Moskva, Russian Federation
Relevance. None of the countries engaged in the course of market reforms and transformations, has escaped the growing number of unemployed and forced to lose their jobs. In the context of global competition and the rise of economic crisis this problem is even more acute. Russia is no exception to the general rule. Object. The process of reducing personnel and social policy of the state and subjects of economic activities. Subject of the Study. Optimizing the processes of layoffs as a balance between tactical and strategic goals and objectives in the context of economic viability and social justice. Target increasing the efficiency of labor and economic activities. State policy on development of the professional environment of enterprises, and rendering assistance to them, and small and medium enterprises in the development of personnel, socioeconomic guarantees and linking these tasks with the goals of raising productivity. The Essence of the Approach. Productive alternatives to reducing personnel, personnel development programs, objectifying of the criteria for selection of candidates for release and criteria for qualification, secure and development of existing efficient staff. Orientation of the Article. Reduction of personnel as one of the most complicated and demanding areas of personnel decisions. It covers a wide range of issues: economic, organizational, legal, social, psychological and ethical. We consider a system of measures to prevent unjustified dismissals, possible alternatives to reducing personnel, measures to support redundant workers and to create conditions for increasing the labor efficiency of those who remains to work at the enterprise. The Aim. Counter Productive managing counter processes: the reduction of personnel and its development in the process of developing the level of efficiency of labor and economic activities.
staff reductions, labor efficiency, productivity, social policy, labor relations, personnel selection criteria.
1. Масштабы проблемы
В последнее время зарубежные новости пестрят сообщениями о массовых сокращениях сотрудников [Бобков, Вередюк, 2014, 31, с. 7–16]. Российский рынок труда, по оценке большинства экспертов, также столкнется с проблемой массовых увольнений работников [Григорьев, Миронова, Мартынова, Толстых, 2014, 30]. РБК совместно с компанией ManpowerGroup провели опрос представителей 80 крупнейших предприятий разных отраслей экономики [13, http://rbcdaily.ru/economy/562949990119637]. По его результатам, в топливно-энергетическом комплексе, металлургии и химии доля компаний, которые намерены в 2014 г. сокращать персонал, составила 31,6%. Сбербанк заложил в своей новой стратегии на 2014–2018 гг. уменьшение численности персонала с 250 тыс. до 220 тыс. человек. Группа ВТБ в 2014 г. намерена на 15% сократить расходы на персонал в головном банке и инвесткомпании «ВТБ Капитал». Значительные сокращения могут коснуться управленцев. «РусГидро» предполагает сократить 15–20% менеджеров. В группе компаний «Интер РАО» под сокращение могут попасть 10–15% представителей менеджерского звена [14, http://ria.ru/economy/20140127/991609939.html].
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