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Human resources development as a part of the enterprise strategy

Title: 


Human resources development as a part of the enterprise strategy


Authors: 


Pavlykivska, Olha

Halyniak, Lesia


Affiliation: 


Ternopil Ivan Puluj National Technical University, 56, Ruska St, Ternopil 46001, Ukraine


Bibliographic description (International): 


Pavlykivska, O. & Halyniak, L. (2021) Rozvytok kadrovoho potentsialu yak element stratehii pidpryiemstva [Human resources development as a part of the enterprise strategy]. Sotsialnoekonomichni problemy i derzhava [Socio-Economic Problems and the State] (electronic journal), Vol. 25, no. 2, pp. 210-220. Available at: http://sepd.tntu.edu.ua/images/stories/pdf/2021/21poiesp.pdf


Journal/Collection: 


Scientific Journal "Socio-Economic Problems and the State"


Issue: 


2(25)


Issue Date: 


Nov-2021


Submitted date: 


Oct-2021


Date of entry: 


27-Jul-2022


Publisher: 


Ternopil Ivan Puluj National Technical University


Country (code): 


UA


Place of the edition/event: 


Ternopil


ORCID Id: 


https://orcid.org/0000-0003-4104-1733
https://orcid.org/0000-0002-6178-1803


DOI:


UDC: 


https://doi.org/10.33108/sepd2022.02.210

 

331.5


JEL: 


M12
О15


Keywords: 


enterprises
human resources
enterprise strategy
the development of human potential


Number of pages: 


11


Page range: 


210-220


Start page: 


210


End page: 


220


Abstract: 


Theoretical approaches to defining the concept of human resources are analyzed. The own terminological basis of research is formed. It is proved that highly qualified personnel is the key to the success of any enterprise or organization. It is found that the main condition for the successful operation of national enterprises is the development of human resources. The hypothesis that human potential is the main element of enterprise strategy is substantiated. The main task of the personnel strategy of any enterprise is to ensure that the interests of all categories of employees and social groups of the staff are taken into account in everyday personnel work. It is established that investing in human resources is determined by the intensity of replacement of low-skilled labor into highly skilled intellectual, creative and humanized one. In the process of management, the enterprise must constantly improve its staff, which generally increases the efficiency of the enterprise. We are convinced that most professionals strive for continuous growth, development, communication with management at the partnership level. That is why investing in talented people will help companies retain ambitious and promising employees, increase the brand of the employer, reduce labour turnover and improve many other factors. It is found out that the main types of investments in talents are investments in improving the skills and qualifications of specialists, security, entertainment, transportation. Human resource management should contribute to the improvement and development of staff. The costs of staff regulation, retraining and training should be understood as capital investment but not as an expense. It is learned that reducing turnover, increasing productivity, building a system of continuity, improving loyalty and motivation of employees are indicators that are achieved as a result of effective human resource management.


URI: 


http://elartu.tntu.edu.ua/handle/lib/38613


ISSN: 


2223-3822


Copyright owner: 


Scientific Journal "Socio-Economic Problems and the State"


URL for reference material: 


http://sepd.tntu.edu.ua/images/stories/pdf/2021/21poiesp.pdf
https://hurma.work/blog/investycziyi-v-talanty-shho-cze-i-navishho-potribni/


References (International): 

1. Balabanova L.B. Personnel management: [textbook. manual] Kyiv: Professional, 2006. 512 pp.
2. Bezsmeretna V.V. Strategic management of human resources of the enterprise . Economics and management: scientific and practical journal. 2007. № 3. р. 48– 53.
3. Horbokon V.Yu. (2016). Do pytannia otsinky kadrovoho potentsialu pidpryiemstva [On the issue of assessing the personnel potential of the enterprise]. Naukovyi visnyk Khersonskoho derzhavnoho universytetu. Seriia «Ekonomichni nauky», vol. 17. part 1. pp. 64–69.
4. Dovbenko V.I., Mel'nyk V.M. (2010), “Potentsial i rozvytok pidpryiemstva: navchal'nyj posibnyk”, 2-e vyd., vypr. i dop. L'viv: Vydavnytstvo L'vivs'koi politekhniky, pp. 232.
5. Krasnokutskaya N.S. The potential of the enterprise: formation and evaluation: [textbook. manual] Kharkiv.: KhDUHT, 2004. 587 pp.
6. Sardak O.V. (2014). Doslidzhennia kontseptualnykh pidkhodiv u sferi stratehichnoho upravlinnia personalom [Research conceptual approaches in strategic HR management]. Ekonomichna stratehiia i perspektyvy rozvytku sfery torhivli ta posluh, no. 1(19). pp. 226–235.
7. Smoliar L.H., Hramotenko O.O., (2008), “Doslidzhennia tendentsii rozvytku kadrovoho potentsialu na promyslovykh pidpryiemstvakh Ukrainy”, Ekonomika ta derzhava, vol. 5, pp. 96 – 99.
8. Maslov E.V. Personnel management of the enterprise: [textbook]. Infra - М, 2003. 312 pp.
9. Fedorova N.V .Personnel management of the organization. KnoRus, 2008. 512 pp.
10. Zernuwova, L.I. Tropaneu, M.V. and Gajtanquj, V.V. (2015), " Providing of development of skilled potential of enterprise", IV Mizhnarodna internet-konferenuija "Aktyalniproblemu teorij ta praktuku menedgmenty" [The IV International internet¬conference is "issues of the day of theory and practice of management"], Odesa national polytechnic university, Odesa, Ukraine, pp. 205—208.

11. Survey results LinkedIn https://hurma.work/blog/investycziyi-v-talanty-shho-cze-i-navishho-potribni/


Content type: 


Article


Appears in Collections:


Scientific Journal "Socio-Economic Problems and the State", Vol.25, No.2

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