A. Borisova
Thursday 28 September 2017 by Libadmin2017

References: 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM 2017, www.sgemsocial.org, SGEM2017 Conference Proceedings, ISBN 978-619-7408-17-1 / ISSN 2367-5659, 24 - 30 August, 2017, Book 1, Vol 5, 627-634 pp, DOI: 10.5593/sgemsocial2017/15/S05.079


The aim of the research is to estimate the size and saturation of the labor market with companies, which have progressive human resource services in their management structure. The main hypothesis of the research is that the HR service development rate is determined by the dynamics and the speed of change in the management sphere of the company. The development level of the HR services is higher at stable companies, functioning at the market during the phase of active formation of the labor management theory and practice (for them progressive HR service is typical), than at companies with lower level of stability and shorter (or much longer) period of work at the market (for these companies traditional and transitional types are typical).
The developed methodological approach suggests diagnostics of the HR service type based on the interconnection between the level of importance of the HR service in the company’s activity and development, and the level of professional qualification of its employees. The correlation of these characteristics determines four types of the HR services: traditional, transitional, adaptive, progressive.
The research is based on the empirical observations. The sample is based on five quota criteria: existence of the HR department at the organizational structure of the company, the size of the company, its period of existence, its stability level at the market. The set of variables is divided into two subsets: the subset of variables, describing the level of importance of the HR service in the company’s activity and development; the subset of variables, describing the level of professionalism of the HR specialists.
The correlation between the received scores determines to which of the four types the HR service of the company belongs. The conclusions made based on the analysis of the research results indicate weakly positive dynamics of the HR service development at the Russian companies. Mostly, the higher management admits the importance of the HR service in the company’s activity. However, the level of real utility and impact of the HR service from the position of HR managers is lower. The higher values of integral estimations detect the predomination of the progressive HR services at the companies from the trading and financial sectors, which proves the hypothesis under test.

Keywords: labor market, HR-management, HR-service, types of the HR services, rate of development