System management and labour relations transformation in relation with talented, healthy and sportsman staff

A. Chistyakov, N. Mashkin, I. Ishmuradova, G. Ruchkina, N. Babieva, A. Shaidullina
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引用次数: 3

Abstract

The relevance of this article is to study new principles of work and interaction with staff. Currently, there is a transformation of labour relations. All these forces employers to actively search for talented employees inside and outside their companies, and then ensure their development and worthy use in solving priority business tasks. There is a need for system personnel management. The aim of the research is to explore ways to manage successful effective employees in information technology companies as an approach to human resources management. Research methods: as a research method, the questionnaire method was used to analyse the organization of the employee management system in Russian companies related to information technology. Research results: the article examines the experience of applying the concept of personnel management in IT companies. The novelty and originality of the research lies in the fact that for the first time the system of personnel management in the field of information technology was studied. It is shown that being an actively developing field related to information technologies - it is constantly in need of personnel. It is determined that not all employees of information technology companies are highly qualified, which may be due to the high demand for labour resources. It is revealed that the activities carried out in almost all companies include staff motivation and the formation of a remuneration system (compensation and incentives); recruitment; evaluation of company personnel; training management. It is determined that the need for changes may be due to such factors as changing the company's work profile, the arrival of a new boss, setting new tasks for the HR Department. It is revealed that representatives of companies see the need to make changes in the company's motivation in the remuneration system, training and development of personnel, career management and performance management, creating an effective team and evaluating personnel. It is shown that the system of motivation of ordinary employees and successful employees does not differ critically in most companies. They are motivated by additional payments (bonuses) and gratitude for the work done. It is determined that the motivating factors are corporate sports, individual types of incentives, additional payments for work experience. It is shown that the main motives for work from the point of view of employees are decent and guaranteed financial remuneration, the presence of certain job responsibilities and clear company policy, as well as the presence of diversity in work and interest in it. Practical significance: the data Obtained in this work can be used in marketing, management, Economics, personnel management, management psychology.
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与有才能、健康和运动精神的员工有关的系统管理和劳资关系转变
这篇文章的意义在于研究新的工作原则和与员工的互动。目前,劳资关系正在发生转变。所有这些都迫使雇主在公司内外积极寻找有才能的员工,然后确保他们的发展和有价值的使用,以解决优先的业务任务。有系统人事管理的需要。本研究的目的是探讨如何管理信息技术公司成功有效的员工作为人力资源管理的一种方法。研究方法:采用问卷调查法作为研究方法,对俄罗斯信息技术相关企业员工管理制度的组织结构进行分析。研究成果:本文考察了IT企业运用人事管理理念的经验。本研究的新颖性和独创性在于首次对信息技术领域的人事管理系统进行了研究。这表明,作为一个积极发展的领域相关的信息技术-它是不断需要人才。这决定了并非所有信息技术公司的员工都是高素质的,这可能是由于对劳动力资源的高需求。研究发现,几乎所有公司开展的活动都包括员工激励和薪酬制度(薪酬和激励)的形成;招聘;公司人员评估;培训管理。确定变更的需要可能是由于公司工作概况的改变,新老板的到来,为人力资源部门设定新的任务等因素。据透露,公司代表认为有必要在薪酬制度、人员培训和发展、职业生涯管理和绩效管理、创建有效团队和评估人员等方面改变公司的动机。研究表明,在大多数公司中,普通员工和成功员工的激励系统并没有明显的不同。他们的动机是额外的报酬(奖金)和对所做工作的感激。研究确定,激励因素包括企业体育、个人激励、工作经验额外报酬。研究表明,从员工的角度来看,工作的主要动机是体面和有保障的经济报酬,存在一定的工作责任和明确的公司政策,以及工作中存在的多样性和兴趣。实际意义:本工作所获得的数据可用于市场营销、管理学、经济学、人事管理、管理心理学等学科。
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