Управління персоналом будівельних підприємств в умовах цифровізації: основні підходи та проблеми
| Main Authors: | ПОДВАЛЬНА ГАЛИНА ВАСИЛІВНА, БОЧКО ОЛЕНА ЮРІЇВНА |
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| Format: | Article Journal |
| Terbitan: |
, 2020
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| Subjects: | |
| Online Access: |
https://zenodo.org/record/3890583 |
Daftar Isi:
- Building industry is one of the most important branches of the national economy. The branch takes almost one tenth of the GDP of the state by the volume of outcome and number of employed human resources. That is why, it is necessary to supply the branch with the qualified staff. It is argued that digital work platforms have set the way for competitors to choose the best employees for their companies and help the employees to declare their presence unexpectedly. Thus, the main approaches, which can be used to improve personnel management in the digital age, include training of personnel, work efficiency, transformation of management, and communication. The research declares that in the new age there is a necessity to transform the paradigms of comprehension and integration of employees training in the structure of a building enterprise. The research determines the factors of impact on the efficiency indices of the maturity of personnel development, including the type of used technologies (according to the field of application), quality of partnership relations, proposed programs, level of loyalty to the culture of training and focus of management on the personnel development. The author proposes a system of management of the building branch employees in the digital age. The article outlines the main problems in the system of management of a building company personnel in the period of digitalization, particularly lack of the value of teamwork; lack of understanding between employees and management; as well as low skills in the branch of work; management of conflicts, which can happen either between workers, or workers and management; ability of the enterprise to make a positive influence and motivate future employees by a competitive compensation package; search and keeping of responsible employees; extension of the opportunities for training to contribute to the increase of employees’ mobility.