HUMAN RESOURCES REENGINEERING AS A DIRECTION OF THE STRATEGY OF ANTI-CRISIS DEVELOPMENT OF CORPORATE STRUCTURES

Abstract

The article substantiates the need to improve anticrisis management of changes in corporate structures by introducing technology for reengineering human resources as a mandatory component of these processes. The main reason for the introduction of it is the limited opportunities of the labour market concern providing employees for companies with the necessary professional characteristics, given into account the shortage of skilled labour in the economy of almost any country. It is shown that in accordance to the conditions of the new economy occur a radical restructuring of business processes of companies. Suggestions requiring implementation reengineering of human resources, ahead of the development and implementation of key organizational, social, technical and technological changes.The purpose of the research is to identify the tools of human resources reengineering in the context of strategy of anti-crisis development of corporate structures. The organizational and economic mechanism of reengineering of human resources in the context of strategy of anti-crisis development of corporation "Donetskstal - Metallurgical plant" is offered. It is established that for its large-scale implementation in anti-crisis management of changes in corporate structures it is necessary to master its tools from psychological to systemic. The practical significance of the developed mechanism is due to the fact that, depending on the change of the situation, it can be modified in the main directions.It is substantiated that in process reengineering of human resources requires necessary to take into account complex the factors, which are related to the business process, budget, organizational structure, system of workplaces. The influence of reengineering methods on personnel reproduction is determined. In the field of human resources management of the enterprise the elements of the strategy are systematized. It is proved that the object of reengineering of human resources of the enterprise is the process reproduction of it, which is presented as a set of parallel or sequentially interconnected stages of the life cycle of human resources. It is emphasized that in process reengineering of human resources, it is necessary to comprehensively take into account factors, which are related to business process, budget, organizational structure, system of workplaces of the corporation (human resources parameters are determined by the content of business processes; business process determines work tasks and their structure); here with the key issue is the direction of managerial influences. It is noted that in the process of human resources reengineering several situations are possible: prohibition of dismissals provided that the staff is ready to change position or profession; the company recognizes the presence of redundant employees, but will solve this problem on a voluntary basis; implementation of the forced release program. It is concluded that reengineering of human resources should be a central element of the strategy of anti-crisis development of corporate structures