Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region
The article discusses methodological basis of personnel policy formation in the context of innovative development of the region. It was found out that establishment and implementation of the state personnel policy,as well as regional and municipal personnel policy, faces a number of difficulties. Th...
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| Published in: | Економічний вісник Донбасу |
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| Date: | 2015 |
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| Language: | English |
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Інститут економіки промисловості НАН України
2015
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| Cite this: | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region / M. Gavrylov, O. Zerkina // Економічний вісник Донбасу. — 2015. — № 4 (42). — С. 167-171. — Бібліогр.: 7 назв. — англ. |
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| author | Gavrylov, M. Zerkina, O. |
| author_facet | Gavrylov, M. Zerkina, O. |
| citation_txt | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region / M. Gavrylov, O. Zerkina // Економічний вісник Донбасу. — 2015. — № 4 (42). — С. 167-171. — Бібліогр.: 7 назв. — англ. |
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| description | The article discusses methodological basis of personnel policy formation in the context of innovative development of the region. It was found out that establishment and implementation of the state personnel policy,as well as regional and municipal personnel policy, faces a number of difficulties. The components of the concept of regional personnel policy were identified including goals and objectives, mechanisms, principles and strategy. The conceptual basis of mechanism of personnel policy of the region was developed. Conducted studies revealed a number of factors and conditions of external and internal environment, which significantly affects the content and mechanism of implementation of personnel policies. Two groups of regional and sectoral regulations were identified, which must be used in the regional personnel policy for innovative development of the region. The first group helps to determine the perspective of formation and training of innovative personnel and the second group determines the ways of distribution and involvement of personnel.
В статті викладено методологічні засади формування кадрової політики в контексті інноваційного розвитку регіону. З’ясовано, що створення і особливо реалізація державної, а також регіональної і муніципальної кадрової політики відчуває на собі ряд складнощів. Виявлено складові концепції регіональної кадрової політики, що включають цілі та завдання, механізм, принципи, стратегію. Викладено концептуальні засади механізму формування кадрової політики регіону. Проведені дослідження виявили ряд факторів і умов зовнішнього і внутрішнього середовища, які суттєвим чином впливають на зміст і механізм реалізації кадрової політики. Визначено дві групи регіональних та галузевих нормативів, які необхідно використовувати при розробці регіональної кадрової політики інноваційного розвитку регіону. Перша дозволяє визначити перспективу у формуванні та підготовці інноваційних кадрів, а друга орієнтири, що характеризують розподіл і використання кадрів.
В статье изложены методологические основы формирования кадровой политики в контексте инновационного развития региона. Выяснено, что создание и реализация государственной, а также региональной и муниципальной кадровой политики испытывает на себе ряд сложностей. Выявлены составляющие концепции региональной кадровой политики, включающие цели и задачи, механизм, принципы, стратегию. Изложены концептуальные основы механизма формирования кадровой политики региона. Проведенные исследования выявили ряд факторов и условий внешней и внутренней среды, которые существенным образом влияют на содержание и механизм реализации кадровой политики. Определены две группы региональных и отраслевых нормативов, которые необходимо использовать при разработке региональной кадровой политики инновационного развития региона. Первая группа позволяет определить перспективу в формировании и подготовке инновационных кадров, а вторая ориентиры, характеризующие распределение и использование кадров.
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M. Gavrylov, O. Zerkina
167
Економічний вісник Донбасу № 4(42), 2015
UDC 331.108:332.1
M. Gavrylov,
PhD (Economics), Professor,
O. Zerkina,
Lecturer, Odessa
METHODOLOGICAL PRINCIPLES OF PERSONNEL POLICY FORMING
IN THE CONTEXT OF THE INNOVATIVE DEVELOPMENT OF THE REGION
Problem statement. Effective regional personnel
policy underlies the strategy of innovative development
of industrial and economic activity in the region and
should comply with this strategy. Nowadays, in the cur-
rent economic situation, there is an urgent need to take
drastic measures to prevent the negative impact of sev-
eral factors on the development of human resource ca-
pacity of the regional economy. If do not give sufficient
attention to this matter in time, in the future there is a
direct threat to reproduce personnel for innovative de-
velopment and reducing its capacity. One of the most
dangerous challenges, in our opinion, is a high demand
of qualified personnel under high unemployment at
once, especially among youth. At the same time, re-
gional personnel policy often has unsystematic nature,
there are no long-term prospects in the preparation and
using of personnel, and therefore it is inconsistent with
economic and social programs of the territories devel-
opment, there is no considered system of staff selection
and transfer.
Analysis of researches and publications. The
various aspects of regional personnel policy are high-
lighted in studies of A. Babenko, Z. Varnaliy, A. Do-
ronina [1], S. Kalinina, A. Colot, E. Libanova, L.
Lisohor, N. Lukyanchenko, M. Murashko, O. Novikova,
V. Nykyforenko, V. Petyuh, G. Sydunova [2] d.
Shchokin [3], A. Yakovenko [4], O. Jakubowskiy [5].
At the same time, recognizing the value of scien-
tific researches of these authors it should be noticed that
the conceptual basis of personnel policy forming of the
region remain under-developed, especially in the con-
text of its innovative development.
The purpose of article is the working out of the
methodological principles of personnel policy forming
in the context of the region innovative development.
Statement of the basic material. Odessa region
has powerful personnel. At the same time, there is insuf-
ficient demand of enterprises for workers in professions
that provide a high level of knowledge in physical,
mathematical and engineering sciences, the presence of
unbalance of labor demand and its supply of profes-
sional qualification and insufficient level of individuals
with professional skills that are looking for a job, the
presence of chronic demand for highly engineering
skilled workers and labour for the production sector.
During the period 2005 – 2013 years the number of em-
ployees of scientific organizations in the Odessa region
was decreased by 34.6%, and the number of profession-
als who carry out scientific and technical work - by
45.1% [6]. There were engaged in science only 17.4%
doctors and 10.2% candidates of sciences in 2013. It is
noted the failure of replenish staff scientific corps with
graduates of universities, research organizations and in-
stitutions do not have a sufficient number of skilled pro-
fessionals that can provide the transfer of research re-
sults and its elaborations for their development in pro-
duction, the lack of effectiveness of training workers to
fit the modern production requirements. So the urgent
question is to work out the conceptual basis of effective
personnel policy.
At this stage of society functioning the personnel
policy has been and is one of the key factors of its de-
velopment and defines the main content and nature of
all kinds of social control in Ukraine. [7]
Regional HR policy is a specific form of sectoral
and territorial management combination, its main tasks
is to ensure the region's population with jobs, satisfac-
tion branch staffing requirements, additional staffing re-
quirements of enterprises and region infrastructure, ra-
tional distribution of staff for activities and sectors,
providing high efficiency of their usage in enterprises
and organizations of the region.
Personnel policy in current conditions should be
based on the priority of the human person and be war-
rantabled by solid scientific basis. Unfortunately, in re-
ality, the creation and, especially, the implementation of
the public, as well as regional and municipal personnel
policy, suffers from a number of difficulties. Our re-
searches showed that the main limiting factors are:
- Socio-political instability in the country, the
economy crisis;
- Carelessness of society strategic orientation;
- Instability of power structure and management at
national, regional and local levels;
- Weak legislative and normative base at national,
regional and municipal levels;
- Insufficient elaboration of theoretical and meth-
odological basis of personnel activity in terms of inno-
vative development, formation of civil society and mar-
ket economy.
Management of Labour and Safety
M. Gavrylov, O. Zerkina
168
Економічний вісник Донбасу № 4(42), 2015
Nowadays innovative and socialized type of re-
gional economy development makes the more stringent
demands system of staff. This is the knowledge of trans-
fer mechanism of the economy to an innovative path of
development, the ability of professional and quick adap-
tation to new innovative processes, continuous profes-
sional development, the maximum realization of the po-
tential in the labor activity, tendency to team working
style for achieving the organization goals and others. All
of this in complex makes a fundamental need to develop
the implementation of personnel policy that is adapted
to specific regional conditions. In such conditions not
only the role of regional human resources policy in-
creases, but also specifically within individual organiza-
tions. Personnel policy should be formed on the base of
the innovative development strategy of the region and
represents a set of promising targets of personnel poten-
tial usage in the region, including its motivation, devel-
opment, updating and improvement.
According to our researches we identified the fol-
lowing key areas of personnel policy in the region:
- The policy of human resources formation (using
internal and external sources);
- The policy of security enforcement and protection
of human resources;
- The policy of human resources l professional pro-
gress;
- The policy of professional education system de-
velopment in the region;
- An employment policy and professional labor
market development;
- The policy of human resources demand ensuring;
- The policy of material and morale encouragement
of employees;
- The mobilization policy of formation of profes-
sional, moral and patriotic human resources.
We defined the strategy of regional human re-
sources management as a system of set parameters of
formation, motivational stimulus, development, im-
provement and effective usage of human resources for
achieving innovative development goals of the region.
In terms of this approach, personnel policy, in our opin-
ion, is an integrated system that includes the objectives
and principles, and formed on its basis methods, forms,
elements and criteria of personnel operations, that are
aimed at training, motivation and mobilization of per-
sonnel in the region to achieve its scientific and tech-
nical, productive-economic and social problems.
We believe that the strategy of personnel policy in
the region should consider and be directed to:
- The achievement of the strategic goals of innova-
tive and socio-economic development of the region and
the objectives of human resources policy;
- The formation of principles and ideology of per-
sonnel policy. The ideology of personnel policy should
be reflected in the documentary form and implemented
by all subjects of the region;
- The determining of balance between economic
and social efficiency of human resources usage in the
region.
The mechanism of regional human resources pol-
icy formation involves the usage of various forms, meth-
ods and tools of personnel operations, and also new in-
formation management technologies that are aimed at
updating HR management to ensure the effective func-
tioning of the human resources management in the re-
gion to address the production, technical and technolog-
ical problems.
Regional HR policy must meet the conditions and
requirements of the external and internal environment.
Studies have identified a number of factors and environ-
mental conditions which significantly affect to the con-
tent and mechanism of implementation of personnel pol-
icy. Among these are:
- Regulatory and legal documents on labor;
- The level of market competition;
- Specifics of national structure, the level and qual-
ity of life:
- The conditions of the labor market in the region;
- The average regional wages and cost of living;
- The location of the region and others.
The internal factors and conditions of personnel
policy formation in the region include:
- The conception and development strategy of the
region;
- The human resources formation strategy;
- The formed mechanism of management;
- The style and methods of work and others.
Thus, on the one hand the regional personnel pol-
icy is a long-term document, on the other hand it must
be constantly adjusted in accordance with the formed
situation and the need to address the current problems
related to the innovative development of the regional
economy.
The main objectives of personnel policy that are
adapted to the conditions of the region and aimed at its
innovative development are:
- The formation, development and ensuring of the
human recourses renewal of the region in accordance
with its strategy of innovative development and current
challenges;
- An improvement of human resource management
in the region;
- An analysis of labor resources usage and optimi-
zation of the staff number;
- The creation of the conditions for high perfor-
mance and labour resources efficiency;
- The formation of favorable social and labor rela-
tions;
- The ensuring of the current and prospective eco-
nomic stability of the region organizations and the eco-
nomic situation of its employees;
- Innovative and socio-economic development of
the region.
M. Gavrylov, O. Zerkina
169
Економічний вісник Донбасу № 4(42), 2015
The formation of regional innovation system and
its human resource capacity inseparably are linked. The
personnel policy formation of innovative development
of the region should be based on the following assump-
tions:
- The flexibility and adaptability of formation strat-
egy and human recourses development of the region;
- The constant updating of techniques, technolo-
gies and approaches to the personnel policy formation
and human resource capacity of the region;
- The usage of flexible mechanisms and innovative
technologies of personnel;
- The free choice of labor activity by the employee;
- The social responsibility in the formation, devel-
opment and usage of human resources;
- The right of innovative activity subjects to solve
independently the issue of human resources renewal;
- The active participation of all subjects of the re-
gion in development and implementation of personnel
policy.
One of the major problem of regional human re-
sources policy in terms of innovative development is to
improve the methods of determine the optimum staffing
requirements of appropriate skills level in the region in
whole and for its individual branches.
By developing the human resources policy of re-
gional innovative development the system of regional
and sectoral standards should be used, which can be di-
vided into two main groups. The first allows to deter-
mine the perspective of formation and training of inno-
vative personnel, and the second determines key points
that characterize the distribution and use of personnel.
The first group of normative documents that have
to be developed for innovative process staff includes the
qualifying characteristics of technical staff and special-
ists of the main groups of specialties and occupations for
the five-year and long-term (10 years) period; the stand-
ards of skilled workers quantity and employees in the
industrial sector including the specific of the region; in-
novative staff saturation standards of sectors; the stand-
ards that characterize the educational process organiza-
tion (the lists of specialties and occupations, curricu-
lums and training programs, teachers working load
standards etc.).
The regulations system that need to be developed
and applied in the distribution and usage stages of inno-
vative staff, covers the management structures of busi-
ness entities in the context of industry and their staff;
lists of engineering positions and professionals, pass-
ports of organizations, enterprises with explanation of
their human recourses that are needed for innovation de-
velopment, ratio regulations between the different cate-
gories of innovative staff and others.
Work on the creation and specification of these
regulations is rather time-taking and requires the partic-
ipation of a large number of organizations and institu-
tions. Thus, qualifying characteristics according to the
prepared professionals profile usually are developed by
institutes of higher education. Currently, to participate
in its development should be involved business-struc-
tures that use trained professionals from the institutes of
higher education that will be considered in more detail
below. The positions lists are developed and approved
by branch ministries and departments (they are the lists
of positions in the enterprises and organizations that
have to be replaced by graduates, indicating the spe-
cialty and level of education; there are reasonable ratios
of professionals of different levels of higher education).
However, considering the rapid development of scien-
tific and technological progress and acceleration of the
innovation process they do not always meet the urgent
production needs.
In general, the usage of the position list allows ac-
curately determine the need of innovative human re-
sources for the future; to set the standard saturation of
necessary specialists of the particular industry (as a ratio
of the number of posts which are replaced by specialists
to the planned number of employees) in the region; to
identify experts usage efficiency.
For regional level of personnel policy development
the great importance has the explanation of quantity
standards of skilled workers and professionals for the
innovative development of various industrial sectors of
regional economy. There is the following sequence of
the standards development:
a) Selection of typical industrial units according to
the industry of the region and its classification;
b) Determination of the factors that are influenced
on the number of skilled workers and professionals that
are engaged in innovative activity;
a) Development of inspection programs for se-
lected units;
d) Collection of the necessary statistical infor-
mation;
d) Processing, systematization and generalization
of survey results;
e) Development of formulas to determine the quan-
tity standards of skilled workers and professionals that
are engaged in innovative activity;
g) Determination of correction factors according to
the innovative development of production and updating
of formulas;
c) Explanation of ratio of skilled workers and pro-
fessionals that are needed for the passing of the innova-
tive process.
The need of a new personnel policy, including re-
gional, is related to the tendencies changing that are oc-
curred in economic development both at the global and
regional levels. The economic crisis of the last decade
shows that uncritical usage of existing market mecha-
nisms and government mechanisms still does not pro-
vide sustained economic growth, even of the most de-
veloped countries. Such crisis, as the practice has
shown, in a less degree affects to those countries that
M. Gavrylov, O. Zerkina
170
Економічний вісник Донбасу № 4(42), 2015
implemented an active industrial policy aimed at inno-
vative development of its economy. As a result, cur-
rently, first of all, are highlighted the strategies of devel-
opment of scientific, technological, industrial and hu-
man resources, which are able to stabilize and speed up
economic development, as expressed, for example, in
the growth of common strategic researches and a num-
ber of other trends, there the reindustrialization is taken
the most important place.
Today the place for the production is determined
not so much with its associated costs, but also with fac-
tors such as access to skilled labor, an availability of in-
frastructure, the size of domestic demand and many oth-
ers. Dramatically increase the demands for qualified
personnel and reduces the importance of labor costs as
required innovative specialists who possess the neces-
sary competencies, which are not enough in countries
with cheap labor market. These specialists are trained,
usually in developed countries and demand higher
wages. Industrial production returns to countries with
more capacious internal market, with high level of pur-
chasing power and a skilled labour.
The need of reindustrialization as the future path of
economic development of Ukraine is related to the
changing nature of active competition, dynamics and
structure of demand, the appearance of new technolo-
gies and new business-models of development. The
principle of new industrialization includes the main en-
gine of economic development as the industrial sector
that can provide the highest growth rate of labor produc-
tivity, an increasing of workplaces and reducing of un-
employment, fast and qualitative economic growth and
improvement of the overall competitiveness of the coun-
try.
Conclusions and recommendations for further
researches. Thus, summarizing that the personnel po-
licy should be formed on the basis of the innovative de-
velopment strategy of the region and presents a set of
prospective targets of usage in the region its human re-
sources.
In the context of these objectives according to
Odessa region and regions of Ukraine it is worth to men-
tion that further studies need to focus on a solving the
issue of the appropriate infrastructure to ensure the for-
mation of personnel potential of innovative activity.
References
1. Doronina O. The actual problems of the for-
mation of the regional personnel policy / O. Doronina //
Economic Space: a collection of scientific studies. –
Dnepropetrovsk: PSABA, 2012. – № 63. 2. Sydunova
G. personnel polisy in terms of crisis: innovative ap-
proach / G.Sydunova. – M.: Higher School, 2002. –
74 p. 3. Shchokin G. The theory of personnel policy:
monograph / G.Schokin. - K.: AIDP, 1997. – 176 p.
4. Yakovenko O. Modern personnel policy: a re-
gional perspective // Bulletin of Ukrainian Academy of
Public Administration under the President of Ukraine. –
2000. – № 3. 5. Jakubowskyi O. Forming of a regional
personnel policy: conceptual basis, content, implemen-
tation mechanisms // HR support of regional transfor-
mations: Materials of scientific-practical conference. –
Odessa: ORIPA UAPA, 2002. – S. 363-369. 6. Depart-
ment of Statistics in the Odessa region: website [Elec-
tronic resource]. – Odessa, 2003-2015. – Access:
http://www.od.ukrstat.gov.ua/index.html. – Title from
the screen. 7. Strategy of personnel policy for 2012-
2020, approved byDecree of the President of Ukraine
from 01.02.12 No45 / 2012 - Official Journal of the
President of Ukraine of 03.02.2012. – 2012. –
No 4. – P. 11.
Гаврилов М. С., Зеркіна О. О. Методологічні
засади формування кадрової політики в кон-
тексті інноваційного розвитку регіону
В статті викладено методологічні засади фор-
мування кадрової політики в контексті інновацій-
ного розвитку регіону. З’ясовано, що створення і
особливо реалізація державної, а також регіональної
і муніципальної кадрової політики відчуває на собі
ряд складнощів. Виявлено складові концепції регіо-
нальної кадрової політики, що включають цілі та за-
вдання, механізм, принципи, стратегію. Викладено
концептуальні засади механізму формування кадро-
вої політики регіону. Проведені дослідження ви-
явили ряд факторів і умов зовнішнього і внутріш-
нього середовища, які суттєвим чином впливають на
зміст і механізм реалізації кадрової політики. Визна-
чено дві групи регіональних та галузевих нормати-
вів, які необхідно використовувати при розробці ре-
гіональної кадрової політики інноваційного розви-
тку регіону. Перша дозволяє визначити перспективу
у формуванні та підготовці інноваційних кадрів, а
друга орієнтири, що характеризують розподіл і ви-
користання кадрів.
Ключові слова: кадри, кадрова політика, конце-
пція кадрової політики, стратегія, потреба в іннова-
ційних кадрах, нормативні документи.
Гаврилов М. С., Зеркина О. А. Методологи-
ческие основы формирования кадровой поли-
тики в контексте инновационного развития ре-
гиона
В статье изложены методологические основы
формирования кадровой политики в контексте ин-
новационного развития региона. Выяснено, что со-
здание и реализация государственной, а также реги-
ональной и муниципальной кадровой политики ис-
пытывает на себе ряд сложностей. Выявлены со-
ставляющие концепции региональной кадровой по-
литики, включающие цели и задачи, механизм,
принципы, стратегию. Изложены концептуальные
основы механизма формирования кадровой поли-
тики региона. Проведенные исследования выявили
M. Gavrylov, O. Zerkina
171
Економічний вісник Донбасу № 4(42), 2015
ряд факторов и условий внешней и внутренней
среды, которые существенным образом влияют на
содержание и механизм реализации кадровой поли-
тики. Определены две группы региональных и от-
раслевых нормативов, которые необходимо исполь-
зовать при разработке региональной кадровой поли-
тики инновационного развития региона. Первая
группа позволяет определить перспективу в форми-
ровании и подготовке инновационных кадров, а вто-
рая ориентиры, характеризующие распределение и
использование кадров.
Ключевые слова: кадры, кадровая политика,
концепция кадровой политики, стратегия, потреб-
ность в инновационных кадрах, нормативные доку-
менты.
Gavrilov M. S., Zerkina O. A. Methodological
Bases of Personnel Policy Formation in the Context
of Innovative Development of the Region
The article discusses methodological basis of per-
sonnel policy formation in the context of innovative de-
velopment of the region. It was found out that establish-
ment and implementation of the state personnel policy,
as well as regional and municipal personnel policy,
faces a number of difficulties. The components of the
concept of regional personnel policy were identified in-
cluding goals and objectives, mechanisms, principles
and strategy. The conceptual basis of mechanism of per-
sonnel policy of the region was developed. Conducted
studies revealed a number of factors and conditions of
external and internal environment, which significantly
affects the content and mechanism of implementation of
personnel policies. Two groups of regional and sectoral
regulations were identified, which must be used in the
regional personnel policy for innovative development of
the region. The first group helps to determine the per-
spective of formation and training of innovative person-
nel and the second group determines the ways of distri-
bution and involvement of personnel.
Keywords: personnel, personnel policy, concept of
human resources policy, strategy, need for innovative
personnel, normative regulations.
Received by the editors: 30.11.2015
and final form 28.12.2015
|
| id | nasplib_isofts_kiev_ua-123456789-109337 |
| institution | Digital Library of Periodicals of National Academy of Sciences of Ukraine |
| issn | 1817-3772 |
| language | English |
| last_indexed | 2025-12-07T17:23:32Z |
| publishDate | 2015 |
| publisher | Інститут економіки промисловості НАН України |
| record_format | dspace |
| spelling | Gavrylov, M. Zerkina, O. 2016-11-24T17:49:48Z 2016-11-24T17:49:48Z 2015 Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region / M. Gavrylov, O. Zerkina // Економічний вісник Донбасу. — 2015. — № 4 (42). — С. 167-171. — Бібліогр.: 7 назв. — англ. 1817-3772 https://nasplib.isofts.kiev.ua/handle/123456789/109337 331.108:332.1 The article discusses methodological basis of personnel policy formation in the context of innovative development of the region. It was found out that establishment and implementation of the state personnel policy,as well as regional and municipal personnel policy, faces a number of difficulties. The components of the concept of regional personnel policy were identified including goals and objectives, mechanisms, principles and strategy. The conceptual basis of mechanism of personnel policy of the region was developed. Conducted studies revealed a number of factors and conditions of external and internal environment, which significantly affects the content and mechanism of implementation of personnel policies. Two groups of regional and sectoral regulations were identified, which must be used in the regional personnel policy for innovative development of the region. The first group helps to determine the perspective of formation and training of innovative personnel and the second group determines the ways of distribution and involvement of personnel. В статті викладено методологічні засади формування кадрової політики в контексті інноваційного розвитку регіону. З’ясовано, що створення і особливо реалізація державної, а також регіональної і муніципальної кадрової політики відчуває на собі ряд складнощів. Виявлено складові концепції регіональної кадрової політики, що включають цілі та завдання, механізм, принципи, стратегію. Викладено концептуальні засади механізму формування кадрової політики регіону. Проведені дослідження виявили ряд факторів і умов зовнішнього і внутрішнього середовища, які суттєвим чином впливають на зміст і механізм реалізації кадрової політики. Визначено дві групи регіональних та галузевих нормативів, які необхідно використовувати при розробці регіональної кадрової політики інноваційного розвитку регіону. Перша дозволяє визначити перспективу у формуванні та підготовці інноваційних кадрів, а друга орієнтири, що характеризують розподіл і використання кадрів. В статье изложены методологические основы формирования кадровой политики в контексте инновационного развития региона. Выяснено, что создание и реализация государственной, а также региональной и муниципальной кадровой политики испытывает на себе ряд сложностей. Выявлены составляющие концепции региональной кадровой политики, включающие цели и задачи, механизм, принципы, стратегию. Изложены концептуальные основы механизма формирования кадровой политики региона. Проведенные исследования выявили ряд факторов и условий внешней и внутренней среды, которые существенным образом влияют на содержание и механизм реализации кадровой политики. Определены две группы региональных и отраслевых нормативов, которые необходимо использовать при разработке региональной кадровой политики инновационного развития региона. Первая группа позволяет определить перспективу в формировании и подготовке инновационных кадров, а вторая ориентиры, характеризующие распределение и использование кадров. en Інститут економіки промисловості НАН України Економічний вісник Донбасу Management of Labour and Safety Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region Методологічні засади формування кадрової політики в контексті інноваційного розвитку регіону Методологические основы формирования кадровой политики в контексте инновационного развития региона Article published earlier |
| spellingShingle | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region Gavrylov, M. Zerkina, O. Management of Labour and Safety |
| title | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region |
| title_alt | Методологічні засади формування кадрової політики в контексті інноваційного розвитку регіону Методологические основы формирования кадровой политики в контексте инновационного развития региона |
| title_full | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region |
| title_fullStr | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region |
| title_full_unstemmed | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region |
| title_short | Methodological Bases of Personnel Policy Formation in the Context of Innovative Development of the Region |
| title_sort | methodological bases of personnel policy formation in the context of innovative development of the region |
| topic | Management of Labour and Safety |
| topic_facet | Management of Labour and Safety |
| url | https://nasplib.isofts.kiev.ua/handle/123456789/109337 |
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