Conducting changes in an organization under conditions of considerable shortage of qualified personnel
The topic of organizational change became quite popular in recent publications of researchers and practitioners all over the world. This interest can be explained by growing market turbulence and highly dynamic development of technologies that dramatically change landscapes of particular industries. Companies that fail to change in accordance with those new trends, or cannot foresee those trends and change before they become real, are condemned to quick death. Most academic publications in this area are focused on the process and mechanisms of conducting changes in organizations, and in many cases they proceed from several simplifications related to availability of personnel of certain qualification and irreversible nature of particular changes. In this regard, many authors who try to simulate the process of organizational change under ideal conditions of the theory, reach a deadlock in practical situations when the process of implementing changes cannot even be started because it is not possible to recruit specialists of required qualifications and skills. In many cases because of the time pressure it is not even possible to provide existing specialists with additional training. Thus, it is easy to see that while simplifications cannot be implemented, and indeed these are 90% of cases of real businesses, the value of theoretical advancements in the field of practical organizational change is decreased. All this leads to the situation when theorists and practitioners exist in parallel worlds and are quite skeptical about each other’s activity. Authors of the paper for a number of years combine research and academic activity with practical managerial work on Russian plants. The paper examines particular specifics and conditions of conducting necessary changes in organizations which are “not equipped” with employees of needed qualification and there are limited opportunities to improve the situation because of the tight schedule of changes. Results of research conducted by authors will be essential, first of all, for small and medium businesses that function under considerable limitations of internal and external organizational resources.
The present paper summarizes a review of the best practices and models of academic development in foreign universities. It is argued that academic development as a domain of professional activity is developed as a response to the three interrelated processes: emergence of the new forms of public management, dissemination of 'entrepreneurial university' conception and life-long learning programs. Possible goals, professionalization problems and organizational models of academic development are elaborated in order to present heterogeneity of this phenomenon. We conclude by highlighting the most promising types of academic development programs which is possible to implement in Russian universities.
The chapter is devoted to a critical analysis of the economic theories of unemployment in the postwar period. The influence of changes in theoretical concepts on the labor market policy in developed industrialized countries is also examined. The economic crisis of 2008-2009 introduced some new alterations in the employment policy measures. The general conclusion is the following: the institutional structure of the labor market is one of the main factors that determines the scope and dynamics of labor market indicators in the changing economic conditions.
The article deals with basic specific institutional features of professional training in coordinated and liberal economies. The author thinks that the specifics of labor market institutes have become one of the basic factors that shape models of professional training. One of the principle directions of evaluation of these models is checking whether they are up to challenges of the modern economy. The mechanisms of providing of education services in various countries is primarily determined by the choice of funding sources, the ratio between general and specialized knowledge, and specifics of the knowledge certification systems.
In article the concept of training of specialists in the field of management of human resources of master level is considered. Relevance and demand of such program locates. Features of the present stage of preparation of such experts are analyzed proceeding their requirements of the international labor market.
Economic crisis started in 2008 forced companies in Russia to move from growth and expansion to reduction and restructuring. The article presents the main changes at top managers’ labor market from the beginning of crisis in Russia. The original data on top managers’ mobility in Russia from late 1999 till 2009 was used. The main result of the research is that there were no big changes in Russian top managers’ labor market during the crisis years (2008–2009). The most significant change was the increase of firm’s demand for specific human capital of top managers and the decrease of demand for general human capital.
The paper examines the structure, governance, and balance sheets of state-controlled banks in Russia, which accounted for over 55 percent of the total assets in the country's banking system in early 2012. The author offers a credible estimate of the size of the country's state banking sector by including banks that are indirectly owned by public organizations. Contrary to some predictions based on the theoretical literature on economic transition, he explains the relatively high profitability and efficiency of Russian state-controlled banks by pointing to their competitive position in such functions as acquisition and disposal of assets on behalf of the government. Also suggested in the paper is a different way of looking at market concentration in Russia (by consolidating the market shares of core state-controlled banks), which produces a picture of a more concentrated market than officially reported. Lastly, one of the author's interesting conclusions is that China provides a better benchmark than the formerly centrally planned economies of Central and Eastern Europe by which to assess the viability of state ownership of banks in Russia and to evaluate the country's banking sector.
The paper examines the principles for the supervision of financial conglomerates proposed by BCBS in the consultative document published in December 2011. Moreover, the article proposes a number of suggestions worked out by the authors within the HSE research team.
портовый менеджмент, показатели деятельности, анализ эффективности, система учета, распределение издержек, методы анализа деятельности портовой системы
At present many industries reveal tendency for setting up of vertically integrated companies (VIC) the structure of which unites all technological processes. This tendency proved its efficiency in oil industry where coordination of all successive stages of technological process, namely, oil prospecting and production -oil transportation - oil processing - oil chemistry - oil products and oil chemicals marketing, is necessary. The article considers specific features of introduction of "personnel management" module at enterprises of oil and gas industry.
vertically integrated companies; personnel management