Introduction of platform technologies in practice of human resources management of the company

Nowadays due to highest relevance of workers' effectiveness improving and costs decreasing for any company the approach based on competencies is major. This approach increases the accuracy of projected worker's results by considering professional and psychological competencies of a worker as fundamental in all processes associated with human resources. There are following components in its basis: characteristics system of employee's activity field, features of his internal motivation and platform technologies using. Authors developed and tested actions algorithm to create product for evaluation of applicant's consistency with aimed position based on blitz-psychogram method with the help of Prof-Dialog platform resources. Authors indicated desirable characteristics of a certain position and presented scales for their potential evaluation on the example of "Project leader" psychogram. They explained advantages of platform technologies usage in human resources management of modern company.

Revitalization of human resources of a company refers to such processes as training, rotation, attestation and career growth. These processes are tightly related with employee's motivation and his possibilities to achieve high productivity level on his working place.

Staff selection and movement principles within the company play leading role in the boost of employee's activity at launch and further career movements based on trainings, attestation, horizontal and vertical rotations. This is also critical issue from the cost savings point of view, as time and resources for additional training may be burdensome for a company, if the hired person's abilities from the start are not in accordance with the position and/or his motivation is not strong enough.

If we look at basic factors, which define a possibility of a productive qualification and skills upgrading by an employee, achievement by him high work indicators, then these factors are the individual characteristics of a human.

That is why the approach, based on competencies, is one of major approaches nowadays. This approach alleges necessity of professional and psychological competencies for successful role fulfillment, it may be used as a basis of all processes, related to human resources: selection, rotation, attestation etc. Advantages of this approach in strategic HRM are reflected in increase of precision level of employee's projectes results, relying on the evaluation of his personality characteristics and motivation, along with evaluation of professional knowledge and skills [1]. The combination of behavioral competencies used for candidate's evaluation to fill the position or evaluation of a current employee for promotion is presented by following criteria:

-System of characteristics of activity field in which employee should be productive. For example, for project manager it is a skill to express thoughts, team work, ability to suggest original ideas, ability to inspire other employees and control the process without domination etc. [2];

Specific features (or characteristics) of internal motivation of an employee to define probability of tasks' execution and achieving company goals [3];

-Skills of platform technologies use as a set of "partially or fully open technologies and additional assets, which are not in an ownership of a company and are not controlled by it, but can be used by companies for development of additional needed products, services and technologies" 4 .

Platform technologies are practically not used at a current stage of business development in Kazakhstan in spite of available Internet resources of online platforms for complex psychological diagnostic as, for example, Russian company Prof-Dialog 5 . Usage of platform technologies will make it possible to provide regular professional support of all issues concerning ensuring human resources and their development.

We suggest method of blitz-psychogram, which gives the opportunity to use resources of Prof-Dialog platform and to develop additional product for a firm on its basis, taking into account specificity of that firm. We have developed and tested following activities algorithm within the research framework:

  1. stage. Behavioral competencies test for a vacant position, presented on the platform of specialized consulting organization, it is being tested on employees who are already effective in this organization on appropriate positions;
  2. stage. Test results define specific features of a character and intelligence (abilities), behavioral competencies, internal motivation factors that are peculiar to all effective employees on this position. The evaluation of roles of an employee in a team, i.e. in a contact with other people, is given. The common features of all these employees by qualitative characteristics are indicated in tests results (A- Motivation, B - Behavioral competencies), and by two scales (C - Character traits, D - roles within a team);
  3. stage. Aggregation of leaders' results defines values interval (for quantitative indicators) or the set of characteristics (for qualitative indicators), which is to coincide with applicant's result. Hitting of the results to the "optimal" (coincidence 100%) or "permissible" (coincidence 90%) field allows making a suggestion about sufficient degree of success of future applicant's work on targeted position. Test results should serve as an objective basis for a diagnostic of applicant's consistency to "ideal" position profile. Also they could be used further by human resources department in defining most effective form and type of training, constructing career profile, horizontal and vertical rotations for this employee. We have developed and presented in the article the psychogram "Project leader" for project mode companies, including those that implement the projects in the field of fundamental and applied scientific researches.

The ideal applicant should have following characteristics by cluster А among motivation factors (Table 1).

Table 1 – Motivation characteristics, which should be included in social portrait of the “project leader”

Characteristics

Content

1

Cognition, research

Motivation to learn, research phenomena, events, circumstances

2

Creative self-realization, freedom of self-realization

Creativity motivation associated with personal interest and emotional involving.

3

Self-actualization

Motivation to realize individual professional potential

4

Strength testing, taking a leap

Commitment to challenge yourself solving new professional tasks, desire to take over complex tasks

5

Independence

Work motivation in activity that give the possibility to avoid external influence and structure frameworks.

6

Dedication

Commitment to be useful and demanded, to be included in the activitie s

Note – Developed by authors

All factors will be indicated in ideal applicant's results. Certainly, some of them can be recognized as factors of the first significance level, while one or two factors can be considered as less important than the others at the discretion of a particular company.Character features and mindset diagnostic by cluster A are presented in Table 2.

Character features

Interval

Note

Min

Мax

Results are measured in %

 

1

Activity (positivism, mobility, intensity of activity, behavior, life satisfaction)

60

64

79

Excessive activity is not desirable as it leads to destabilization

2

Creativity (ability to find new, original, non-standard solutions)

55

75

Creativity 75 above is accompanied, as a rule, by self-absorption, distance, that is not desirable for a leader

3

Dedication (tendency to stand up for his beliefs, assertiveness)

60

75

Commitment 75 above leads to getting stuck on a target and impossibility of its adjustment

4

Complexity and profundity of thinking, interest to solution of complex problems, tasks that require the depth of analysis).

60

79

Indicator score 79 above is undesirable as the worker excessively complicates the process of project executing

Note – Developed by authors

Table 2 - Potential abilities of applicant by the mindset and character features (scale)

Applicant should have predisposition to number of activities appropriate to this position under cluster C (Figure 3).

Activities

Content

1

Active

Activity involving high proactive behavior of the subject in achieving desirable result.

2

Analytical

Activity involving necessary logic understanding of phenomena based on the information available and giving improvement recommendations

3

Research

Activity aimed at cognitive and intellectual needs' satisfaction, of which the new knowledge is the product.

4

Requiring initiative

Activity involving person's active organizing in goal achievement. It is tightly connected with person's ingenuity and entrepreneurial spirit.

5

Requiring intuition

Activity involving certain flair and acumen, intimate understanding of nature (essence) of things, ability to guess or comprehend anything circumventing rational perception.

6

Creative

Human's activity, resulted in creation of original, unique values, that have never been existing, discovering of new means and patterns etc.

7

Project

Activity, limited in time, aimed to achieve predetermined outcome/goal, creation of definite, unique product or service.

8

Working in a team

Activity involving desire and teamwork and communication skills.

Note – Developed by authors

Figure 3 – Activities with high level of predisposition (behavioral competency)

In the report of analytical association these behavioral characteristics should be included in the cluster "Activities with high level of predisposition".

An applicant for a vacancy should have high scores by cluster D in such roles as creator (10-8), inspirer (9-

7), team worker (9-7), analyst (8-7), strategist (8-7) (Figure 1). Qualities of a critic and administrator should be presented in an interval from 5 to 4 for a critical evaluation of a project progress and remote monitoring of process stages.

Thus, providing human resources for organization and strengthening of their activities is one of the most complex tasks for saving sustainability and competitiveness of any business. To solve the problem of human resources revitalizing it is important to use psychographic methods not only at the selection stage,

but also during all their working period in the company for sustaining interest in their job performance and whole company success, and for preventing of emotional outburning too. It is advisable to accept and improve worker's qualification with appropriate psychographic characteristics, as its effectiveness will be always higher than of a worker without internal predisposition to this kind of activity.

Platform technologies give the possibility to cut costs for creation of own IT-infrastructure for human resources management in the form of the complex of tests and diagnostics, algorithms and templates of solutions. Usage of online platform resources, which, as showed on the example of services of personnel selection, evaluation and development provide qualified support of managerial decisions in human resources management. At the same time the organization can develop own product on the basis of platform resources as it was shown on the example of specialist's psycogram. This product will reflect as common requirements to the worker on this position, but also will take into account specifics of a firm. It will be the instrument of prescriptive analytics in human resources management, as it will warn of possible problems in recruitment particular applicant and, at the same time, will help in managerial decisions development to activate human resources and ensure business sustainability.

 

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Year: 2018
City: Karaganda
Category: Economy