In the conditions of strengthening of the competition for human resources objective need of formation and development of strategic approach to management of business career increases in business. Article is devoted to consideration of approach to strategy formalization by the business career focused on managements of capitalization of the modern organization. On the basis of the analysis and generalization of results of the carried-out statistical research of business career at the Russian enterprises in article objective need of formation and development of system of the balanced indicators as independent model of strategic management of business career is reasoned. Being guided by modern theories of management, human resource management, the author’s interpretation of the concept “balanced scorecards of business career”, logical-methodological systematization of prospects of the considered system, interpretation of content of these prospects is offered. Formalization of strategy of business career with use of balanced scorecard is urged to guarantee professional approach to investment into career of own personnel, the main incentive of search and realization of long-term competitive advantages of a human resource of the organization.
A business career, being a promising method of increasing the competitiveness of the organization's labor market, inevitably becomes a source of career risks. In theory and practice, there is a high theoretical, methodological and research technique uncertainty of the concept of «career risk». In this context, the study of the definition of the concept of "career risks" is relevant. The purpose of our study is to develop the scientific foundations of a risk-based approach to a business career, which makes it possible to determine the conditions, causes, factors and types of career risks that can lead to destructive positioning of human resources in the labor market. The research methodology is based on a theoretical analysis of the main scientific provisions of risk management and career management. The statistical data of the statistical reports and primary personnel documents of commercial banks, the information of the all-Russian statistical reports served as the information and empirical base of the study. The target of research are fifteen banks with different development strategies in the period 2013–2018, operating in Novosibirsk. The scientific novelty lies in the making of the author's conceptual approach to career risks: an interpretation of the concept of «career risk», an interpretation of its socio-economic content, and the imperatives of the emergence of career risks for bank employees are determined. The study showed the need to diagnose risk areas of a business career, which creates information support for developing measures to minimize its negative consequences and maximize emerging opportunities.
В статье рассматриваются результаты научных изысканий процессов формирования, развития и разрушения деловой карьеры в банковских организациях г. Новосибирска в период 2010-2016 гг. Гипотеза исследования состоит в том, что социально-экономический модус деловой карьеры определяет механизмы локализации и утверждения конкурентного превосходства как работника, так и банковской организации в рыночной ситуации. Познание социальноэкономического модуса деловой карьеры банковских работников позволило выявить стратегические альтернативы деловой карьеры. Ключевые слова: деловая карьера, социально-экономический модус, банковский персонал, конкурентоспособность персонала, интенсивность карьеры.
Despite differences in approaches and interpretations, employee’s career development is one of fundamental ways to manage personnel in a way, that encourages to achieve their personal as well as organizational goals. The author suggests his original definitions of such terms, as «professional career», «career space in a bank», «personal career space», career potential, «career populism», «career strategic management», «career strategies». Career space in a bank is featured as a vector space for career movements. Revealed are factors influencing a commercial bank employee’s individual career vector. Factors, responsible for personal career space choices of back-office and front-office personnel are analyzed. Theoretic basics of career strategic management are considered, namely, necessity, opportunities, peculiarities and constraints. The author supplies reason for his own approach to developing career advancement strategy for banking staff, dependant on assessment of their individual career potential.
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