Практики привлечения и отбора талантливых сотрудников в экономике знаний и традиционных отраслях
This paper aims to identify the features of talent attraction and selection practices, in accordance with both talent categories and the industry type (knowledge economy or traditional industries). The empirical research was conducted with the use of qualitative methods, and the data was collected through 20 semi-structured with HR-specialists from knowledge economy and traditional companies located in Moscow. Companies of 13 different industries participated in the study, both traditional (FMCG, energy, engineering, oil&gas) and knowledge-intensive ones (IT, telecom, pharmaceuticals). Turning to the main findings, it was revealed that all companies, whose talent management system was focused only on internal talent pool, belong to traditional industries. The vast majority of companies used the object approach to define talent, describing it as a certain set of characteristics. Interestingly, a latent talent categorization was a popular case for foreign companies, which was not true for Russian ones. The paper also discusses three types of talent selection systems: systems focusing on one particular group of practices; systems with differentiated selection practices and systems with individual set of practices for each position. It turned out that the application of systems with differentiated selection practices and systems with individual set of selection practices are the features of knowledge economy. Originality of this work results in detected trends in the use of practices of talent attraction and selection in both traditional companies and firms belonging to the knowledge economy.
The article presents the results of a study conducted on a sample of talent pool in financial organizations to identify key scales of motivational space. Motivational tasks was used for conducting the study. Motivational task is a tool for self-appraisal of the field of motivational objects allowing further reconstruction of motivational space. The conditions of the motivational task resolution have been implemented in the assesment procedure named Motivational Map. The diagnostics procedure consists in multiple visual appraisal of 16 motivational objects (J.Nuttin) within a dimensional graphic space determined by 6 evaluation scales. As a result of multidimensional scaling we obtained empirical scales of work motivation space: Personal priorities, Social significance, Perceptiveness.
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
The paper is based on an exploratory study into a new field of human resource management – talent management in the Russian companies. The objectives of the study are to examine the managerial interpretations of "talents" and identify the context factors that affect the talent management practices in Russian companies. More attention is paid to the influence of the IT sector context on talent management discourse and practices. The empirical data have been collected during comparative longitudinal case studies of the leading Russian IT companies since the summer of 2015. The paper will contribute to the deeper understanding of specific emerging country as well as sector effects so far insufficiently covered in the theoretical and practical literature on talent management.
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.
Smoking is a problem, bringing signifi cant social and economic costs to Russiansociety. However, ratifi cation of the World health organization Framework conventionon tobacco control makes it possible to improve Russian legislation accordingto the international standards. So, I describe some measures that should be taken bythe Russian authorities in the nearest future, and I examine their effi ciency. By studyingthe international evidence I analyze the impact of the smoke-free areas, advertisementand sponsorship bans, tax increases, etc. on the prevalence of smoking, cigaretteconsumption and some other indicators. I also investigate the obstacles confrontingthe Russian authorities when they introduce new policy measures and the public attitudetowards these measures. I conclude that there is a number of easy-to-implementanti-smoking activities that need no fi nancial resources but only a political will.
One of the most important indicators of company's success is the increase of its value. The article investigates traditional methods of company's value assessment and the evidence that the application of these methods is incorrect in the new stage of economy. So it is necessary to create a new method of valuation based on the new main sources of company's success that is its intellectual capital.
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