Экономические науки/ 5. Управление трудовыми ресурсами

Olga Lunchenko, Ph.D. Yana Okopna

National University for food technologies, Ukraine (Kiev)

Human resource management in international corporations

It is well known that the basis of the functioning of any economy – its workforce. Therefore, one of the leading positions in the government apparatus of all international corporations and private companies take service in Human Resource Management. Their work focused on the development of measures to stimulate employees to focus on high performance and efficient work; provide continuing education and training of all employees and others.

The purpose of this thesis is to study the need for work with personnel at every stage of work. This is due to the growing importance of the subjective factor in the current environment in a new way raises questions about the role and functions of human resources management to improve the efficiency of the corporation.

The main areas, in which this effect is made, varied: careful selection, selection and assessment of personnel; special education, vocational training and training; gain real remuneration depending on the outcome.

It should be noted that the process of selection of candidates is difficult.

Working with resumes and search among possible candidates – is only a small part of the work on selection of candidates. It also includes a summary of key test parameters: jobs, finding out the real causes of layoffs. Working with someone several consultants, excluding unavoidable subjectivity in communication and allows people to form an objective picture of the applicant. It is important to bring together some notes, isolated reports of conversations made by different consultants at different times; to prepare an information pool is sufficient for consistent peer review. Problems can arise even when processing rather standard, but as having no more than 30% of fields of application of clearly defined rules of filling that is almost impossible to determine in advance.

It should also be noted that the problem of attracting the most qualified employees is now very serious. With an ever international companies developing and increasing their number in the Ukrainian market, the demand for services is so great that the need for quality professionals today is much higher than can offer the Ukrainian labour market and our educational system. One of the derivatives of this is the higher wages, which are significantly higher than the rate of inflation. Other - extremely intense competition between employers in the labour market: the struggle for employees is not graceful than fight for customers.

Today, as a rule, the applicant has an opportunity based on their criteria to choose the most appropriate option for themselves from a long list of potential employers. In turn, employers are forced to find ways to attract and retain staff.

However, lack of qualified specialists there is another problem: often companies refuse candidates solely on subjective reasons. Some organizations are more oriented to the experience, rather than the competence of the candidate. Also, I have noted the fact that candidates often have no idea how they should be based career.

In this case, may be three ways of solving the problem of shortage of staff: to create a strong system of education in the so-called corporate universities; outbid professionals in a leading position in the competition; to hire people with the necessary knowledge and competencies.

Many studies of the market show that by far the first place among the factors of motivation – wage, which is not surprising. Second and third place is shared career and professional growth. Other factors in terms of motivation are much less significant.

Another important issue is to keep valuable employees. To retain valuable employees, business leaders need to set them challenging tasks and allow solving these problems on their own. In addition, the probability of employees leaving reduced, if they are confident in their heads and get a good fee for their work.

In confirmation of this, a study conducted by NFI Research, found that three-quarters of managers and senior executives holding key factors to consider themselves able to work independently and solve complex and challenging tasks. Following this is reaching self-management good salary and organizational culture.

Thus, the work of the staff should be conducted regularly in international corporations - to attract new professionals and retain those that are. An important aspect here is all sorts of motivation, and providing employees with a fraction of independence for their development.

Literature

1. Nikolai Smirnov. It is impossible to keep releasing // Director of IP. - №3, 2004 (www.osp.ru/cio/2004/03/173219)

2. Elena Sharova .Three Pillars of motivation // Director of IP. - №8, 2007

3. Stephanie Overby. How to get the right talents // Director IS.-№11, 2006 (http://www.osp.ru/cio/2006/11/3643260)