Стратегічні зміни в управлінні персоналом: світовий досвід застосування стейкхолдерно-орієнтованих підходів

Abstract

Effective strategic changes in staff management with the application of the stakeholder-oriented approaches in the face of increasing complexity of systems remain an important task for development of business and entrepreneurship. The article is aimed at examining and summarizing the worldwide experience of the effective strategic changes in staff management with the application of stakeholder-oriented approaches and developing practical proposals on the use of this experience in the activities of domestic business and entrepreneurship. In this context, it can be stated that for the development and implementation of positive strategic changes in staff management, it is important to take into account both the interests and contradictions of a number of stakeholders. In practical activity, the interests of almost all groups of staff are most often in contradiction with the interests of management and owners. Hence the elaboration of problematic issues concerning the increase of interest and leveling contradictions becomes significant aspects of cooperation of all stakeholders, despite the different conditions or the countries of operation of a business. Modern world scientific and practical skills in the sphere of human resources management often focus on determining the points of interaction and coincidence of interests of all participants in both the management and the development processes. The proposed algorithm for determining and adopting effective strategic changes in staff management can be used in the realities of domestic business. The topical direction of further research is the definition for all stakeholders of optimally balanced decisions on the basis of minimum costs and maximum profits in the formation and implementation of strategic changes in staff management.