Stanislav Rolinskyi

Oles Honchar Dnipropetrovsk National University, Ukraine

PERSONNEL POTENCIAL FORMATION AT RUSSIAN COMPANIES

Personnel policy is one of the main activities of any activities of any organization, company, which aims to successful existence. As we know, the cadres decide everything!

Market reforms in the Russian economy, prolonged systemic crisis, a sharp decline in economics and production caused by these and other factors, changes in the village and the Russian society as a whole, have created an entirely new situation that calls for an objective scientific understanding of the ways of economic reconstruction. In Russia, one of the pressing problem, which requires a serious and thorough study, became the issue of staffing. A comprehensive analysis of the current situation in economy shows that one of the main factors of stabilization and development of production is a better use of internal resources and, above all, the human resource. With the development of market relations and the formation of a mixed economy, the emergence of new forms of economic change and increasing demands on quality characteristics and professional composition of any company’s personnel. Along with the traditional professions and occupations there is demand for managers, marketers, entrepreneurs, accountants, turnaround managers. With increasing demands for skilled workers, professionals and managers is a growing need to improve the forms and methods of their preparation, an effective system of continuing professional education for all categories of workers.

First of all we need to find the proper candidate on working place. There are two main sources to attract staff. These are internal and external sources. Internal sources provide reasonable use of available human resources allow organizations to do without a new set. External sources provide personnel to search outside the organization. There are many external sources of recruitment, but employers generally use only a small the number of employees in the recruitment of a particular profile. The first and most reliable reserve personnel, of course, is its own employees.

Table 1. Advantages and disadvantages of internal and external sources

Meanwhile, reforms of the 90s give personnel problems of whole economy spheres brand new character, so many theoretical and practical issues of their solutions were not sufficiently developed or require rethinking. It became necessary to justify a new system of staffing industry, defining criteria and indicators to assess its effectiveness, methods for predicting development of further research in order to identify priorities in the development and implementation of human resources.

One of these challenges is the turnover rate in the very recruiting firms, so to speak, «shoemaker without shoes.» These frames are not running out only weak and unknown agencies, many famous and the largest recruiting companies, staffing nearly every six month sup dated by more than half. Often, because of reduced quality services. On the second place it is possible to put the problem of training new and experienced recruiters, generate new ideas and adapt international experience in Russia ground. An interesting feature of the recruiting business: in Russia – is largely «Women's business» and men recruiters are, about 20% of their total number. Another major problem – the lack of a majority of managers of Russian companies about recruitment as a service, lack of knowledge or even a work culture with staff of his own company. Many directors do not pay attention to this problem. Nowadays only the largest or «advanced» companies have introduced office manager on staff or have a whole service department of the staff, but, often, the degrees of freedom are defined by that managers do not enable them to perform all the functions of the personnel policy for plants and reduced to writing orders on hiring or firing because of the large turnover. They are outdated and do not reflect all of the changes occurred in the market.