DOI: 10.33917/mic-6.119.2024.40-49

The avalanche-like flow of innovations, instability in the global political arena, sanctions policy, shortage of qualified personnel complicates the development of strategic sectoral solutions for staffing in the Russian labor market. The personnel support system, as a complex system, is formed by a set of interconnected and interacting, but structurally relatively autonomous subsystems. At the corporate level, the system of continuous training and human resource development is aimed at meeting the strategic need of the company for qualified personnel in its priority areas. The formation of training programs for the personnel reserve using foresight technologies allows you to focus the company’s resources and achieve the so-called «dynamic equilibrium» according to A. Bogdanov [1]. The transition from strategic forecasting of required qualifications in the industry to planning of demanded competencies based on foresight technologies makes it possible to increase the competitiveness of the company.

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DOI: 10.33917/es-7.173.2020.92-98

The article dwells on the possibilities and features of methods and mechanisms tested at the program for identifying leaders of labour collectives

This article presents the results of the analysis conducted by the author in 2017. During the study of the problem of management staff formation, the state of the system of managerial personnel reserve and succession management in foreign and Russian corporations (including state corporations) was determined. As a result, the author has identified the succession management best practices in corporations, which can serve as a basis for the development of strategic human resource management in Russian organizations.

It is very difficult to cope with high-quality daily work (not heavy unskilled physical labor, but labor in the broadest possible interpretation), when tomorrow we have to work a little longer and a little better than today.