Open AccessThe Employee Resourcing of Human Resources Management: A Comparative Aspect
Author(s) -
Nina Zhuravska
Publication year - 2019
Publication title -
porìvnâlʹna profesìjna pedagogìka/comparative professional pedagogy
Language(s) - English
Resource type - Journals
eISSN - 2353-9518
pISSN - 2308-4081
DOI - 10.2478/rpp-2019-0022
Subject(s) - human resources , human resource management , business , knowledge management , general partnership , strategic human resource planning , public relations , management , political science , economics , computer science , finance
The article analyzes the requirements for employee resourcing of human recourses management in the countries of Western, Central and Eastern Europe and the USA. It is found that the set of documents which create the regulatory, methodological and legal support for the functioning of human resources management as a system is incorporated into the regulatory framework of human resources management. In turn, the regulatory and methodological support of the human resources management system is a set of organizational, organizational and methodological, organizational and managerial, technical, regulatory and technical, technical and economic and economic documents, as well as reference documents, which establish norms, rules, requirements, characteristics, methods and other data used in organizing workplace and human resources management and are approved in due course by the competent authority or the leadership of the company. The employee resourcing of the human resources management system is viewed as the necessary quantitative and qualitative composition of human resources employees in the company. It is specified that considerable attention should be paid to the legal support of the human resources management system, that is, the use of means and forms of legal influence on the bodies and objects of human resources management to achieve the effective functioning of the company. It is clarified that the models of social partnership in different countries differ in the organizational mechanism, norms and rules on the regulation of social and employment relations, the level of the procedure centralization and the participation of the state in social dialogue. It is concluded that the main objectives of the legal support for the human resources management system include the legal regulation of business relations which are formed between employers and employees, the protection of the rights and legitimate interests of employees arising from employment relations.