The Integration of Strategic Resources of a Company in the Context of the New Economy: A Conceptual Model

Sokolov, D. N.; Zavyalova, Elenа K.

doi:10.21638/11701/spbu08.2018.103

Cited by 5 publications

(1 citation statement)

References 54 publications

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“…Improving the competitive advantages of human capital. Recognizing the importance of human resource development in the new economic environment, the authors of the Concept rightly pointed out that entities dealing with intense global competition have the greatest need for managerial and social innovations [2][3][4][5]. According to the Concept, the innovative economy model requires a breakthrough improvement of human capital performance.…”

Section: Methodsmentioning

confidence: 99%

Human resource management practices in a Russian commercial bank in the context of an innovative economy

Shaytura

Madyarov²,

Ordov

et al. 2021

SHS Web Conf.

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This article examines the specifics of human resource management in the context of the promotion of an innovative economy. The study of the human resource management practices in Sberbank of Russia is highly relevant due to the challenges and external threats Russia currently faces and must respond to. The findings made following the analysis of the bank’s reports, surveys, and other open-source information indicate Sberbank’s high readiness to respond to the challenges typical of the new strategic context. At the same time, certain elements are identified without which such organizations operating in the conditions of the digital economy will not be able to outdo their competitors in the future. Sberbank has successfully implemented the Development Strategy through the consistent introduction of human resource management practices that correspond to the current trends involving the development of the information society. It is suggested that the range of tools used to establish an innovation-oriented environment be expanded with organizational democracy and agile leadership.

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Section: Methodsmentioning

confidence: 99%

Human resource management practices in a Russian commercial bank in the context of an innovative economy

Shaytura

Madyarov²,

Ordov

et al. 2021

SHS Web Conf.

View full text Add to dashboard Cite

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HR Partnership as a Condition for Business and Education Development

Ponomareva

Sabitova²

2022

Management of the Personnel and Intellectual Resources in Russia

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This article studies the essence of HR partnership in new intra-organizational and interdepartmental interaction models to develop human potential and effective search, timely training, and development of enterprise personnel. The article presents an overview of the approaches of foreign and domestic authors to innovative forms and technologies of partnerships in business and education. Particular attention is paid to HR partnership, which is considered not only as a technology but also as a condition for the development of business and education in current socio-economic conditions, including the digital challenge. The article shows the importance of HR partnership in various areas of intra-organizational and interdepartmental interaction, including the development of an enterprise's business in the field of consulting services and innovative practices of project education based on an informal partnership of enterprises and students of the educational program "Personnel Management" of the leading Federal University of the Urals. Studying a set of factors contributing to the development of HR partnerships and revealing the essence of the role of an HR specialist as a partner and using the example of a vocational education institution and a company in the field of consulting services, the authors substantiate the allocation of HR partnerships as a condition for the development of business and education. Combining theory and practice, the authors propose a number of practical recommendations to use HR partnerships as a resource for business development and education, maintaining and developing employees' potential. The main problems in this regard are: the underestimation of the advantages of HR partnership for business development and education by the company's management, the usual vision of a functional rather than role-based approach to HR, focus on its limitations rather than advantages, the asynchrony of the stages of modernization of the education and HR spheres, and short-term implementation of joint projects.

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Features Of the Relationship Between the Social Structure Of personnel And job Satisfaction At large Business Enterprises

Ponomareva

Шкурин

2023

Management of the Personnel and Intellectual Resources in Russia

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In the article, the authors emphasize the importance of a differentiated approach to managing job satisfaction in dynamic socio-economic conditions, taking into account the social structure of the staff. The importance of timely management decisions to change motivational policies in order to retain core personnel to achieve business goals and maintain stable employee efficiency is shown. It is emphasized that the social structure of the staff is constantly undergoing changes and periodic measurement of its characteristics is required in order to establish the appropriateness of management efforts to maintain the social and financial well-being of the staff and the commitment of the company during their working life at large business enterprises. It is established that the monitoring of staff self-assessment of factors of job satisfaction is an effective tool that emphasizes the interest of management in the opinion of employees. The survey methodology and the results of in-depth data analysis can provide up-to-date information for making point management decisions. As an example, the results of a study of the overall level of satisfaction with labor factors of the personnel of two large-scale enterprises and their differentiation depending on gender, age, seniority and education are given, indicating the expediency of introducing differences in labor satisfaction management. It is shown that the effectiveness of job satisfaction management depends, first of all, on the timely assessment and identification of motivational factors of distress and growth factors in the context of the social structure of the staff and on their basis the formation of a targeted approach to motivation. The main problem in this regard is the underestimation by the company’s management of the influence of age, gender, seniority and education on the level of job satisfaction; an average assessment of all factors of job satisfaction and ignoring real problem areas and the subjective significance for employees of individual factors of job satisfaction, including in the context of the social structure of the staff; orientation to invited multifunctional employees, and not the disclosure of the potential of working qualified workers.

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The Integration of Strategic Resources of a Company in the Context of the New Economy: A Conceptual Model

Cited by 5 publications

References 54 publications

Human resource management practices in a Russian commercial bank in the context of an innovative economy

Human resource management practices in a Russian commercial bank in the context of an innovative economy

HR Partnership as a Condition for Business and Education Development

Features Of the Relationship Between the Social Structure Of personnel And job Satisfaction At large Business Enterprises

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