HR-Departments of Organizations: Scope of Activity and Prospects in the conditions of new industrialization

DOI

10.2991/sicni-18.2019.136How to use a DOI?

Keywords

HR-management, HR-department, effecienty of HR-activity, tasks of HR-departments in the conditions of new industrialization

Abstract

The article discusses current trends in the development of HR-management activities at the micro level and identifies the tasks to be addressed by the HR-departments of organizations in Belarus in the context of new industrialization and development of innovative economy. On the basis of a survey conducted among HR specialists in Belarusian organizations, the personnel problems of organizations and their identification by HR specialists were formulated, the potential of HR specialists of organizations and the interaction of HR-departments with management and other departments in the organization were assessed. Personnel problems are not evident to all HR-departments (only 44.1% of surveyed enterprises) and HR-specialists do not link the organization's business strategy to the strategy of human resource management. HR management activities in organizations of Belarus fail to meet the new industrialization requirements due to the following reasons: lack of highly qualified specialists in the field of HR management (only 6.9% of organizations have specialists trained in HR management), detecting personnel problems at the lowest level in the hierarchy of organization's problems, imperfect regulatory framework, no link with the organization’s strategy. The following problems are identified as the most critical personnel problems: professional qualification structure of HR-departments, low status of HR specialists in organization, narrow functional saturation of HR management activities, lack of methodological support, use of outdated techniques in HR work. It is worth to note a weak consolidation of the efforts of various departments in resolving HR issues. The analysis of authority distribution showed that a part of the HR functions were actually not carried out (management of personnel costs, analysis of prospective demand for personnel and competencies), and HR departments kept to perform paperwork and workflow management functions. For Belarusian organizations to be successful in the new industrialization, it is necessary to link their business strategies with HR management strategies, to develop guidelines and software for the implementation of modern technologies for HR work, and organize training of specialists for HR-departments of businesses in national educational institutions.

Copyright

© 2019, the Authors. Published by Atlantis Press.

Open Access

This is an open access article distributed under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).

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TY  - CONF
AU  - Alena Vankevich
PY  - 2019/01
DA  - 2019/01
TI  - HR-Departments of Organizations: Scope of Activity and Prospects in the conditions of new industrialization
BT  - Proceedings of the 2nd International Scientific conference on New Industrialization: Global, national, regional dimension (SICNI 2018)
PB  - Atlantis Press
SP  - 675
EP  - 679
SN  - 2352-5398
UR  - https://doi.org/10.2991/sicni-18.2019.136
DO  - 10.2991/sicni-18.2019.136
ID  - Vankevich2019/01
ER  -