Ключевые особенности HR-менеджмента в сфере малого предпринимательства и их учет в практике управления

Abstract

The subject area of the article is the personnel direction of the activity of small businesses and the peculiarities of their management in modern domestic conditions. The scientific position is argued, according to which the above-mentioned direction has a pronounced specificity that excludes the possibility of using a significant part of both strategic approaches and applied HR technologies that are successfully used in the organization of personnel work at large and even medium-sized businesses. Ignoring this specificity is fraught with both market and purely financial losses for the category of economic entities under consideration due to a fundamental decrease in the effectiveness of the internal HR management system, therefore, an increase in the likelihood of negative realization of various personnel risks of a quantitative and qualitative nature. The purpose of the study is to develop proposals for the choice of strategy and tactics of personnel management of small businesses, fully taking into account the specifics of the personnel direction of their activities. The objectives of the study are to determine the specifics of the functioning of small businesses in the external and internal labor markets, the resulting additional requirements for the organization of personnel work, as well as the development of practice-oriented recommendations for the introduction of applied HR technologies that provide a high degree of social orientation of the personnel management strategy. Research results: the features of the organization of personnel work of small business entities that distinguish them from representatives of other business entities on the scale of business are revealed. Taking into account these features, recommendations on: the choice of strategic approaches to solving the main tasks in the personnel direction of the small business; distribution of powers in the field of personnel management between the director (owner) of a small enterprise, its personnel department and heads of structural divisions; introduction of innovative HR technologies that improve the quality of the human capital of a small business as one of the important factors that ensure its competitive position in the serviced market.