STRATEGIC MANAGEMENT OF THE PERSONNEL DEVELOPMENT OF INDUSTRY COMPANIES.

Author:Stoyanova, Tsvetana Aleksandrova
 
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INTRODUCTION

One of the ways of adaptation of the personnel to highly dynamic unpredictable changes in the enterprise environment in the context of European integration processes is the development of personnel, which is realized through the improvement of its structure. This improvement can be achieved by managing personnel mobility and forming a fundamentally higher educational level. Taking into account the peculiarities of the enterprise's external environment, personnel development should be considered first of all as a process of purposeful improvement of the personnel structure in order to ensure the effectiveness of the activities of industrial enterprises taking into account the influence of European integration.

REVIEW OF LITERATURE

Critical analysis of the application of human resources management technology, despite promising statements by its supporters, shows a certain gap between ideological settings and their practical implementation.

The practice of human resource management in different countries reflects not only the diversity of national schools and the traditions of personnel management, but also demonstrates the lack of a single concept (Al Shobaki et al., 2017); although more and more companies report on the introduction of advanced human resource management technologies, the practical implementation of the new personnel management strategy faces significant challenges (Collings et al., 2018; Drobyazko, 2018); methods of involvement of personnel (participation in company profits, transfer of shares to employees, etc.), borrowed from the arsenal of human resources management, are often used by managers as more "soft" forms of intensification of labour (Bratton & Gold, 2017); there is no objective evidence that the positive impact of the implemented technology of human resources management on the moral and psychological climate in the company's collective (Madera et al., 2017).

METHODOLOGY

The validity and reliability of the obtained results are provided by the modern methodology of research.

The methodological basis of work is a set of methods of scientific knowledge in the form of general scientific and special methods of research. In order to achieve the set goal and implement the specified tasks, the following research methods were used: history-and-logical (in the study of the preconditions of European integration processes, analysis of the stages of the development of the theory of personnel management); system analysis (in determination of the conditions for provision of communication as a tool for personnel development and requirements for the development of personnel in certain institutional and cultural conditions); culturological approach (in explaining the dynamics of economic processes, in particular, changes in the models of personnel management); economic-mathematical (in determining the volume and content of training of the personnel of industrial enterprises in the conditions of European integration); statistical analysis (for assessment of the state of personnel development at industrial enterprises); analogies (when developing an approach to the formation of a normative methodology of personnel development).

RESULTS AND DISCUSSIONS

Professional training takes place in the following types: primary vocational training, advanced training, retraining. Types of training are selected according to the categories of personnel; conditions on the labour market and the need of enterprises in the personnel; logistic and material support of the enterprise; financial condition of the enterprise; prospects of enterprise development. Training of workers takes place in all three types, and for other categories of...

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