INNOVATIONS IN HUMAN RESOURCE MANAGEMENT: TYPES, ADVANTAGES, LIMITATIONS
DOI:
https://doi.org/10.25806/uu9202359-65Статья поступила в редакцию: 16.06.2023
Статья принята к публикации: 13.07.2023
Статья опубликована: 24.07.2023
Keywords:
human resources, innovations, HR function, HR specialists, technologies, efficiency.Abstract
The article discusses the importance of introducing innovations in the process of human resource (HR) management for the success of an organization in the digital age. The use of digital tools and elements of artificial intelligence in the company's HR function, as well as other innovative solutions, contributes to an increase in the efficiency of recruiting, retaining and developing employees.
The article analyzes new tools and methods of personnel management, such as candidate management software (ATS), video interview solutions, online testing and big data processing tools (big data).
Innovations in various aspects of the activities of the HR department are considered, including recruiting, onboarding, training and development, performance management, as well as employee engagement and retention management. The phenomena of gamification and e-learning are studied as one of the most effective innovations in personnel management, which make recruiting and training more interactive and effective.
Top management of organizations plays a key role in the innovation process. It is it that should make strategic decisions in the implementation of innovations in the field of HR, allocate the necessary budgets and time for employees. An important part of the activities of top management is to help create a corporate culture of acceptance of innovation. HR professionals in a dynamic business environment must constantly be at the forefront of innovation and technology to track the latest trends in the field and integrate them within their organization.
Despite a number of undeniable advantages of innovation in the context of the company's HR function, this process can face a number of problems and obstacles. Such challenges are significant investments, the cost of other resources, issues of confidentiality of employees' personal data, potential resistance to innovations in the field.
The article also considers a number of successful cases of introducing innovations in large international companies and highlights the conclusions on the best practices for introducing innovations in the process of personnel management.
Информация о публикации
Финансирование: Исследование выполнено без привлечения внешнего финансирования, если иное не указано авторами.
Вклад авторов: Все авторы внесли существенный вклад в подготовку статьи, ознакомились с окончательной версией рукописи и одобрили ее к публикации.
Конфликт интересов: Авторы заявляют об отсутствии конфликта интересов, если иное не указано в публикации.
Правообладатель: Издательский дом «Академический».
Лицензия: Статья распространяется на условиях лицензии Creative Commons Attribution 4.0 International (CC BY 4.0).
Машиночитаемый файл метаданных: JATS XML
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