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Changes in the corporate human resource management

Vol. 16, Iss. 5, MAY 2020

Received: 26 February 2020

Received in revised form: 14 March 2020

Accepted: 31 March 2020

Available online: 15 May 2020

Subject Heading: SUSTAINABLE DEVELOPMENT OF ECONOMY

JEL Classification: I25

Pages: 876–884

https://doi.org/10.24891/ni.16.5.876

Astaf'eva O.V. Financial University under Government of Russian Federation, Moscow, Russian Federation
astafeva86@mail.ru

ORCID id: not available

Subject. The obvious turnover and insufficient involvement of staff may turn rather dear for the company, especially when it concerns the promising talent, who were trained thoroughly for a long time. Human Resource Management (HRM) is especially critical for those entities which take care of their competitive advantages driven by innovative employees. That is the reason for new approaches to building and managing the crucial resource of modern corporations – people.
Objectives. I examine changes in managers’ routine as new HRM methods are adopted, creating new success drivers and competitiveness of the entity.
Methods. The methodological basis comprises proceedings that try to find new methods for entities to raise their competitive advantages by enhancing the quality of HRM. The study employs methods of generalization, comparative analysis, theoretical modeling, decomposition.
Results. I provide the rationale for new HRM methods, in addition to the traditional method of competence. The article sorts out changes that were seen in managers’ routine of operational decision-making for strategic staff management.
Conclusions. HRM methods are difficult to replicate. So, the development of the HRM approach can become a sustainable driver of the corporate competitiveness. Companies shall invest abundantly in people and business processes, which is, on the one hand, an operational task, and, on the other hand, a vital process implementing the strategy, that shall be necessarily maintained by top managers.

Keywords: human resource management, competence profile, labor turnover, neurodivergent people

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