STRATEGIC MANAGEMENT OF HUMAN RESOURCES OF THE ORGANIZATION: PARTICIPATIVE LEADERSHIP AND CORPORATE CULTURE OF SELF-EDUCATION

Abstract

The relevance of the study is due to insufficient study of the conditions and factors that ensure the effective implementation of strategic human resources management as a tool for achieving the organization's mission. The authors of the article emphasize that the implementation of a strategic approach to personnel management becomes one of the most important tasks of management. This is due to the fact that the strategic management of human resources helps to increase the efficiency of management by obtaining a synergistic effect. According to the authors, this is achieved with a high level of staff participation in management decision-making. The article considers «strategic human resources management» as an approach to personnel management, which combines a whole set of measures to prevent the influence of the external environment of the organization on its activities and allows to achieve the most effective results through the application of the most democratic approach to management, as well as corporate culture, which encourages self-study. The authors concluded that the strategic management of human resources is a rather complex phenomenon. It involves macro-level management and depends on many external and internal factors: socio-economic, cultural, technical, political, legal, as well as on culture, organizational structure and leadership. The author's model of strategic management of human resources based on conceptual and contextual models is presented. According to the authors, factors such as participative leadership and a corporate culture of self-education form the conditions necessary for the implementation of strategic human resources management. The authors emphasize that the participative leadership style is the most relevant condition for the implementation of strategic management of human resources, as it fully corresponds to its principles. According to the presented model, influencing the activity of the organization, the presented microfactors contribute to the formation of a particular style of leadership, organizational culture and, as a result, the application of certain personnel management practices. According to the authors, in the conditions of the knowledge economy, when personnel is perceived as a competitive advantage, strategic management of human resources becomes a key tool for achieving the organization's mission.