SOCIAL REGULATORS OF STAFF LOYALTY

M. Perfil'eva
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引用次数: 0

Abstract

The article notes that the loyalty of the staff is of great interest in science. The interest in loyalty is just as high among the management of organizations, which is not due to the simple socio-economic conditions in which Russian business finds itself. Great interest in loyalty also opens up a research problem: loyalty programs developed at enterprises do not always ensure that loyalty is maintained at the proper level. This article is devoted to the resolution of this problem. In it, the author proposes a set of tools for regulating the loyalty of personnel in an organization. Tools by themselves do not have a regulatory effect on loyalty. In order for the tools to start functioning, a structure is needed that uses them. As such a structure, usually, there are divisions of personnel management services, sometimes, such a structure may be a trade union loyal to the organization. The main mission of the structure that regulates the loyalty of personnel is the implementation of the principle: to serve one’s company with interest. Such a principle is unlikely to ever be fully realized. But this is a very important social landmark of the company, to which it is necessary to set the employees. At the same time, like any social landmark, it is effective as long as the individual associates his personal success with it. The success of an organization’s loyalty programs depends to a large extent on the valid use of loyalty tools by the structures designed in organizations to regulate loyalty. The validity of loyalty instruments depends on how much they correspond to the goals of the company and the conditions for the implementation of this company’s business.
员工忠诚度的社会调节者
文章指出,科研人员的忠诚度对科学有着极大的兴趣。组织管理人员对忠诚的兴趣同样很高,这并不是因为俄罗斯企业所处的简单的社会经济条件。对忠诚度的巨大兴趣也带来了一个研究问题:企业制定的忠诚度计划并不总是能确保忠诚度保持在适当的水平。这篇文章致力于解决这个问题。在这篇文章中,作者提出了一套调节组织中人员忠诚度的工具。工具本身对忠诚度没有调节作用。为了使这些工具开始发挥作用,需要一个使用它们的结构。在这样的结构中,通常有人事管理服务部门,有时,这样的结构可能是一个忠于工会的组织。调节员工忠诚度的结构的主要任务是实现“以利益为公司服务”的原则。这样的原则不太可能完全实现。但这是公司的一个非常重要的社会标志,有必要对员工进行设置。与此同时,就像任何社会里程碑一样,只要个人将其个人成功与之联系起来,它就是有效的。一个组织的忠诚度计划的成功在很大程度上取决于组织中为调节忠诚度而设计的结构对忠诚度工具的有效使用。忠诚度工具的有效性取决于它们在多大程度上符合公司的目标和实施公司业务的条件。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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