Key Aspects of Shaping HR Strategy of MC Kolmar LLC at Various Stages of the Company’s Life Cycle
, Sergei S. Golubev2, *, Sergei.golubev56@mail.ru, - DOI
- 10.2991/aebmr.k.220208.068How to use a DOI?
- Keywords
- personnel; HR-strategy; stages of organizational life cycle; human capital
- Abstract
The purpose of the conducted research is to highlight the main directions and tools planned for application in HR-strategy of coal mining company to improve the efficiency of work with personnel, increase the quality of human capital, as well as to increase the attractiveness of the company for employees at different stages of the life cycle of the organization. The article considers the main aspects of formation of HR-strategy of Kolmar Coal Mining Company, which the authors called “Transition Strategy”. The article identifies the basic principles and tools for working with personnel at different stages: recruiting, hiring, training and working in the organization. The elements of corporate culture are also considered, the directions of its development in accordance with the stages of the life cycle of the organization are determined. The choice of the basic HR-strategy and its main components was made, and the potential and directions of strategic development of the company were determined. The main cohesive theoretical basis for the development of Transition Strategy principles and tools was the organization life cycle theory and the managerial style model by Ichak Kalderon Adizes. Using these theoretical foundations and elements of strategic analysis, the authors defined the stage of the company’s life cycle at the moment, established the correspondence of the necessary management styles to this stage. Based on the theoretical tools, as well as applying other developments of leading experts in the theory of management, the authors have built a system of measures in the field of personnel management consistent with the current state of the Kolmar Coal Mining Company and outlined the main elements of functional strategies for work with personnel, relevant to the strategic directions of development of this area of the company activities. The research carried out in this paper will enable the systematic structuring of HR work in the company and build the basic principles of corporate culture in the perspective of the period 2022-2025, and effectively solve the problem of increasing the number of employees in accordance with the growth rate of the company.
- Copyright
- © 2022 The Authors. Published by Atlantis Press International B.V.
- Open Access
- This is an open access article under the CC BY-NC license.
Cite this article
TY - CONF AU - Anna E. Tsivileva AU - Sergei S. Golubev PY - 2022 DA - 2022/02/25 TI - Key Aspects of Shaping HR Strategy of MC Kolmar LLC at Various Stages of the Company’s Life Cycle BT - Proceedings of the International Scientific and Practical Conference Strategy of Development of Regional Ecosystems “Education-Science-Industry” (ISPCR 2021) PB - Atlantis Press SP - 476 EP - 483 SN - 2352-5428 UR - https://doi.org/10.2991/aebmr.k.220208.068 DO - 10.2991/aebmr.k.220208.068 ID - Tsivileva2022 ER -