that including the “Vitchak school”.

I am a difficult leader, tough, demanding, but I always appreciate the mind, character and desire to grow. I believed and believe that the profession of HR is a profession in the top 3 most important professions, and HR-this is a business, because it is done by people. Changing the business strategy of the AFC Corporation “System” required a change in all business processes, and in terms of personnel management-the processes of hiring, the formation of a team, changing the motivation system and the corporate culture itself.

It is difficult to even say that it has not changed. Everything has changed inside the company, and then the external brand began to change. On the one hand, the holding has the whole person, and on the other, they control more than thousands in different assets, all have different tasks, different interests, various motivations. To introduce changes, but maintaining the most valuable is a great difficulty.

I think someday this transformation will be a classic case in leading business schools.Ethics in relations, in negotiations, in dismissal, in the outer field, in the presentation of the brand of the company - this is very important. Proactive position The personnel management function in Russia, unlike Western Management, to the great regret, often does not have a clear customer.

And personnel experts in anticipation of the instructions of the leader, what to do and what projects to launch, spend a crazy amount of time for nothing. But there are no clear and intelligible instructions, because Russian management for various reasons does not form an order in the field of personnel management. Therefore, the ability to proactively remove this order, offer options, show the best practices is a key quality, it definitely helps to make a career.

Communications of all types and varieties of a personnel specialist are such an integrator-communicator, he really brings the interests of different people and units closer, he smooths out corners or exacerbates problems, if necessary. In this capacity, both negotiation functions are the ability to achieve results that are beneficial to all parties, and empathy The ability to compassion and take into account the emotions of the other side, and communicative skills, and much more.

You can list many more qualities, but if you look at the indicated three correctly and combine them with the interests of the business, then success is inevitable. So it happened. And the profession, of course, is a female to a greater extent. Over the past 10 years, a large number of departments have appeared who have been trained by personnel management specialists in almost all leading universities in Moscow and, moreover, in the country's support universities.

It is important to understand that the school of training in the vast majority, due to objective reasons and problems of Russian education, is old, I would say “Soviet”. I do not give this assessment, but we must understand that the Western School of HR, which we like Google, Facebook, Alibaba, for example, is somewhat different. Therefore, employers in our specialty calmly look at the basic education, not expecting miracles.

But then-it is necessary to continue training in the field of HR management. The magistracy should be chosen according to ratings, biographies of teachers, reviews. As you accumulate knowledge and experience, you can consider MBA or specialized training in leading Western business schools. Knowledge of the English language is necessarily, since a huge number of the most interesting materials and cases are English -language materials.

Thus, I would not be sad in terms of basic education if it has already been received, carefully chose a magistracy, learned a foreign language and constantly improve the qualifications at different sites. The beauty of the profession is that very local and small solutions, cases, projects in the field of personnel management can bring huge success. You can see an interesting solution somewhere at the conference, read an interesting article, listen to the performance and make a wonderful project in your company.

Knowledge and skills if you open the Internet or read the professional standard by the “HR manager”, you will see a list of more than 30 knowledge and skills. Read this list, by the way, is unrealistically boring. You just need to know what it is, but completely different competencies are interesting to business. I will communicate a lot with the owners and top managers and name three knowledge that they definitely need: 1.

Hireing this function undergoes the most significant changes and comes to the fore, because Russia has a difficult demographic situation and loss of key competencies and knowledge. These are knowledge that will help solve the problem - where to find the right people. Motivation Development and administration of schemes that are suitable for the requirements of a particular business, project motivation, motivation of small groups and virtual teams.

These are knowledge that help to solve the problem - how to motivate and hold the right people. The brand of the employer is the strength of the brand and its advance. These are knowledge that are associated with the digitalization of the economy, with social networks, with you who read these lines. This knowledge is very relevant and important, they answer the questions: “How to attract a candidate?

How to form a sense of loyalty and pride in the company? And, of course, the function “Training and development” - without it, is nowhere in the coming years. Personnel management specialists will study themselves, for example, programming and will choose and create training for others. Here the main battlefield for success between companies will unfold. If you look at knowledge and skills in this vein-the profession becomes mega-interesting and promising.

Therefore, read professional standards, but remember the benefits of the case. And of course, everything becomes mobile, so welcome to virtual reality, where it is possible. The responsibilities of the personnel specialist strongly depend on the direction that you choose in this profession. If you started in “recruiting”, then this is work on the Internet, sites, vacancies, interviews, and so all day.I would recommend in addition to recruiting to immediately choose the function of external communications, the employer’s brand, the site, mobile applications, analysts - this will allow you to move much faster than the rest.

There are fewer people, more numbers. But the numbers about what is most important for employees - about salaries, bonuses, a system of incentives and promotions. If you have started your activities at the Corporate University, the Direction and Development, do not wait for miracles, you will be driven with documents, you will analyze the providers, you will control the budgets of the training units.

Your points of strength in this direction are also “in the number”, I would recommend collecting the needs of the most significant in the company of units usually these are salesmen, marketing, production, see what is on the market, offer short but useful training programs now is very important micro -training for 3 minutes a day. Look and offer what is useful to business areas.

Well, if you are entered into “personnel administration” - my condolences, this means that every day you will print certificates, labor contracts, sick leave and other documents. But in this direction you can show the results. Now the most advanced companies are introducing solutions that allow minimizing papers to be on the sale of aviation tickets, you can do the same.

Try to imagine that your employees receive certificates as tickets, by mail or have a QR code on the phone. You will be a very cool personnel administration specialist if you begin to master the programming or digital accounting of virtual commands. And the basic principle is this - the higher you are in your career, the more time the administrative work eats, the more difficult your counterparties and negotiations with them are increasingly difficult.

Do you know what our specialty is good? In it, such opportunities to grow professionally in their directions that they often overshadow the need for a managerial career. The first experience is difficult, I will try to build some reasonable logic. Axiom 1 - you need to study where there should be something to learn examples and teachers. Axiom 2-it is extremely difficult for personnel to sell their product.

We are talking about the function of “personnel management” as a business function, which means that all the rules apply to it-a value proposal, target audience, satisfaction of demand, etc.