Принципи інноваційного управління людськими ресурсами Анотація. У результаті досліджень у сфері інновацій виділено два концептуальні трактування поняття «інновації»: економічне і соціальне. Проаналізувавши зміст соціальних інновацій, установлено, що вони безпосередньо пов'язані з інноваціями в управлінні людськими ресурсами. У ході аналізу було сформовано три групи підходів до інноваційного управління розвитком людських ресурсів сервісних компаній: до першої групи була віднесена мотивація і стимулювання персоналу до ефективної інноваційної діяльності; до другої-формування інноваційної культури в компаніях та лояльності персоналу до інновацій; до третьої-формування систем безперервного корпоративного навчання. Дослідження показало, що українським сервісним компаніям необхідно приділяти більше уваги таким чинникам інноваційного управління людськими ресурсами як системам безперервного корпоративного навчання. У зв'язку з цим особливо актуальним є питання про розвиток корпоративних університетів та систем E-learning на сервісних підприємствах. Визначено принципи інноваційного управління людськими ресурсами, яких необхідно дотримуватися сервісним компаніям. Ключові слова: інновації; управління людськими ресурсами; конкурентні переваги; безперервне корпоративне навчання; система електронного навчання.
In the article the sustainable development as the alternative concept of further transformation of the economic system in general and an enterprise in particular is considered. The concept of the sustainable development cycle of enterprise was improved by the authors; they specified the important role of human resources management in this cycle. The paper emphasizes the need to focus the human resources management not only on the operational activities’ results, but also on increasing the employees’ personal competitiveness and intensifying collaboration and mutual support to form a corporate knowledge due to developing corporate universities and E-learning systems aimed at continuous sustainable development of human resources. A significant attention in the concept of an enterprise sustainable development is paid to creation an effective human capital management strategy. This strategy should be focused on decomposition of the objectives in sustainable development, building a favourable organizational culture, developing business models that are based on effective communication with consumers, selecting the state-of-the-art forms of business organization and doing business; this is including, but not limiting, to those that have emerged in the field of social business, which allow to move towards implementation of the main objectives of sustainable development.
This article is devoted to the peculiarities of human resources evaluation in enterprises. The human resources evaluation has a special place in human resource management, because it allows you to identify the actual situation in an enterprise, find disadvantages and weaknesses in management, so that you can provide recommendations basing on its results. The main purpose of the study was to develop the theoretical principles for assessing human resources, which should establish the level of quantitative and qualitative characteristics in the terms of determining the state of motivation and efficiency for human resources. In the study, the authors stressed on the cyclical nature of human resource management in an enterprise. At the same time, in their opinion, the human resources evaluation takes a special place because it makes all actions passing through the human resources management system. The authors also stressed on the impact of motivation upon an enterprise efficient operation, and including but not limiting to the human resources. They found that motivation has a special relevance for human resource management, and thus is gained by solving such problems as coordination, matching up of the needs and means, motives and goals of human resources and an enterprise as a whole, identification and resolution of emerging contradictions between these goals and needs of human resources and an enterprise. Solving these problems is possible after a comprehensive evaluation of an enterprise’s human resources. The authors propose to conduct a comprehensive evaluation in clearly defined areas: quantitative and qualitative evaluation, evaluation of the motivational state of human resources, and the final stage is to evaluate the efficiency of using Enterprise Human Resources. In the result of such evaluation, the administrative goal of human resource management will be achieved due to adoption of sound administrative decisions; thus, the information goal will be achieved as well, which is that both employees and managers have the opportunity to obtain reliable information about the activities; of course, the motivational goal of evaluation itself is among the most important means of motivating people's behaviour. In the authors’ opinion, their proposed theoretical approach to the evaluation of human resources, which is implemented due to identifying the level of quantitative and qualitative characteristics of human resources’ motivation and efficiency, will lead to conscious human resource management.
The ambition of this article is an analysis of the right to a fair trial of legal entities through the prism of the jurisprudence of the ECtHR and the CJEU. Despite the factual admission of the right to a fair trial to companies in the case law of the Courts, the absence of a strong theoretical foundation and persuasive explanation in their judgments raises ambiguity as to the ECtHR and the CJEU positions in that regard. In that context, the article examines landmark cases of both Courts and relevant doctrinal considerations concerning the application of guarantees provided by the right to a fair trial to legal persons. The ECtHR case law is considered inconsistent and the Strasbourg court, it appears, tries to avoid any far-reaching conclusions. The CJEU in its case law, due to the inherent focus of EU law on economic values, interprets the right to a fair trial of companies broadly, and sometimes, broader than it is needed. It is concluded that the issue requires more attention from both the Courts and legal scholars, in the view of serious consequences the ignorance and unfounded admission of any fundamental right could entail to the society and economy.
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