УПРАВЛЕНИЕ ПЕРСОНАЛОМ В УСЛОВИЯХ ДЕФИЦИТА КАДРОВ
DOI:
https://doi.org/10.22394/2304-3369-2022-1-73-86Ключевые слова:
дефицит кадров, вакансия, управление, организация, неопределенность, рискАннотация
Изучение поведения организации в условиях нехватки персонала выступает важной задачей, учитывая, в частности, современную демографическую ситуацию.
Цель исследования: обосновать эффективные пути управления персоналом в условиях нехватки персонала в организации. Выделены внутриорганизационные, и внешние, объективные и субъективные причины кадрового дефицита. Составлен перечень форм реакции организации на фактическую и ожидаемую нехватку персонала. Анализируется их целесообразность и осуществимость с учетом факторов среды функционирования организации. Для эффективного управления в условиях дефицита кадров предложено проведение ранжирования рабочих мест, специалистов по степени их значимости для организации и дефицитности соответствующих работников на рынке труда. При определении уровня дефицитности кадров имеет смысл ориентироваться на данные о вакансиях и зарплатах центров занятости населения и на показатель «Удельный вес потребности в работниках для замещения вакантных рабочих мест в общем числе рабочих мест по соответствующим профессии, профессиональной группе», фиксируемый Федеральной службой статистики РФ. Для заполнения образовавшихся вакансий своими сотрудниками организации имеет смысл использовать Общероссийский классификатор занятий.
Показано значение фактора неопределенности при оценке реакции организации на нехватку
персонала. Предложена методика расчета потерь и приобретений организации в результате усугубления или ослабления в ней проблемы нехватки кадров под воздействием факторов внешней и внутренней среды.
Данная работа вносит вклад в развитие научных изысканий в области управления персоналом. Представленные систематизация форм реакции организации на кадровую нехватку и схемы оценки рисков нехватки персонала могут быть использованы в прикладных исследованиях и в управленческой практике.
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