Identification of employees labor potential of integration associations in industry
UDC: 339.9
DOI: 10.33285/1999-6942-2022-4(208)-48-54
Authors:
RADKO SERGEY G.
1,
EREMINA IRINA YU.2
1 Kosygin National State University, Moscow, Russian Federation
2 National University of Oil and Gas "Gubkin University", Moscow, Russian Federation
Keywords: integration associations, associations of enterprises, identification of labor potential, component of labor potential, analysis of labor potential
Annotation:
The desire to unite enterprises is based on fierce competition between manufacturers. Integration associations with high-quality labor potential are considered as one of the most optimal ways to increase competitive advantages. In segments of economic activity that sell products with the same consumer characteristics, there is a need to create integration associations of enterprises and develop technological chains based on fundamentally new approaches to personnel management. Thus, the formation of production innovation links actualizes the problem of managing labor potential in the fields of industrial production. The article justifies the provision according to which the allocation of employees’ united competitive characteristics by the category of labor potential provides integration associations with significant competitive advantages. The advisability of identifying the personnel labor potential that contributes to the choice of optimal forms of enterprises associations’ integration is justified. The sequence of integration enterprises development in industry in procedures of labor potential identification is shown. Peculiarities of representation of individual groups of labor potential components, significant for selection of integration association forms in industry, are considered.
Bibliography:
1. Vladimirova I.G. Organizatsionnye formy integratsii kompaniy // Menedzhment v Rossii i za rubezhom. – 1999. – № 6. – S. 113–129.
2. Gorevaya E.S., Bedareva K.V. Analiz bar'erov i vozmozhnostey dlya razvitiya innovatsionnoy aktivnosti predpriyatiy legkoy promyshlennosti // Rossiyskoe predprinimatel'stvo. – 2017. – T. 18, № 11. – S. 1813–1828. – DOI: 10.18334/rp.18.11.37854
3. Eremina I.Yu. Upravlenie razvitiem menedzherskogo talanta personala organizatsii v sfere dopolnitel'nykh obrazovatel'nykh uslug: avtoref. dis. … d-ra ekon. nauk: 08.00.05. – M., 2009. – 42 s.
4. Eremina I.Yu., Dzhioeva F.A. Sistema raboty s molodymi spetsialistami v proizvodstvennykh organizatsiyakh // Problemy ekonomiki i upravleniya neftegazovym kompleksom. – 2014. – № 7. – S. 30–36.
5. Eremina I.Yu., Yachnik D.V. Strategicheskoe upravlenie razvitiem personala organizatsii kak instrument dostizheniya proizvodstvennykh tseley // Tr. RGU nefti i gaza im. I.M. Gubkina. – 2012. – № 2(267). – S. 188–198.
6. Eremina I.Yu., Toderash V.A. Upravlenie kar'eroy v Rossii i za rubezhom // Problemy ekonomiki i upravleniya neftegazovym kompleksom. – 2016. – № 2. – S. 12–15.
7. Pushenko S.L. Risk-menedzhment i ego integratsiya v sistemu upravleniya okhranoy truda // Vestn. VolgGASU. Ser.: Stroitel'stvo i arkhitektura. – 2013. – № 34(53). – S. 121–128.
8. Risk ogromnyy, no otlozhennyy. Pochemu roboty ne ostavyat vas bez raboty. – URL: https://news.myseldon.com/ru/news/ index/177973531
9. Tekhnologicheskaya bezrabotitsa. Pochemu mashiny ne vytesnyat cheloveka s rynka truda. – URL: https://iq.hse.ru/ news/211413387.html
10. Tyulicheva L.D. Ponyatiynoe prostranstvo kategorii "trudovoy potentsial" // Diskussiya. – 2012. – № 10(28). – S. 59–62.
11. Tsifrovizatsiya protsessov formirovaniya chelovecheskikh resursov v HR-menedzhmente / I.P. Chupina, N.N. Simachkova, E.V. Zarubina [i dr.] // Moskovskiy ekonom. zhurn. – 2020. – № 10. – S. 54.
12. Frey C.B., Osborne M.A. The future of employment: how susceptible are jobs to computerisation. – 2013. – 72 p. – URL: https://www.oxfordmartin.ox.ac.uk/downloads/academic/The_Future_of_Employment.pdf
Back to issue