СУЧАСНІ ТЕХНОЛОГІЇ УПРАВЛІННЯ ПЕРСОНАЛОМ: СУТНІСТЬ ТА КЛАСИФІКАЦІЯ

Abstract

The article is devoted to the problems of researching the essence of the currently relevant concept of personnel management technology, and its interrelationship with the concepts of personnel technology, innovative personnel management technology, as well as improving and updating the classification of modern types of personnel technologies. Thus, the article highlights the main principles on which effective personnel management technology should be built. The study of approaches to defining the essence of the concept of "personnel management technology" was carried out, and the features and distinguishing features of the opinions of domestic and foreign scientists regarding the features and understanding of this concept were determined. A proper definition of personnel technology as a modern type of socio-economic technology is proposed. The classification of modern personnel technologies has been improved, as a result of which the following classification groups have been identified: marketing personnel technologies, personnel technologies of labor organization and optimization, personnel technologies of labor adaptation of employees, personnel technologies of loan work, educational personnel technologies, personnel technologies, used in selection and hiring, personnel-technologies of increasing the efficiency of labor use, personnel-technologies of personnel labor control, informational personnel-technologies. It has been established that the potential of existing methods, methods and tools of personnel management is almost exhausted, therefore the search for ways to increase the efficiency of the use of human resources moves to the area of implementation of innovative personnel technologies. It was determined that, despite the diversity of scientific research in the field of personnel management, modern innovative personnel management technologies in domestic companies have implementation problems due to the frequent manifestation of the phenomenon of "resistance to change", the impossibility of accurately calculating the effectiveness of the implementation of innovative technologies in the field of HR, the need to introduce personnel adaptation tools to the specifics of innovations.