Internal outsourcing as personnel process optimization in a large company

Abstract

The article is devoted to the presentation of the study results concerning the practice of personnel processes for the selection and adaptation of personnel in the context of the main functions of personnel management centralization in the form of internal outsourcing. One of the isolated subdivisions of the transport and logistics company of Russia, FESCO, was selected for the study. The company has locations in various cities of the country. In order to increase manageability and ensure the implementation unity of all processes in the company, many functions are centralized, including the function of personnel administration. The tasks of personnel provision are assigned to the personnel recruitment department of the FESCO Service Center. The study was conducted in order to identify problems in the implementation of personnel selection and their adaptation and to determine the possibility of these processes optimization. They used the following research methods: the analysis of approaches to this activity, the survey of the Transport Group employees and the experts of the centralized personnel service, and the timing of their working day. Thus, it was established that the practice of the company personnel recruitment and adaptation has the problems leading to a long-term closing of vacancies and overloading of HR managers. In order to optimize the functions, the possibilities of automating the selection and adaptation of personnel are considered. It is proposed to introduce template mailings into the practice of personnel management, to automate work with sites based on the E-Staff platform. They described the mechanism of work organization on the selection and adaptation of personnel using this platform, the indicators are given. They concluded that the automation of recruiters' activities has a positive effect on the effectiveness of worker recruitment and adaptation.

Employer brand and affective commitment of employees

“…Creation of a particular organization culture that contributes to the achievement of goals that are different at each stage of the life cycle of an organization. So, in infancy is the main goal of creating an employer brandto attract appropriate staff, to announce itself on the labor market [12] . The development and stabilization of all elements of an employer brand is at the stage of organization's growth.…”