Authors: B. A. VORONIN, doctor of law, professor, I. P. CHUPINA, doctor of economics, professor, Ya. V. VORONINA, senior lecturer, Ural State Agrarian University (42 K. Liebknekhta Str., 620075, Ekaterinburg)
Keywords: human capital, competitive advantages, organizational efficiency, qualified personnel, motivational component, labor market.
Abstract: This article provides an analysis of human capital. The creation of a well-motivated, fluidity-qualified and fluidity-able team, the goal aimed at a separate full-fledged return own potential, the rules contributes to the achievement of the enterprise shows high performance and suggests ways to ensure a profitable position in the market. Intellectual activity has become dominant, therefore, in this regard, human capital becomes a decisive factor in the development of the enterprise, the region in particular and the data of the state as a whole. The management and development of staff in a technical organization should be flexible, capable of changing the methods, forms and content in accordance with the electronic needs of the organization. Therefore, today more and more of your managers are convinced that your competitive advantage of the enterprise, first of all, is its staff. It is knowledge, level of training and qualification, identifying the features of the organization of work, continuous development and long-term stimulation of staff can be advantages that the tools are unattainable for competitors. The function- ing of enterprises in the reserve of competitive market conditions causes an urgent need to implement the strategy of personnel development, as one of the main components of the overall strategy. Development of personnel strategy investment of the orga- nization is a rather complex task, within which the Central place is occupied by the problem of achieving strategic compliance (integration), which in foreign literature is called the “model of compliance impact”. strategic integration is necessary to give the integrity of the message to the overall development of the organizational strategy of the personnel strategy. The overall goal of this process is achievement to affirm the strategic alignment and convinced the coherence of policy objectives of personnel management and the whole organization grows. The mechanism of General formation of personnel strategy termination of the modern enterprise, taking into account the logical assessment of the relationship of the overall strategy of the enterprise and actively strategic directions of its personnel policy therefore implies a certain algorithm of actions, the background allows you to develop a comprehensive external strategic plan for working with staff, taking into account the specifics of the enterprise, strengthening its goals and environmental parameters.
