THE PREFERRED APPROACH TO THE TRANSFORMATION OF THE PERSONNEL MANAGEMENT SYSTEM OF DEFENSE INDUSTRY ENTERPRISES WITH DIVERSIFICATION

Abstract

Radical changes arising in connection with the reduction of the state defense order and the need for diversification at the enterprises of the military-industrial complex to provide the domestic market with high-tech dual-use and civilian products, initiate changes in the management of the personnel component of production by the personnel of the enterprise. Of particular importance are the issues of practical application of modern forms of personnel management, which make it possible to increase the economic efficiency of a diversified defense industry enterprise. Since various forms and types of diversification have their own personnel advantages and disadvantages, they must be taken into account when transforming the personnel management system at diversified defense enterprises. The types and forms of diversification that have developed in practice are considered and an attempt is made to identify the most widely used in the diversification of defense industry enterprises. The advantages and disadvantages of existing approaches to the transformation of personnel management (“system approach”, “process approach”, “functional approach”, “diagnostic approach”, “situational approach”, “project approach”) are analyzed and an attempt is made to justify an approach to the transformation of personnel management adequate to the specifics of a diversified enterprise. The authors consider the diagnostic approach to be the most preferable, which gives an idea of the strengths and weaknesses of a diversified enterprise, its potential capabilities, and provides an opportunity to develop a personnel management system that takes into account the specific features of the technology and organization of production of a diversified defense industry enterprise with various types and forms of diversification.