STRATEGIES HUMAN RESOURCE MANAGEMENT

Abstract

The article is devoted to the study of the features of various theoretical approaches to enterprise's strategies of human resource management and their types. The terms "enterprise’s strategic human resource management" and "strategy of human resource management" are defined. Strategic HRM is defined as a complex process of implementing the enterprise's strategy through the implementation of functional, process, and system approaches to HRM. HRM strategy is defined as a complicated complex set of HRM policies (selection, career management, training, motivation, etc.), which is consistent and integrated into the main strategy of the enterprise, has a long-term focus, and is flexible to a changing marketing environment. The purpose of this study is to study the features of the application of different types of personnel management strategies of the enterprise. The article analyzes the approaches to HRM strategies, considers such approaches as consumer, partnership, and identification. The determinants of enterprise's strategy of HRM are highlighted, among which, in particular, the features of the external environment of the enterprise, the level of competitiveness of the enterprise in the market, the stage of its life cycle, the size of the enterprise, and its specialization. Theoretical aspects of application HRM strategies of stimulation, investment, and involvement of personnel are generalized. The analysis of various HRM strategies is carried out, features of implementation of policies of HRM for each of them are defined. The features of employee behavior under different types of HRM strategies are systematized. The peculiarities of the application of digital HRM strategy are analyzed, the opportunities that arise in the enterprise from the implementation of the digital-HRM approach are indicated. The relevance of further research on the analysis of theoretical approaches to strategic HRM of the enterprise is argued.