Ekonomiczne nauki
Chebanova Natalia Vladymirivna,
associate professor of Economic Sciences,
professor of «Account and Audit» chair
of the Ukrainian State Academy of
Railway Transport
Koroleva Natalia Mykolaivna,
candidate of Economic Sciences,
senior lecturer of «Account and Audit» chair
of the Ukrainian State Academy of
Railway Transport
HUMAN RESOURCES OF RAILWAY TRANSPORT
ENTERPRISES AND WAYS OF INCREASING THE EFFICIENCY OF THEIR USAGE
The technique of the efficiency of
the human resources of railway transport enterprises assessment which will
promote the participation of an enterprise in the formation of the social and labor
relations on the labor market when developing criteria and forms of providing the
population with employment is given in the article.
Keywords: human resources, efficiency
of assessment, social and labor relations.
I. Introduction. One of the problem areas of the reconstruction management of enterprise
human resources is the assessment of their use which is caused by a variety of
reasons: a relatively new assessment procedure in comparison with other
procedures of the enterprise human resources management; the absence of
standard methodical approaches to the definition of assessment indicators, the ways
of their measurement and interpretation of the received results; the manifestation
of organizational resistance during putting the assessment into practice of the
human resources reconstruction management; the incompleteness of the technological
aspect development of the assessment and the presence of corresponding problems
during the organization of its carrying out.
The research of such scientists as
Bazarov T. [1], Danyuk V. M. [2], Lukashevich V. V. [3], Ivanov S., Krymov A.,
Yarnykh V. [4], Maslov V. E. [5]], Schmidt V. G. [6] and others is worth
mentioning among the works which contributed to the development of the scientific
basis of effective human resources management. Their works are about the history
of approaches and methods of human resources assessment development, generalization
of theoretical research and practical experience results in the area of human
resources management at the enterprises with various forms of ownership, the
display of human resources management specifics depending on the stage of the life
cycle of an enterprise, planning of human resources quantity, their
certification, formation of personnel reserve, etc.
II. Task statement. Despite the executed research, the questions of the assessment of human
resources efficiency remain insufficiently studied. This shortcoming is
particularly traced with the railway transport for which the assessment of human
resources efficiency remains one of the major problems.
Therefore, the development of the
efficiency assessment technique of the human resources of the railway transport
enterprises which influences their formation and development became the purpose
of the article.
III. Results.
It is necessary to notice that one of problem areas of the enterprise human
resources reconstruction management is the assessment of their use.
It is connected, in our opinion,
with a number of the objective reasons which have developed in administrative
practice, in particular with:
• a relatively new assessment
procedure in comparison with other procedures of the enterprise human resources
management;
• the absence of standard methodical
approaches to the definition of assessment indicators, ways of their
measurement and interpretation of the received results;
• manifestation of organizational
resistance during putting the assessment into the practice of the human
resources management;
• incompleteness in the development
of the technological aspect of the assessment and presence of corresponding
problems during the organization of its carrying out etc.
As practice shows, the given reasons
become apparent most vividly in the human resources of railway transport
enterprises management, which is caused by the late character of new
administrative technologies they use in comparison with other economic subjects
and by misunderstanding of the role and value of the assessment by many heads
of the railway transport enterprises as well.
Therefore, it is obvious that the above
listed reasons of problematical character of carrying out an assessment reduce the
management efficiency by the reconstruction of human resources of railway
transport enterprises not only in its functional subsystem connected directly
with the assessment, but also in all other functional subsystems of a system of
the enterprise human resources reconstruction management.
It is possible to prove this
statement by the following theses.
The tasks of carrying out assessment
of the human resources use are caused by the participation of an enterprise in the
formation of the social and labor relations on a local labor market during the development
of criteria and forms of providing the population with employment, and
consequently, of the system of the requirements which the unemployed population
should meet during the employment by railway transport enterprises.
The assessment results form an
information basis for the elaboration of the strategy and policy of the
management of reconstruction of the expanded type of human resources, which
creates conditions for their development. For example, regarding the development
of employees’ professional qualities, the identification of growth reserves of
their labor potentials, the development of plans and programs of professional
and official promotion of workers etc.
The tasks, results, and methods of the
assessment make the main contents of an administrative subject in functional
subsystems “identification of a need in human resources, hiring, selection and
assessment of applicants for employment on an enterprise”, “control and
assessment of the results of the enterprise human resources usage”.
The functional subsystems “human
resources adaptation at the enterprise” and “the organization of workers’ labor
activity” demand the current human resources usage assessment according to the
results of the actions and carried out diagnostics of the factors which caused
them; and this acts as particular tasks of human resources of railway transport
enterprises assessment.
Due to the stated above, the
assessment of their usage has been defined as one of the directions of the implementation
of the author's concept of human resources reconstruction management at the
railway transport enterprises.
In our research we recognize that the
human resources usage assessment, as a system administrative procedure, isn't
characteristic to the established practices of human resources of railway
transport enterprises management, and that is what has caused such a detailed
specification of the stages of the technology. So, we determine the formulation
of the approach to the usage assessment of the enterprise human resources as
the first stage of the technology development. This stage is, in our opinion, of
fundamental importance as it opens an initial methodological basis for the development
of the author's technology, and it defines substantial specifics of the assessment
methods, which will allow us to define advantages and disadvantages
characteristic of them, and to establish restrictions in the usage as well.
The point of view prevailing among the
researchers is the approach to the assessment as to a special type of mental
work connected with the carrying out of administrative functions which consists
of attributing of valuable importance of these or those objects - of people,
means of labor, administrative decisions, external influences etc. [7].
Concerning the assessment of human
resources usage, this approach generates one of the major methodological
problems which lies in the fact that there hasn’t been any standard interpretation
in domestic literature yet of the contents of the human resources usage
assessment and the certification related to it and, consequently, a clear idea
of their ratio between each other hasn’t been created.
It is possible to prove this point by
the fact that the assessment is traditionally considered as the purposeful
establishment process of the compliance of personnel qualitative
characteristics, of the results of their activity with vacancy or workplace
requirements [8, page 132].
Personnel certification is not that well-defined.
Some authors understand certification as the term identical to the term
"performance appraisal" and recommend using performance appraisal
methods during its carrying out [9, page 451]; others consider certification a
special case of the assessment procedure, providing a scientific term “a certifying
assessment” [9, 294].
For example, Vesnin V. R. gives four
approaches to the certifying performance appraisal, basing on its orientation
on “positive, negative assessment, negative attitude to everything, and
balanced orientation” [10, page 51], and proves the types of certifying assessment:
official, informal, total, interim, special [10, page 52].
It is especially necessary to
emphasize that the definition examples of the approaches to an assessment given
above from the point of view of their applied value are acceptable only for the
actual part of the enterprise human resources (workers, staff), without the need
of its carrying out in relation to potential human resources (to applicants for
employment at the enterprise).
In the technology offered by us the
human resources of the railway transport enterprises are considered as system
integrity, so, the chosen approach to an assessment of their usage assumes the usage
of the technology both in relation to actual human resources, and to potential human
resources of the enterprise, taking into account substantial interrelations of the
assessment and functional subsystems of the system of enterprise human
resources reconstruction management, proved above.
It is obvious that the similar
approach demands carrying out the substantial analysis of the assessment
methods of enterprise human resources use for the purpose of the establishment
of their advantages, shortcomings and restrictions in the usage (the second
stage of the technology development).
In the course of justification of the
need of the human resources of railway transport enterprises assessment
technology development we noted that one of the reasons limiting its carrying
out is the manifestation of organizational resistance.
Identification of the main reasons
for their emergence is the contents of the third stage of the technology
development.
Fully realizing that the organizational
resistance to any innovation (which, in our logic, is the usage assessment of
the human resources of railway transport enterprises, carried out for the
purpose of their reconstruction management improvement), is characteristic of
any enterprise. At the same time we consider that it is necessary to highlight
a number of typical reasons generating the emergence of the organizational
resistance of carrying out the human resources usage assessment. In particular:
• the relation to the human
resources assessment problem as to the one which is secondary in its
importance, distracting the subjects of the assessment from the performance of
the fundamental obligations;
• natural unwillingness to criticize
people being assessed (workers, applicants for employment) and to listen to their
objections concerning criticism;
• possible negative consequences of the
assessment results: dismissal, demotion, refusal in employment, bonus
deprivation, emergence of conflict situations in staff etc;
• insufficient level of readiness of
subjects of the assessment before its carrying out, their weak knowledge of the
purposes, tasks, criteria of the assessment, lack of necessary skills of the
assessment and of methodical tools which provide it;
• rejection of new estimated
procedures, mistrust to the assessment results and complication of their usage during
the decision-making process on the enterprise human resources management.
It is possible to minimize the manifestation
of organizational resistance during the usage assessment of the human resources
of railway transport enterprises, in our opinion, when observing a number of
conditions of its carrying out (the fourth stage of the technology
development).
The inclusion of the usage
assessment of the enterprise human resources in the management system of their reconstruction
should be shown as an organizational procedure which systematically repeats.
The assessment should correspond to the human resources of railway transport
enterprises management policy, which corresponds to the expanded type of their reconstruction,
to the human resources strategic management tasks, to positive traditions of
administrative practice, and be supported by the existing organizational
culture.
Ensuring personal participation of the
heads of the railway transport enterprises in design, development and carrying
out the human resources usage assessment, the realization of expert and
advisory function of the subject of management (head), should be accompanied by
the choice of an approach to the assessment of workers’ labor activity
efficiency, by the use of adequate methods of human resources research, by the direct
usage of the assessment results as an information basis for making
administrative decisions in the field of professional development of workers or
their promotion.
Attraction to the human resources usage
assessment of highly skilled, competent
experts (both full-time members of staff of the enterprise, and external
advisers), their studying of the technique of carrying out the assessment; the result
of the subjects’ studying the assessment should be reception of practical
skills, expanding professional knowledge in the field of the assessment action
as one of the human resource management functions, the ability to interpret the
results of the assessment, and the formation of the system vision of the factors
and reasons which caused the given results as well.
The concretized conditions of carrying
out the human resources usage assessment logically define the need of the establishment
of the requirements to it (the fifth stage of the technology development).
The most significant requirements
according to the designated purpose of the usage assessment of human resources
of railway transport enterprises, according to the authors, are:
• clearness of the formulation of a
target orientation of the assessed people’s actions; deep work with procedure
issues
• unambiguity of the formulation of
the purpose, sense and text of the task, information; punctuality of carrying
out the organizational actions which provide the assessment;
• compliance of a task with a
carried-out or expected position; clearness of the assessment criteria and assessed
people being kept informed about them;
• the subject’s knowledge of the technology
assessment of its carrying out;
• creation of a benevolent and easy
social and psychological situation at the assessment.
Complete implementation of the named
requirements for the usage assessment of the human resources of the railway
transport enterprises, in our belief, is possible only in case of the accurate
formulation of tasks and specification of subjects of its carrying out marked
out as the independent, sixth stage of the technology development.
The technology development of the
enterprise human resources assessment demands taking into account not only the
purposes of the subject of the management, but also other participants
(subjects) of this process, which defines expediency of the formulation of a
number of tasks typical for the assessment.
IV. Conclusion. Thus, the human resources usage assessment as the system administrative
procedure isn't characteristic of the formed practice of the human resources of
railway transport enterprises management. This circumstance demanded the development
of the appropriate technology which is based on the establishment of
substantial interrelations of the usage assessment of the enterprise human
resources and functional subsystems of the system of their reproduction
management. Within the offered technology the analysis of the contents of the
human resources usage assessment methods was conducted, which allowed the authors
to establish their pros and cons, and restrictions in the usage as well.
According to the concretized conditions of carrying out the enterprise human
resources usage assessment, the author formulated the list of the requirements
defined by its designated purpose and tasks.
References:
1. Bazarov T. Y. Personnel Management. Practical work:
Manual. - Moscow. - 239 pp (in Russian)
2. Personnel management: Manual / under the editorship of V. M.
Danyuk. - M: Finance, 2005. - 398 pp (in Russian)
3. Lukashevich V. V. Human resource management bases: Manual. - M: Knorus, 2008. - 240
pp (in Russian)
4. The best HR solutions
/ [A.Krymov, V. Yarnykh, S. Ivanov, V. Kobzev, etc.]. - M: Top, 2009. - 192 pp
(in Russian)
5. Maslov V. E. Enterprise human resource management: Manual / E.V.Maslov; under the editorship of P. V.
Shemetov. - M: INFRA-M, 2002. – 312 pp (in Russian)
6. Schmidt V. R. Problems and technologies of performance
appraisal: Educational Manual - M:
Speech., 2008. - 160 pp (in Russian)
7. Ogarkov A.A. Management of organization / A.A. Ogarkov. - M: EKSMO, 2006. - 512 pp
(in Russian)
8. Kibanov A.Y. Human resource management / A.Y. Kibanov. - M: INFRA-M, 2002. - 304
pp (in Russian)
9. Protasov V. F., Protasov A.V. Analysis of the enterprise (firm) activity:
production, economy, finance, investments, marketing, performance appraisal.
- 2nd ed.,/ V.F.Protasov, A.V.Protasov. - M: Finance and statistics, 2005. -
522 pp (in Russian)
10. Vesnin V. R. Human resource management in schemes / V.R.
Vesnin. - M: TK Velbi; Publishing house "Prospectus", 2008. - 96 pp
(in Russian)
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