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Файл:Стратегическое управление человеческими ресурсами. Русско-английский учебник
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The average age of the management team also remains virtually unchanged and is 47 years old. The number of young people is a quarter of
the total number of workers. A significant proportion of employees under 30 years old are accepted with higher professional education. Staff
turnover is low and refers to the natural turnover, which indicates the
stability of personnel.
The personnel management service of JSC “ISS” includes a department for work with personnel, a department for training and development, which are subordinate to the deputy general director for personnel management.
The aim of the personnel policy of JSC “ISS” is to create a highly
qualified and motivated team capable of increasing competitiveness and
strengthening the leading position of the company in the market of space
technology.
The main tasks of the personnel policy of JSC “ISS” are:
– definition of the strategy, goals of personnel management, the
formation of the ideology of personnel work;
– planning the needs of the organization in the staff;
– search and attraction of personnel, selection and training, management of the team;
– formation and work with personnel reserve for senior positions;
– assessment of the potential of employees;
– retraining and staff development;
– the definition of jobs, working conditions, the construction of
the workflow as a whole.
Principles of personnel policy:
– attracting the best specialists with the help of targeted recruitment in universities of the country from among the most talented graduates of the city’s schools in specialties demanded by the company, with
the possibility of passing all types of practices and graduating directly
at the enterprise;
– promotion of high results, improvement of personnel motivation
system;
– development of skills and staff training through an established
and well-built system of training, retraining and staff development;
– objective assessment of work of all personnel of the enterprise;
– career planning of employees through the formation of personnel
reserve for management positions;
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– concern for the health and well-being of staff by complying with
the principle of socially responsible business.
In conditions of tough competition for specialists in the company,
a system of continuous education is in place. As part of vocational guidance in schools of Zheleznogorsk physical and mathematical profiling is
supported, regular meetings of ISS specialists with pupils, parents and
teachers are held, lectures, competitions and contests are organized. As
part of interaction of JSC “ISS” with the institutions of primary vocational education in the city, the enterprise works with the youth who
have already made their choice in favor of a working profession. Monitoring the progress of “target” students is carried out. In coordination
with educational institutions the curriculum includes special disciplines
on the profile of future work at the enterprise. University students do internships in the structural units of JSC “ISS” and perform theses on the
subject of the enterprise. Getting a job at JSC “ISS” young people receive the status of young professionals and during the first year of work
they undergo compulsory internship according to individual plans. The
company provides the necessary additional training for young professionals in special technical areas, as well as in the field of business ethics
and communication.
For the formation of professional competences a multi-stage system of training and professional development has been developed
at JSC “ISS”. This ensures high performance of production tasks in the
field of creating space technology and allows staff to meet the evergrowing requirements of high-tech production.
Every year more than 20 % of the company’s employees are
trained in the system of vocational training and advanced training.
The structure of vocational training and advanced training
of JSC “ISS” includes:
– training in the form of permanent seminars and courses on topi-
– staff training in educational organizations, industry and specialized training centers, internships and exchange of experience;
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– self-education, with the aim of personal growth and the realization of individual needs of the employee in enhancing professional training, by self-study of special professional literature, as well as acquaintance with best practices in the field of professional interests of the
student;
– distance education as an opportunity to quickly acquire knowledge in the most significant professional areas;
– training of personnel reserve, training of scientific personnel in
the field of the enterprise in graduate and doctoral studies;
– targeted training of young professionals and workers for the
JSC “ISS” in the sought-after critical areas in organizations of higher,
secondary and primary vocational education.
Planning and organization of vocational training and advanced
training of employees of the enterprise is carried out in accordance with
the requirements of federal, industry and local regulations.
The company introduced a system of automated certification of
managers and specialists.
The company has a system of motivation and incentives. A payment system has been developed both to attract young employees under
the age of 30, and to retain qualified employees who have worked for the
company for more than 20 years.
There is a personnel reserve system at JSC “ISS”. The main purpose of the personnel reserve system of JSC “ISS” is organization
of advance preparation for the nomination to higher positions of the most
professionally trained employees who are able to ensure continuity and
high quality management of the enterprise and its divisions, designed
to effectively implement the objectives and functions of the enterprise
and contribute to the achievement of strategic goals. The personnel
reserve system allows for the training of competent specialists who are
ready to be promoted to key positions for the organization, guaranteeing
the personnel security of the business and confidence in the future.
To achieve this goal, the system of personnel reserve of JSC “ISS”
solves the following tasks:
– preservation and development of human resources, regardless of
changes in internal and external conditions;
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– ensuring a stable change of generations and maintaining the con-
tinuity of the management system and corporate values;
– identifying, retaining and ensuring the promotion of workers
with high efficiency and development potential by providing them with
opportunities for professional and career growth;
– increasing the level of loyalty and motivation of employees;
– the formation and development of employees, enrolled in the
reserve, professionally necessary knowledge, business and personal
qualities, ensuring the successful performance of functional duties in
a management position.
The development of the operational reserve is carried out in accordance with the approved corporate competency model. To ensure the
targeted development of reservists, an individual approach to the tasks
and content of development plans and to obtain the maximum effect
from the training programs, each employee who is enrolled in the operational reserve is evaluated. Based on the results of the assessment, individual development plans are developed for each employee who is enrollin the operational reserve. Individual development plans should
reflect the employees’ gaining the amount of professional knowledge
and skills that are needed to fill the target management position.
The development of the operational reserve is an interrelated process that includes:
– self-training, the study of recommended materials;
– special training programs, advanced training programs;
– carrying out internal training (trainings, seminars) on the results
of their own training for employees of the company in order to spread
knowledge and skills;
– performance of the duties of a manager during his absence in order to gain leadership experience and acquire organizational skills;
– visits to related organizations in order to exchange work
– participation in solving current financial, economic and
production – economic issues of the enterprise.
187
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Questions to the situation
1. How will the development plans of the enterprise affect the
strategy of human resource management?
2. List the factors that have direct and indirect impact on the effectiveness of decision-making in the field of human resource management
of high-tech enterprises.
3. What is the role of individual development of employees in
achieving the strategic goals of a knowledge-intensive enterprise? Justify
your answer.
4. Why is the formation and development of a personnel reserve
a strategic priority for a knowledge-intensive enterprise? Justify your
answer.
5. Give assessment of the personnel policy of the enterprise.
Justify your answer.
189
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