Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management
The paradigm of the personnel management concept has been changed based on the introduction of digital technologies in the labor process. The article reveals the impact of new information technologies on the formation and usage of laborpotential in the renewed organizations. The new approach is not...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
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EDP Sciences
2019-01-01
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| Series: | SHS Web of Conferences |
| Subjects: | |
| Online Access: | https://www.shs-conferences.org/articles/shsconf/pdf/2019/12/shsconf_eurasia2019_05002.pdf |
| _version_ | 1818641450291691520 |
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| author | Makhmudova I.N. Kifa L.L. Vasilieva S.E. |
| author_facet | Makhmudova I.N. Kifa L.L. Vasilieva S.E. |
| author_sort | Makhmudova I.N. |
| collection | DOAJ |
| description | The paradigm of the personnel management concept has been changed based on the introduction of digital technologies in the labor process. The article reveals the impact of new information technologies on the formation and usage of laborpotential in the renewed organizations. The new approach is not knowledge management, but talent management. The socio-psychological analysis of the structural elements of labor potential is also used. Terminological definiteness of such concepts as loyalty and reliability of employeesis carried out according to their participationactivity in the labor process. Distinctions of highly professional (HiPro) and high-potential (HiPo) personnel are given. High level of motivation among high-potential employees is emphasized as a condition that increases the level of labor potential efficiency. The role of employees’ involvement in the formation of the personnel reserve is defined. Modern tools, based on digital platforms, developing labor potential were used. The mechanism of HR-technologies is revealed, in which an employee with greater potential is unable to reveal his labor potential, and becomes a brake for the innovative development in organization. There was named the principal responsibility for timely and qualitative formation of the new competencies, required for realizing the labor potential, in terms of updated reality. |
| first_indexed | 2024-12-16T23:27:21Z |
| format | Article |
| id | doaj.art-9738667f5aed474dab00e6833346bc0d |
| institution | Directory Open Access Journal |
| issn | 2261-2424 |
| language | English |
| last_indexed | 2024-12-16T23:27:21Z |
| publishDate | 2019-01-01 |
| publisher | EDP Sciences |
| record_format | Article |
| series | SHS Web of Conferences |
| spelling | doaj.art-9738667f5aed474dab00e6833346bc0d2022-12-21T22:11:58ZengEDP SciencesSHS Web of Conferences2261-24242019-01-01710500210.1051/shsconf/20197105002shsconf_eurasia2019_05002Innovative Approach to Improving the Efficiency of Labor Potential: Talent ManagementMakhmudova I.N.0Kifa L.L.1Vasilieva S.E.2EDP Samara State University of EconomicsTogliatty National Research UniversityTogliatty National Research UniversityThe paradigm of the personnel management concept has been changed based on the introduction of digital technologies in the labor process. The article reveals the impact of new information technologies on the formation and usage of laborpotential in the renewed organizations. The new approach is not knowledge management, but talent management. The socio-psychological analysis of the structural elements of labor potential is also used. Terminological definiteness of such concepts as loyalty and reliability of employeesis carried out according to their participationactivity in the labor process. Distinctions of highly professional (HiPro) and high-potential (HiPo) personnel are given. High level of motivation among high-potential employees is emphasized as a condition that increases the level of labor potential efficiency. The role of employees’ involvement in the formation of the personnel reserve is defined. Modern tools, based on digital platforms, developing labor potential were used. The mechanism of HR-technologies is revealed, in which an employee with greater potential is unable to reveal his labor potential, and becomes a brake for the innovative development in organization. There was named the principal responsibility for timely and qualitative formation of the new competencies, required for realizing the labor potential, in terms of updated reality.https://www.shs-conferences.org/articles/shsconf/pdf/2019/12/shsconf_eurasia2019_05002.pdflabor potentialtalent managementloyaltytrustworthinessengagementlabor activity |
| spellingShingle | Makhmudova I.N. Kifa L.L. Vasilieva S.E. Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management SHS Web of Conferences labor potential talent management loyalty trustworthiness engagement labor activity |
| title | Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management |
| title_full | Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management |
| title_fullStr | Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management |
| title_full_unstemmed | Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management |
| title_short | Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management |
| title_sort | innovative approach to improving the efficiency of labor potential talent management |
| topic | labor potential talent management loyalty trustworthiness engagement labor activity |
| url | https://www.shs-conferences.org/articles/shsconf/pdf/2019/12/shsconf_eurasia2019_05002.pdf |
| work_keys_str_mv | AT makhmudovain innovativeapproachtoimprovingtheefficiencyoflaborpotentialtalentmanagement AT kifall innovativeapproachtoimprovingtheefficiencyoflaborpotentialtalentmanagement AT vasilievase innovativeapproachtoimprovingtheefficiencyoflaborpotentialtalentmanagement |