Влияние материальных и нематериальных факторов на уход-удержание талантливых сотрудников в организации
The article is devoted to examining of the potential application of the concept of talent management in
Russian universities. For this purpose we analyzed the main stages of development of the concept, identified
its benefits, and the experience of the use of the concept of talent management in universities, in particular,
in the case of the HSE – Saint Petersburg
This book explores the implications of talent management in four practical settings across the globe. Focusing on countries in the Asia-Pacific region, Central and Eastern Europe, Latin America and within the Commonwealth of Independent States (CIS), the authors illustrate how multinational corporations (MNCs) can benefit from talent management practices and as a result, develop a strategy of organizational leadership. Offering empirical examples from each region, this book examines how economic and cultural contexts influence talent management. Talent Management in Global Organizations discusses successful cases in different cross-cultural settings, and aims to inspire companies around the world to develop and implement talent management practices effectively.
In Russia, the extent of the use of fixed-term contracts is comparable with that in other countries. Fixed-term contracts allow businesses to adapt to fluctuations in demand; allow for the selection of employees for performance on permanent jobs; form a buffer to protect permanent jobs. The Purpose of the Study is to determine the effects of the business use fixed-term contracts for the operation of the Russian labour market. Problem. On the one hand, due to the use of fixed-term contracts, enterprises can achieve the best match between workers and jobs. At one and the same jobs they can be re-hire and fire workers with them, which will lead to an increase in labour mobility and movement of labour in the labour market. Fixed-term contracts for workers mean reduction of employment protection and the reduction of costs for the enterprises use labour. They can affect the reallocation of labour from less productive firms to more productive firms. They can influence the creation and elimination of jobs, reflecting on the movement of jobs in the labour market. The Subject of the Study is the effect of fixed-term contracts on the labour movement and the movement of jobs. The Object of the Study. Companies employing at least 10 people in six industries (mining, manufacturing, construction, transport and communications, trade, finance and business services) were studied. By using two step method of least squares (2SLS) the effect of fixed-term contracts of hiring and firing workers, the creation and elimination of jobs was evaluated. With the application of the generalized method of moments (GMM) the effect of fixed-term contracts to the “idle” labour turnover was calculated. The study was performed using the data of Russian enterprises (2009–2011). As a result, it was found out that companies with fixed-term contracts often hire and fire workers at the same time more often. Fixed-term contracts contribute to the redistribution of the labour force in the labour market and increase its flexibility. However, with the increasing number of fixed-term contracts movement of jobs is reduced. Under the influence of fixed-term contracts the enterprises liquidate jobs much oftener than they create them. “Idle” labour turnover increases but transition workers into permanent jobs is less likely at the enterprises with fixed-term contracts.
Nowadays the most significant challenges in people management for companies are to attract, develop and retain people that companies treat as talents. These challenges become complex in an unstable economy and uncertain situations for businesses. Talent management practices were originated in the early 1990s in the USA. Talent management strategies in companies of developed countries are described by some authors as a mature approach, a new paradigm in people management. The paper aims to consider theoretical approaches to talent management studies, to bring out several disputable moments of theoretical constructs in this field, to understand discrepancies and gaps in the extant studies In order to achieve these goals the analysis of the recent academic literature in the field is conducted, the main constructs of talent management are observed, definitions of talent are discussed, and basis vectors of the talent in business is suggested. Talent management is analyzed from two main points of view, elicited from the set of literature: talent management as a system and as a strategy, some inconsistencies and omissions are mentioned. Then several main tensions in talent management approaches are noted.
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