INNOVATIVE INSTRUMENTS FOR MANAGING PERSONNEL OF TRANSNATIONAL CORPORATIONS

Dmytro Shushpanov, Mariana Lifanova

Abstract


The article explores coaching and mentoring as innovative personnel management tools and their importance for the effective management of human resources in order to increase the company's competitiveness. The interpretation of the term “coaching” is given. It has been analyzed as one of the important factors for improving the organization’s activity. At present, the topic of coaching has become one of the most sought after in the field of management and consulting. The benefits of coaching are presented and characterized.
Successful experience of using coaching technologies in multinational corporations, in particular on the example of companies of the USA, Japan, Singapore and Western Europe is considered. Coaching was compared with mentoring. Mentoring puts more emphasis on the practical part when an experienced employee trains the less experienced. Mentoring is a long process.
The main advantages of using these management tools in the context of globalization are substantiated. Basic coaching models are presented and characterized. Coaching technologies are aimed at transforming the company personnel management system. They are aimed at achieving the goal with the most optimal use of resources and the development of company employees. Coaching technologies create an environment where change happens most easily, quickly and naturally. For greater productivity, relationships between volume managers and employees must be based on partnership, trust and security.
The scientific principles of coaching implementation in organizations as a method of managing their development and effectiveness are highlighted. It has been proven that coaching allows employees to adapt to change as quickly as possible and achieve maximum self-realization.

Keywords


coaching; multinational corporation; coaching model; mentoring; mentor; innovation; staff training

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References


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DOI: https://doi.org/10.35774/rarrpsu2019.24.086

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