СИСТЕМНИЙ ПІДХІД ДО УПРАВЛІННЯ АДАПТАЦІЄЮ ПЕРСОНАЛУ МАЛОГО АГРОПІДПРИЄМСТВА В УМОВАХ ОБМЕЖЕНИХ HR-ФУНКЦІЙ

Анотація

The article substantiates the theoretical, methodological, and practical foundations of applying a systems approach to employee adaptation management within small agricultural enterprises operating under the conditions of constrained HR functions. The authors justify the architecture of the employee adaptation management system elements, which is tailored to the scale of small agribusiness, encompasses the key spheres of an employee’s organizational life, and ensures the efficiency of the adaptation system under resource scarcity. Within the framework of this study, the key elements of the system are characterized: organizational-regulatory, information-technological, professional-technological, psychophysiological, socio-psychological, as well as the monitoring and controlling element. Special attention is paid to solving the scientific and practical problem of managing adaptation processes in the absence of a dedicated HRM function or given the limited resources of existing personnel departments. The authors propose an original role-based model for the adaptation of new employees under a missing or constrained HR function, which relies on the redistribution and cumulation of adaptation tasks among the existing subjects of enterprise management. It is demonstrated that the implementation of the specified role model allows transforming adaptation into a cross-cutting managerial competency, where each step taken by the management subjects is synchronized with the overall strategic goals of the small agricultural enterprise. The logic of interaction between management subjects is substantiated, which avoids excessive bureaucratic burden on line managers by optimizing information flows and reinforcing the coordinating role of the specialist responsible for recruitment and adaptation.

Класифікація

Схожі роботи