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A Methodical Approach to the Assessment of Human Resources` Interactions
Journal of Entrepreneurship, Management and Innovation Pub Date : 2019-01-01 , DOI: 10.7341/20191517
Anna Pereverzieva

To our knowledge, there is a need to develop a methodological approach to the assessment of united communities` human resources` level of interactions, as a large group, and of separate structural unit’s – a small group. This allows us to determine the dependence of the level of interactions on the number of people who interact within a particular structure and the nature of the activity they carry out – intellectual or manual labor. The purpose of our research is to develop a methodological approach to the assessment of the level of human resources` interactions, which allows us to identify key areas and policy measures. Expert assessments and analytical dependencies are used as research tools in the article. These tools allow us to quantitatively determine the level of human resources` interactions for an individual entity. Empirical implementation of the proposed approach, using the example of two entities varying in size and nature of labor, allowed us to make a comparative analysis and to distinguish the characteristic features that are the basis for making managerial decisions. A manager acts as an expert who assesses the presence or absence of a particular event in the subordinate unit. The indicator, which characterizes the presence or absence of certain activities and the level of participation in them, is defined on the basis of managerial assessment. The next stage is to determine the interaction rate by means of certain mathematical dependencies and results` analysis. As a result of the research, we got the assessment of the level of human resources` interactions between two entities – a united community and a structural unit. The assessment revealed a dependence on the level of interactions on the entity`s size (small and large groups) and the nature of labor. The results showed that a structural unit, focused on intellectual labor and presented by a small group, has a greater level of interactions than a united community, which has a bigger size and a predominance of manual labor.

中文翻译:

一种评估人力资源互动的系统方法

据我们所知,有必要开发一种方法论方法来评估统一社区的人力资源交互作用水平,以大群体为单位,以独立结构单元为一小组。这使我们能够确定交互程度取决于在特定结构内进行交互的人数以及他们所从事的活动(智力或体力劳动)的性质。我们研究的目的是开发一种方法论方法来评估人力资源相互作用的水平,这使我们能够确定关键领域和政策措施。本文将专家评估和分析依赖性作为研究工具。这些工具使我们能够定量地确定单个实体的人力资源互动水平。对所提出方法的实证实施,以两个实体的规模和劳动性质不同为例,使我们能够进行比较分析并区分出作为制定管理决策基础的特征。经理充当专家,负责评估下属单位中特定事件的存在与否。该指标根据管理评估来定义表征某些活动存在与否及其参与程度的指标。下一步是通过某些数学依赖性和结果分析来确定相互作用速率。研究的结果是,我们评估了两个实体(一个统一的社区和一个结构性单位)之间的人力资源互动水平。评估显示,互动程度取决于实体的大小(大小团体)和劳动性质。结果表明,一个集中于智力劳动并由一小群人组成的结构性单位,与一个规模更大,体力劳动占主导地位的联合社区相比,互动程度更高。
更新日期:2019-01-01
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