HR Crisis Management in Government Organizations

Анотація

The aim of the article is to study the features and directions of HR crisis management in government organizations. Based on the results of the analysis of scientific works of domestic and foreign scientists, the views of researchers on the definition of the concept "crisis management" are systematized. Crisis management should be considered as a system of specific management measures and solutions for diagnosing, preventing, neutralizing, and overcoming crises and their causes, taking into account the time factor. It is substantiated that anti-crisis measures must, first of all, take into account the human factor, i.e., they must provide for the formation of an effective anti-crisis HR policy in a government organization. The main areas of HR crisis management are defined, based on the formation of a system of work with personnel focused on obtaining not only economic but also social effect upon compliance with the current legislation. The problems caused by crisis factors are especially clearly manifested in relation to managerial personnel: first of all, it is connected with their mastering their skills of working under new conditions. The expediency of the formation and development of special competencies of the heads of functional and linear divisions of a government organization in the implementation of HR crisis management is substantiated. The specific competences and functions of an anti-crisis manager are determined.

Класифікація

Ідентифікатори

Схожі роботи