Мотивационная стратегия управления персоналом в системе инновационно-ориентированного управления человеческими ресурсами

Abstract

The paper analyzes motivational personnel management strategy within the conditions of transiting to the innovative economy and evidences the objective
 need and nature of the new approach to management. The subject of inquiry is the system of innovation-oriented human resource management (HRM) system,
 created with the aim to facilitate sustainable growth of human resources potential. The author’s model of how such a system functions reveals the essence of
 managerial activity in the aspect of utilizing and developing personnel innovative potential for the purpose of enhancing competitive stance of the organization.
 As the conceptual apparatus of the issue in hand is rather debatable the author fi nds it reasonable to specify meaning of such concepts as «personnel», «human
 resources», «innovative potential» and «innovativeness of the personnel». Assuming that in the realities of innovative economy organizational staff ’s innovative
 potential is an essential quality, refl ecting the degree of personnel’s innovativeness in terms of capabilities to generate new knowledge, and further to transform
 these knowledge in practical innovations, thus contributing to business worth and competitiveness of the employing company. Motivational strategy of
 personnel management is considered because it serves as the key element of the innovations-oriented HRM, which is of particular importance for achieving
 organization’s strategy goals. To successfully implement motivation strategy of personnel management there should be in place some powerful incentive
 system, conducive to systematical growth of workers’ innovation potential based on up-to-date motivational techniques, tools and methods. The paper focuses
 mainly on corporate business-training and gives priority to extended forms of training and couching, which, as the author shows, are capable of forging strong
 incentives for professional and intellectual development of personnel and enhancing the workers’ competitiveness in terms of innovations. The author presents
 fi ndings of her own research, which are helpful in identifying top trends in modern HRM development and ways to improve incentives to motivate personnel
 under conditions of building the innovative economy in Russia.