Labor resource potential in the economy of Russia and Belarus

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Authors

  • Natalya Makovskaya Mogilev State A. Kuleshov University, Department of Management, Mogilev, Belarus
  • Galina Shishkanova Lobachevsky State University, Department of Management and Public Administration, Nizhny Novgorod, Russia
  • Lyudmila Sukhodoeva Lobachevsky State University, Department of Management and Public Administration, Nizhny Novgorod, Russia
  • Irina Makarycheva Lobachevsky State University, Department of Management and Public Administration, Nizhny Novgorod, Russia
  • Dmitry Sukhodoev Lobachevsky State University, Department of World Economy and Customs, Nizhny Novgorod, Russia

Keywords:

labor resource potential, optimal structure of labor resources, multifactorial model, assessment of labor potential

Abstract

The processes of development of the system for managing the personnel potential of the region are studied in the article. Theoretical approaches to the formation of labor potential and organization of activities in the conditions of different countries are considered. It is shown that for effective management of personnel potential, it is necessary to pre-calculate indicators for assessing the elements of this potential. The specificity of the strategy for optimizing the methods and factors for choosing these indicators for the purpose of making economic decisions is revealed. Statistical data on the costs of using digital technologies in the management of human resources are systematized. A model of innovative human potential has been developed. The article presents the advantages of using a digital approach in determining the directions for improving the quality of the resource potential, reveals the reasons, difficulties and laboriousness of other approaches used in the formation of labor potential. The transparency and coherence of extreme labor resource management programs are substantiated, and a mechanism for a digital approach is proposed that can ensure not only the implementation of long-term project priorities, but also guarantee the highly effective implementation of large-scale targeted development programs of countries. Among the main problems, the low efficiency of human resources in the implementation of digital technologies has been identified. The necessity of forming uniform requirements for managers is substantiated.

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Published

2022-08-01

Issue

No. 001 (2022): The III International applied research conference “Human resource management within the framework of realisation of national development goals and strategic objectives”

Section

Articles