Управління кадровими змінами в системі організаційного розвитку підприємства

Abstract

Обґрунтовано актуальність та значення кадрових змін на підприємстві. Розкрито місце кадрової політики в системі організаційного розвитку підприємства. Сформульовано сутність кадрових змін як наукової категорії. Розкрито головні чинники їх виникнення у практиці вітчизняних підприємств. Сформовано складові кадрових змін в організації, обґрунтовано їх взаємозв’язок із організаційним розвитком. Запропоновано поетапність процесу управління кадровими змінами на підприємстві. Сформовано індикатори та показники оцінки ефективності управління кадровими змінами на підприємстві.The article is devoted to the actual problems of management of personnel changes in the practice of functioning of domestic enterprises, which affects the success of their organization development and level of competitiveness in the industry. The object of research is the process of managing changes in the system of work with personnel at domestic enterprises due to the influence of interdependent and changing factors of the internal and external environment. The authors have substantiated the idea of the necessity to implement both organizational changes and changes in the behavior of modern managers in the process of managing them, increasing their role in the process of survival and the dynamic development of domestic enterprises. It is proved that the success of transformations at the enterprises is possible only in the conditions of the system and the complex approach, while taking into account the various components of the management by changes. The essence and peculiarities of using the term “personnel changes” in the practice of functioning of domestic enterprises, their importance in the system of innovative development, the preconditions are determined and the factors influencing their implementation are systematized. The theoretical analysis and comparison of the essential characteristics of scientific concepts “change management”, “managerial changes”, “personnel changes” and “management of personnel changes” are fulfilled. The process of managing changes as a subsystem of enterprise management, which affects the perfection of management processes and consists of interrelated functional elements is proposed to consider. The authors set out an understanding of the essence of managerial changes as a transformation of strategies, organizational structure, systems and methods of management at an enterprise, which leads to improvement of its activities. The author's approach to the definition of the essence of personnel changes as transformations of the organizational mechanism for the formation, reproduction, development and use of personnel is envisaged, providing for the creation of optimal working conditions for employees, their motivation and stimulation. The types of personnel changes are considered and the measures to overcome the resistance of the employees are substantiated, as well as a program for managing personnel changes at the enterprise has been developed. The methodical approaches to the evaluation of the effectiveness of management of personnel changes in the enterprise, which provide an objective assessment of all the circumstances that accompany the process of change, conduct continuously explanatory work of the leader of change, which is responsible for this process. The place of personnel changes in the system of organizational development of the enterprise is considered, their interconnection and influence on implementation of innovations in such directions are considered: change of organizational culture of the enterprise, change of values, expectations and motivational behavior of workers, formation of new com petencies and their development. It is concluded that management of personnel changes is the process of ensuring an optimal balance of manning and staffing processes, its development in accordance with the needs of the organization, the requirements of the current legislation and the state of the labor market.