{"id":8433,"date":"2021-11-25T09:34:45","date_gmt":"2021-11-25T08:34:45","guid":{"rendered":"https:\/\/www.kompetensforetagen.se\/?p=8433"},"modified":"2024-01-15T13:57:46","modified_gmt":"2024-01-15T12:57:46","slug":"kompetensforetag-en-extern-hr-partner-i-tiden","status":"publish","type":"post","link":"https:\/\/www.kompetensforetagen.se\/2021\/11\/kompetensforetag-en-extern-hr-partner-i-tiden\/","title":{"rendered":"Kompetens­f\u00f6retag – en extern HR-partner i tiden"},"content":{"rendered":"\n

Att snabbt kunna hantera f\u00f6r\u00e4ndring \u00e4r ett m\u00e5ste f\u00f6r b\u00e5da offentliga och privata verksamheter. I v\u00e5ra medlemsf\u00f6retag finner de den externa hj\u00e4lp som beh\u00f6vs f\u00f6r att bemanna<\/a>, rekrytera<\/a> eller st\u00e4lla om medarbetare<\/a>.  <\/span> <\/span><\/p>\n\n\n\n

Stora arbetsgivare kan ha en intern organisation som klarar den typen av utmaningar, men det \u00e4r f\u00e5 som har spetskompetens inom alla omr\u00e5den. Att anlita experter \u00e4r det ingen som funderar \u00f6ver n\u00e4r det ska dras ny el i en byggnad eller ett nytt IT-system ska byggas. Att anlita experter i HR-fr\u00e5gor borde vara lika sj\u00e4lvklart. <\/span> <\/span><\/p>\n\n\n\n

I l\u00e4gen n\u00e4r det \u00e4r sv\u00e5rt f\u00f6r arbetsgivaren att f\u00f6rutse hur l\u00e4nge kompetensen kommer att beh\u00f6vas, eller hur m\u00e5nga personer det r\u00f6r sig om \u00f6ver tid. N\u00e4r man vet att kostnaden f\u00f6r att rekrytera f\u00f6r f\u00e5 eller f\u00f6r m\u00e5nga blir h\u00f6g vid en felbed\u00f6mning. N\u00e4r det saknas en specialist f\u00f6r ett visst projekt.  <\/span><\/p>\n\n\n\n

\n

Att anlita experter \u00e4r det ingen som funderar \u00f6ver n\u00e4r det ska dras ny el i en byggnad<\/span><\/p>\n<\/blockquote>\n\n\n\n

Kompetensf\u00f6retag \u00e4r helt enkelt en extern HR-partner i tiden. V\u00e5ra medlemsf\u00f6retag hj\u00e4lper till med kompetensprofilen och hanterar rekryteringen av personal till de nya arbetsuppgifterna. D\u00e5 kan kunden i sin tur fokusera p\u00e5 k\u00e4rnverksamheten och g\u00f6ra det de \u00e4r b\u00e4st p\u00e5. Ist\u00e4llet f\u00f6r att jaga vikarier, se till att operationsteamet \u00e4r fulltaligt eller st\u00e4lla om sina medarbetare.<\/span> <\/span><\/p>\n\n\n\n

Medlemsf\u00f6retagen rycker till exempel ut n\u00e4r myndigheter f\u00e5r nya arbetsuppgifter eller n\u00e4r ny infrastruktur ska sj\u00f6s\u00e4ttas och sk\u00f6tas. Under coronapandemin har flera medlemsf\u00f6retag hj\u00e4lpt till<\/a> med att till exempel sanera<\/a> och tillverka sjukv\u00e5rdsutrustning<\/a> eller andra viktiga produkter<\/a>, st\u00e4llt om dem som f\u00f6rlorat sina jobb p\u00e5 grund av pandemin och skapat e-learningprogram f\u00f6r utbildning om s\u00e4ker arbetsmilj\u00f6.<\/a> Ytterligare ett medlemsf\u00f6retag st\u00f6ttade b\u00e5de Tillv\u00e4xtverket och L\u00e4nsstyrelsen i Stockholms l\u00e4n med rekrytering<\/a> i stora volymer f\u00f6r att de skulle klara det \u00f6kade arbetstrycket.  <\/span><\/p>\n\n\n\n

\n

M\u00e5nga av framtidens yrken k\u00e4nner vi \u00e4nnu inte till<\/span><\/p>\n<\/blockquote>\n\n\n\n

Hela v\u00e4rlden befinner sig i en of\u00f6ruts\u00e4gbar tid, med os\u00e4kerhet kring syssels\u00e4ttning, samh\u00e4llsekonomi och konjunktur. L\u00e5ngtidsarbetsl\u00f6shet och kompetensbrist \u00e4r tv\u00e5 stora hot. Arbetsmarknaden blir alltmer specialiserad och f\u00f6rm\u00e5gan att hitta r\u00e4tt kompetens i r\u00e4tt tid blir avg\u00f6rande f\u00f6r f\u00f6retagens \u2013 och Sveriges – konkurrenskraft. M\u00e5nga av framtidens yrken k\u00e4nner vi \u00e4nnu inte till. D\u00e4remot vet vi att kompetenskraven har \u00f6kat kontinuerligt och det livsl\u00e5ga l\u00e4randet \u00e4r h\u00e4r f\u00f6r att stanna. Allt detta st\u00e4ller nya krav p\u00e5 arbetsmarknadens former och funktioner. Kompetensbranschen har utvecklats som ett svar p\u00e5 m\u00e5nga av de kraven. Den hj\u00e4lper verksamheter att hitta och erbjuda den kompetens som kr\u00e4vs, och individen till r\u00e4tt och tryggt arbete. V\u00e5ra medlemsf\u00f6retag kommer att vara avg\u00f6rande f\u00f6r arbetsmarknadens utmaningar – ofta i rollen av extern HR-partner.  <\/span> <\/span><\/p>\n\n\n\n

\/\/Patrik<\/p>\n","protected":false},"excerpt":{"rendered":"

Att snabbt kunna hantera f\u00f6r\u00e4ndring \u00e4r ett m\u00e5ste f\u00f6r b\u00e5da offentliga och privata verksamheter. I v\u00e5ra medlemsf\u00f6retag finner de den externa hj\u00e4lp som beh\u00f6vs f\u00f6r att bemanna, rekrytera eller st\u00e4lla om medarbetare.    Stora arbetsgivare kan ha en intern organisation som klarar den typen av …<\/p>\n","protected":false},"author":6058,"featured_media":8438,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[10],"tags":[],"article_type":[8],"agreement":[],"for-members":[],"class_list":["post-8433","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-arbetsmarknad","type-aktuellt"],"acf":[],"yoast_head":"\nEn extern HR-partner i tiden l Kompetensf\u00f6retagen<\/title>\n<meta name=\"description\" content=\"Att snabbt hantera f\u00f6r\u00e4ndring \u00e4r ett m\u00e5ste. 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