Human Resources: Strategic Management Aspects

Abstract

The following processes pose challenges for the organization: self-establishment in the market economy, restructuring, globalization, development of techniques and technology, formation of information society, development of a knowledge economy, change of the society economic situation and democratic processes. In the organization which is constantly changing a new approach to the organization is formed. It is viewed as an operating system where company employees, i.e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organizational goals. In the constantly changing organization a new approach to the organization is formed. It is viewed as an operating system where company employees, i. e., human resources, become the most important and the most active part of the system, determining the efficiency of the pursuing of organization objectives. Human resource management process cannot be separated from the strategy. Strategic human resource management is a part of strategic management concept in the organization. Theoretical provisions for the management of human resources, presented in the academic literature, confirm the influence of this functional area of management on the overall organization performance results. For the organization, which is operating in the global market, it is essential to manage existing or potential labor resources effectively. One of the main staff evaluation criteria is the effectiveness of personnel management. New tendencies encourage closer association of human resource management with organization strategy. “Four-C” model competence, commitment, compliance and cost efficiency is helpful in assessing the effectiveness of organization human resources policies conformity with its strategy.

Management of Innovative Development of Enterprises Considering Their Financial and Resource Opportunities in the Context of Security

“…We agree with the assertion of scientists [1][2][3][4][5] that the innovative paradigm of economic development, which dominates in modern economic conditions, significantly changes the principles of the functioning and development of an industrial enterprise. The effectiveness of innovative activities of business entities becomes a determining factor that affects their viability, therefore, in conditions of high volatility of the influence of environmental factors, it becomes necessary to restructure the management system for innovative development of enterprises.…”

“…For example, Chlivickas et al [1], investigated and emphasized the importance of human resources for the enterprise management system.…”

Impact of the Main Threats from COVID-19 on the Labor Market in the Context of Ensuring Economic Security

“…As noted by Chlivickas et al [4], the labor market is a very important strategic resource that, if properly functioning and managed, contributes to effective social and economic development.…”

The Expression of Managerial Leadership in Social Service Organizations

“…Stoner et al, 2006 distinguish the "four C" model that reveals the results of management in the human resource management process, in which the expression of leadership is important: commitment, competence, congruence, cost-effectiveness. These components of the model allow us to explain the guidelines of managerial leadership in terms of commitment, competence, congruence, and cost-effectiveness (Chlivickas, Papšienė, & Papšys, 2010;Chlivickas & Luckutė, 2016;Brunetto & Beattie, 2020). The ever-changing social environment poses new challenges for the social services sector, society, community, so the manager must not only perform his / her direct management and leadership functions but also become an organizer and innovator of management practice (Lynch-Cerullo & Cooney, 2011;Carnochan et al, 2019;Hwang, 2019).…”