RESEARCH OF LABOR INTERESTS IN THE PERSONNEL MANAGEMENT SYSTEM
As a result: theoretical phenomenological description of the structure and psychological model of labor interests is given. In practical terms, the relevance of the accounting, assessment and impact of workers' labor interests on personnel management is proved.
T.N. Lobanova considers the employee’s labor interest as a parameter that must be taken into account in the selection, adaptation and training of personnel. This section provides various interpretations, approaches, definitions of the concept of “labor interest”, as well as semantic links between such structural components of the motivational mechanism as “needs”, “values”, “attitudes”, and “interests”. The author offers a classification of the labor interests of a modern employee and a psychological model of labor interests. The results of an empirical study made it possible to confirm the hypothesis that taking into account the labor interests of candidates for vacant positions helps to shorten the period of adaptation and minimize staff departure in the first year of work.
In the present article the factors having impact on the decision of a recruiter at personnel selection are considered. These factors were allocated on the basis of the analysis of scientific literature and expert opinion. They are as follows: education, experience, appearance, knowledge, abilities, skills, knowledge of English, competence, coincidence of values, existence of recommendations, a sex, age, motivation for work in the company, recruiter. The special attention is paid to coincidence (congruence) of values of the candidate and the company as to a factor whichis considered in practice of the large companies. The article generalizes the results of the research, carried out in the Russian division of the international company at thebeginning of 2014. Data were collected during competence-based interviews with candidates for vacancies of professionals without managerial responsibilities. In total 127 interviews were collected. On the basis of the data analysis the model of recruiter’s decisionmaking was constructed, taking into account the statistical significance of factors. The hypothesis that candidates with the values corresponding toshared values of the company, are more successful when passing interview, than those candidates which values don’t correspond to shared values of the company was confirmed. The research findings had practical implication. They promoted the decision to a practical problem in the investigated company — creation of the training program for recruiters taking into account the significant factors defining successful passing of selection process in the company. The scientific originality of results consists in checking the influence of such ill-studied factor, as congruence of values.
The article scrutinizes upon such definition as staff motivation in the light of coincidence of the employees’ personal interests with the work environment. Psychological model of labour interests is given as a prototype of a possible scientific concept, which still has a lot of blank spaces and resources for the scientific research. Besides, the article presents the results of a pilot research performed in the frame of the study of the personnel’s labour interests in the Russian companies. The theoretical aspect highlights the phenomenological description of the structure and psychological model of labor interests. The practical aspect proves the relevance of the influence of the workers’ labor interests on their labor activity and productivity.