Risk-Oriented Model of HR-Management at the Enterprise (Theoretical and Methodological Aspects)

Abstract

The actuality of developing theoretical and methodological approaches to the formation of a risk-based model of enterprise personnel management is due to the growing macroeconomic instability and turbulence in the current crisis. The reasons for this global economic crisis are the gradual depletion of resources, difficulties in the transition to a new technological structure and compliance with its requirements, unfair competition that has developed over the past decades in the global markets, and growing opposition of the «collective West» to other centers of the world development. The aim of the study is to determine the theoretical and methodological aspects of the formation of a risk-based model of enterprise personnel management in the new reality based on comparative analysis and assessment of existing opportunities for optimizing economic activities, as well as assessing the key factors that determine the quality of modern personnel management. The objectives of the study are: analysis of the morphology of personnel risks and methods for their classification; determination and evaluation of qualitative features of a risk-based model of enterprise personnel management; development of a general algorithm for the formation of this model, taking into account the requirements of the internal and external environment of the enterprise. The study used a dialectical approach, methods of modeling (reconstruction, decomposition) and forecasting (extrapolation), structural-functional and program-targeted analysis. An algorithm for the formation of a risk-based model of enterprise personnel management is proposed, which is presented as a system of variable behavior management of business entities (enterprise personnel) in the context of building their multi-vector development strategy. The morphology of personnel risks is disclosed; the main principles and methods of work with personnel risks at different stages of their genesis are identified and characterized. The most promising organizational and economic tools for practical use of risk-based model of enterprise personnel management are identified. As a dominant condition for functioning of this model, the need to develop broad self-government within the framework of the operational and economic activities of specific divisions of enterprises is argued. The results of the study can be used in the personnel policy of enterprises as part of their operational and strategic reengineering.