Устойчивость и изменчивость практик управления человеческими ресурсами в российских подразделениях международных компаний
Evgeniy Borisovich Morgunov and Igor Borisovich Gurkov present the results
of research on the production plants of foreign corporations operating
in Russia. They show the features and processes of human resource management.
The context of the described solutions and the indicated tensions between
East and West are presented.
This publication is the culmination of the 16th International Scientific Conference entitled “Human Potential Development” (HPD). The conference was held in Łódź between May the 28th–30th, 2019, and was patronized by the Associate Professor Tomasz Czapla, the Dean of the Faculty of Management at the University of Łódź, and also by the International Academic Network HPD CEEUS. The international nature of the conference resulted in ten articles in this publication being written in five languages, with English being the leading language of the conference. The aim of the conference was the international exchange of knowledge in the field of HPD in the context of the latest, theoretical and practical solutions, with particular emphasis on the need to create, motivate and develop the driving force of organizational changes – employees and managers. It was assumed that this goal would be implemented within three conference working areas: 1) using and developing human potential, 2) new challenges within the mentioned area, and 3) developing models and practices related to human potential and human resource management. The concept of HPD is common in the international human resource management literature, which emphasises its strategic dimension, and combines organizational and social goals with the promotion of a competitive advantage based on the human capital concept. At the same time, this strategic dimension is inseparably accompanied by the focus on the needs, aspirations, growth and development of people. As a consequence of the implementation of both dimensions, the creation of a learning and development culture has been observed as an inherent feature of training planning and implementation, as well as the creation of personal, employee and citizen development programs. Each of the authors presents different viewpoints within their HPD research, but the common theme of all findings and considerations were the expectations, decisions and behaviors of people in specific contexts of economic reality. The publication opens with an article by the British author William Chambers, a retired professor at Hope University in Liverpool, a longtime charity 12 • Introduction community activist in the UK. He presents examples and types of difficult working conditions, which sometimes lead to dysfunctional behaviors of volunteers, employees and managers of these organizations. The author describes the associated human resource (HR) management practices as well as the context in which they are used. It is worth noting the summary of the article, which is an attempt to answer questions about the specificity of charitable organizations, actors performing their roles, the essence of managing these organizations and the importance of estimating personnel risk. A team of Lithuanian researchers, including Irena Bakanauskiene, Rita Bendaravićiene and Inesa Daugintaite, refers to the important issue of happiness in the workplace and its multidimensionality. This topic is presented using the example of research results from teachers. Although all dimensions and attributes of employee happiness are important for the surveyed employees, reality does not meet employee expectations – especially in the area of motivation and remuneration systems. The importance of employee communication competences for the quality of services in the public and non-profit sectors is presented by Barbara Batko, who indicates some features of socially useful information, the development of which requires specific and universal competences for the purposes of handling the communication process. It is worth noting that these are well known and important components of human capital, that is, adequate knowledge, the ability to think critically or search for cause and effect relationships. Martina Grófová allows the audience to consider the possibility of implementing the principles of a circular economy in Slovakia. This is one of the possibilities of transition from serial production to production based on customer value, but with a more rational use of resources and reduction of the negative impact on the environment of manufactured products. However, it is worth paying attention to the need to build consumer awareness in this new reality and the responsibility of companies in this matter. Shaping customer relationships in e-commerce is a key corporate responsibility. Justyna Majchrzak-Lepczyk is able to highlight the purchasing process of e-customers and presents the results of her own research in this area. It is worth paying attention to the essence of employee competences and their ability to read the needs of e-buyers. A research team consisting of Zdenko Stacho, Katarína Stachová and Martina Grófová draws attention to the importance and openness of communication as an instrument of engaging human resources in order to maintain organizational competitiveness in the context of the speed of market changes and Introduction • 13 their nature. What is interesting is the informal communication and information technology (IT) support highlighted by the authors. Vladimir Šulc and Petr Jedinák take up the subject of the requirement to increase IT security of the information flow in the context of its integration with the legislative environment of the European Union, exemplified by the Czech Republic. The authors emphasize the increased vulnerability of IT systems to dangers in the network and the role of programmers in securing it. Based on two surveys and a series of interviews in the business service sector, Robert Marciniak presents Hungarian experience in the field of the impact of technological progress on the automation of service processes. The author discusses the resistance and expectations of employees towards the described trend. Evgeniy Borisovich Morgunov and Igor Borisovich Gurkov present the results of research on the production plants of foreign corporations operating in Russia. They show the features and processes of human resource management. The context of the described solutions and the indicated tensions between East and West are presented. We conclude with the consideration of Jiří Stýblo, who draws attention to the impact of digitization and automation on HR processes and the work environment which are changing the skill requirements of HR specialists and managers. This publication is intended for readers who want to expand their knowledge of the essence of building the capacity of individuals, teams and societies in a comprehensive and non-trivial way. At the same time, it encourages reflection and a holistic view of the phenomenon of human potential. I encourage you to read the aforementioned conference papers.
Employment Relations is widely taught in business schools around the world. However, an increasing emphasis is being placed on the comparative and international dimensions of the relationships between employers and workers. It is becoming crucial to consider today’s work and employment issues alongside the dynamics between global financial and product markets, global production chains, national and international employment actors and institutions, and the ways in which these relationships play out in different national contexts.
Comparative Employment Relations in the Global Economy addresses this need by presenting a cross-section of country studies – including the UK, Germany, USA, Brazil, India, Russia, China and South Africa – alongside integrative thematic chapters covering essential topics such as theoretical approaches, collective representation and employment regulation.
This volume contains country studies of the historical development of human resource management (HRM) in seventeen different nations. The nations span all regions of the world and each chapter is written by a national expert. Primary attention is given to HRM developments in industry, but university research and teaching are also covered. Human resource management is defined broadly to include industrial relations and each chapter places the historical development of HRM in a broad political, social, and economic context.
The author of the article puts forward the hypothesis about importance of the psychological contract for the modern Russian organizations. In his opinion, the role of private mutual relations between workers and employers is essentially underestimated. At the same time the psychological contract influences imperious relations in the organizations caused by the formal rights and duties of heads and subordinates, the psychological climate and, finally, productivity of its activity. The investment approach to management of the human resources, caused by necessity to invest means in development of employees and increase in degree of their involvement into achievement of the purposes of the organization is also of great value.
The article highlights the results of research that find out the trends in semantic interpretation the concept of mentoring. Historical review articulates the traditional concept of mentoring in Russian science and practice in the XX century. Undertake practical study with using techniques of content analysis, correlation and factor analysis clarified the modern understanding of mentoring in the field of human resource management. The result was represented by an expansive understanding of mentoring, which includes traditional and new meanings, the ways of further development of this concept.
The article is devoted to the study of human potential in career achievements and prospects of indicators selection and training of specialists in personnel management. In the present study it is shown that the combination of personal qualities and characteristics of the construct of time perspective activities acts as a predictor and the basis of professional selection in personnel management.