Organizational culture in the system of human capital behavior regulation

Abstract

The article examines the evolution of concepts about a human being in labor process. It is determined that the category of «human capital» derived from such definitions as «labor force», «labor resources», «labor potential», and «human factor». The essense and peculiarities of the «human capital» category is disclosed, and its significance for am enterprise is substantiated. That author proves that to manage the human capital it is necessary to form the organizational culture, which will mobilize the reserves of human capital. It is shown that the management of organizational culture allows to make the interests of human capital closer to the values and objectives of the enterprise through the unity of community, the clarity of organization priorities for employees and due to the regulation of personnel behavior. The paper singles out the organizational culture main components, namely, the personnel selection criteria, work and discipline organization, making decision processes, communication systems at the enterprise. The author studies the influence of the determined organizational culture components on the personnel behavior. It is substantiated that the organizational culture impacts strong enough on the formation of functional, economic, adaptive and characterological behavior of human capital. The essence of these types of enterprise behavior are analyzed. For further research the hypothesis is framed, it says according to the arrangement of basic components, the organizational culture bears its different shade for each organization and enables to develop the particular types of employees’ behavior.