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A key topic in discussing the development of social and economic systems and state policy has been overall digital transformation. The introduction of digital technologies is a principle line in strategy of the majority of organizations, including trade ones. HR-divisions are also liable to digitalization effect. Providing HR-managers with support tools, advanced IT-solutions could optimize the process of HR management, focus attention on strategic tasks and in general raise the efficiency of personnel management. The article explains the purpose of HRM-systems used to manage personnel in today’s trade organizations, reviews functionality of current IT-solutions and identifies key trends in the field of HR-Tech. The authors managed to solve a set of tasks connected with introduction of HRM-systems with due regard to specificity of trade organizations and highlighted trends in the field of HR-Tech. The theoretical and methodological base of the research was formed by materials of research and analytical companies, provisions given in works by mainly Russian scientists and experts in the field of personnel management. Apart from that, methods of comparative analysis, generalization, systematization, etc. were used.
A key topic in discussing the development of social and economic systems and state policy has been overall digital transformation. The introduction of digital technologies is a principle line in strategy of the majority of organizations, including trade ones. HR-divisions are also liable to digitalization effect. Providing HR-managers with support tools, advanced IT-solutions could optimize the process of HR management, focus attention on strategic tasks and in general raise the efficiency of personnel management. The article explains the purpose of HRM-systems used to manage personnel in today’s trade organizations, reviews functionality of current IT-solutions and identifies key trends in the field of HR-Tech. The authors managed to solve a set of tasks connected with introduction of HRM-systems with due regard to specificity of trade organizations and highlighted trends in the field of HR-Tech. The theoretical and methodological base of the research was formed by materials of research and analytical companies, provisions given in works by mainly Russian scientists and experts in the field of personnel management. Apart from that, methods of comparative analysis, generalization, systematization, etc. were used.
Целью данного исследования является поиск способов расширения участия сотрудников в российских компаниях для обеспечения конкурентного преимущества бизнеса. В качестве средства для этого предлагается один из современных аспектов цифровизации в сфере HR — инструменты геймификации. Методология, используемая в этом исследовании, включает обзор литературных источников, касающихся вовлечения сотрудников и использования геймификации для обеспечения конкурентоспособности бизнеса. Кроме того, анализируются научные определения, имеющие отношение к исследованию. В исследовании сформулированы основные конкурентные преимущества, которые получают компании с высокой степенью участия сотрудников. В исследовании определены основные методы, которые современные российские компании могут использовать для повышения вовлеченности своего персонала. В качестве эффективной альтернативы традиционным HRинструментам в качестве одного из основных инструментов предлагается геймификация. Доказано, что использование геймификации эффективно развивает и совершенствует ключевые компетенции сотрудников организации, что приводит к повышению эффективности обучения, а также к усилению инструментов материальной и моральной мотивации и, в итоге, к повышению уровня лояльности и вовлеченности персонала. в российских компаниях. Это приводит к тому, что бизнес получает конкурентное преимущество. The research objective is to pinpoint strategies for boosting the engagement of personnel within Russian enterprises, thereby ensuring business competitiveness. This includes the integration of gamification methods as a contemporary digitalization trend within the HR sector. The research approach involves scrutinizing literary resources on the topics of personnel engagement and gamification practices in relation to fostering business competitiveness, in addition to analyzing scientific definitions relevant to the research purview. Following an extensive analysis, the principal competitive benefits garnered by companies with high levels of staff engagement are elucidated. The primary methods that current Russian corporations can deploy to enhance the engagement of their personnel are determined. Gamification is posited as one of the essential methods, providing an effective alternative to conventional HR tools. The research provides evidence that employing gamification allows for the development and enhancement of the organization's employees' key competencies, boosts the efficiency of their overall training, amplifies the effect of tangible and intangible motivation tools, elevates the loyalty and engagement of Russian companies' personnel, and furnishes businesses with supplementary competitive advantages.
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