On the basis of the theory of intellectual capital, that provides the creation of key competencies and unique competitive advantages of the organization, the article marks out the significant differences between the staff management system and the human resources management system. We suggest the approach to the interpretation of intellectual capital which differs from the approach adopted in international accounting systems. It is based on the knowledge concept of its formation, according to which structural, market (social) and the human components of intellectual capital provide the process of generation of knowledge in the organization and their alienation from the individual, transformation into the knowledge and key competencies of the organization. We justify the trend in social monitoring carried out within the framework of the human resources management system, regarding the account of the motivational and role model of personality, personality type, KPI, involvement and loyalty of employees, etc. This approach will allow to form qualitatively and in a short time the teams for solving adhocratic problems.
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