Tasbulatova B.K.Published in:
Journal of Central Asia Economy
– Volume 3, Number 2 (April-June 2019)



Keywords: human resource management, management model, personnel management, system of employee activation


Share:

Abstract:

The article presents the results of a sociological study of seven Kazakh organizations to identify their models of human resource management. Using the methodological basis of the paradigm of personnel management and human resources management in the form of criterion differences between them, the author conducts a case study, testing the hypothesis of differences between organizations of different ownership forms and types of management. Human resource management model characteristics such as "rigid/flexible", "high efficiency/high commitment", "best fit/best practices" are also tested. The results of the comparative evaluation allow us to conclude that the quasi-public corporations sector is dominated by a model of personnel management and a rigid vertical hierarchy, with the introduction of elements of horizontal management mainly in the dissemination of knowledge within the Corporation. The emphasis in the model are regular and systematic methods of training workers, which are tools of the ligaments of corporate strategy and strategy of personnel management. At the other end are non-profit organizations, based on commitment and horizontal management schemes, but experiencing a constant lack of resources and difficulties in updating staff. But in general, they are closer to the human resource management model and more often use the best matching tools.

---

References:
(2017). Upravlenie chelovecheskimi resursami v usloviyakh modernizatsii ekonomiki Kazakhstana [Human resource management in conditions of modernization of economy of Kazakhstan]. Vestnik KazNPU. (3). 23-35. (in Russian).
Armstrong M. (2004). Praktika upravleniya chelovecheskimi resursami [The practice of human resource management] SPb.: Piter. (in Russian).
Armstrong M. (2012). Strategicheskoe upravlenie chelovecheskimi resursami [Strategic human resource management] M.: Infra-M. (in Russian).
Armstrong M., Brown D. Strategic Human Resource Management: Back to the future? A literature reviewInstitute for Employment Studies. Retrieved from https://www.employment-studies.co.uk/system/files/resources/files/517_Strategic-Human-Resource-Management-Back-to-the-future-IES-CIPD-2019.pdf
Barney J. (2001). Types of competition and the theory of strategy: towards an integrative approach Academy of Management Review. (22(6)). 654-677.
Bayukova S.M. (2015). Issledovanie sistem upravleniya personalom, osnovnye podkhody i metody [Investigation of personnel management systems, their main approaches and study methods]. Modeli, sistemy, seti v ekonomike, tekhnike, prirode i obschestve. (1(13)). 21-26. (in Russian).
Biisova G.I. (2014). Teoretiko-metodologicheskie osnovy upravleniya chelovecheskimi resursami v organizatsii [Theoretical and methodological foundations of human resource management in organizations]. Vestnik kazakhstansko-rossiyskogo mezhdunarodnogo universiteta. (2). 34-42. (in Russian).
Boxall P., Macky K. (2007). High-performance work systems and organisational performance: Bridging theory and practice Asia Pacific Journal of Human Resources. (45). 261-270.
Boxall P.F., John Purcell (2000). Strategic human resource management: where have we come from and where should we be going? International Journal of Management Reviews. 2 (2). 183-203.
Delery J.E., Doty H.D. (1996). Modes of theorizing in strategic human resource management: tests of universality, contingency and configurational performance predictions International Journal of Human Resource Management. (6). 656-670.
Gratton L. (1999). People processes as a source of competitive advantage. In Strategic Human Resource Management Oxford: Oxford University Press.
Guest D.E. (2011). Human Resource Management: the worker’s verdict Human Resource Management Journal. (9(2)). 5-25.
Khamel G., Prakhlad K. (2002). Konkuriruya za buduschee. Sozdanie rynkov zavtrashnego dnya [Competing for the future. Creating the markets of tomorrow] M.: «Olimp-Biznes». (in Russian).
Kucherov D.G. (2015). Strategicheskoe upravlenie chelovecheskimi resursami: razvitie kontseptsii na etape zrelosti [Strategic human resource management: development of the concept in the stage of maturity]. Vestnik sankt-peterburgskogo universiteta. menedzhment. (2). 126-151. (in Russian).
Marr R., Shmidt G. (2007). Upravlenie personalom v usloviyakh sotsialnoy rynochnoy ekonomiki [Personnel management in the social market economy] M.: Izd-vo MGU. (in Russian).
Muzychenko V.V. (2019). HR na STARTAPe [HR for Startups] M.: Infra-M. (in Russian).
Odegov Yu.G., Kartashova L.V. (2014). Upravlenie personalom, otsenka effektivnosti [Personnel management, performance evaluation] Izd-vo:Ekzamen. (in Russian).
Pfeffer J. (1998). Competitive Advantage Through People Boston: Harvard Business School Press.
Prahalad C., Hamel G. (2005). The core competences of the organization Harvard Business Review. (5-6). 56-69.
Prigozhin A.I. (1995). Sovremennaya sotsiologiya organizatsiy [Modern sociology of organizations] M.: Interpraks. (in Russian).
Richardson R., Thompson M. (2000). The impact of people management practiceson Business Performance: a literature review London: Institute of Personnel and Development.
Sahoo C.K., Das S., Sundaray B.K. (2011). Strategic human resource management: Exploring the key drivers Employment Relations Record. (11). 18-32.
Savina S.E., Azimova G.R. (2018). Regionalnaya bezrabotitsa i formirovanie rabochikh mest v kontekste obschemirovyh tendentsiy [Regional unemployment and job creation in the context of global trends]. Russian Journal of Labor Economics. 5 (3). 663-682. (in Russian). doi: 10.18334/et.5.3.39417 .
Sharon A. Alvarez, Jay B. Barney, Phillip Anderson (2012). Forming and Exploiting Opportunities: The Implications of Discovery and Creation Processes for Entrepreneurial and Organizational Research Organization Science. (24(1)). 301-317.
Taroyan V.M. (2016). Strategicheskie kontseptsii upravleniya chelovecheskimi resursami i ikh vliyanie na innovatsii [Strategic concepts of human resource management and their influence on innovations]. Creative economy. 10 (3). 299-306. (in Russian). doi: 10.18334/ce.10.3.35030 .
Truss C. (1999). Soft and hard model of HRM. In Strategic Human Resource Managemen Oxford: Oxford University Press.
Yin R.K. (2014). Case study research: design and methods Los Angeles.
Zhaparalieva Zh.Zh. (2018). Upravlenie proektami ustoychivogo razvitiya [Managing sustainable development projects]. Leadership and management. 5 (1). 9-24. (in Russian).