HRM systems (market of Russia)
First of all, specialists in HR and the full-fledged HRM systems appear in the Russian representative offices of the foreign companies, after them there are large domestic companies using the western control techniques and also the companies with a big staff turnover, the companies which are controlled "in the old manner" resort to control techniques labor resources less often.
Besides, there is a gradation of extent of use of HR functions and depending on industry specialization of the enterprises. According to us, human resource management in a manufacturing sector of economy, and most of all — in the field of service is least of all popular. Respectively, than a core activity of the organization is closer to services industry, especially expanded personnel management is demanded.
According to us, such distribution of demand for methods and management tools labor resources is caused significantly by different participation of costs for work in product cost and services in the different industries. In the field of services a share compensation can reach 70% of-80% of cost value of a ready-made product whereas in the domestic industry it often does not exceed 13% of-15%. Thus, for industrial enterprises the human capital is not a critical resource whereas in the field of service it quite so.
The same observation allows to tell why the full-function HRM systems are widespread in the leading countries of the world and only begin to be applied widely at us. It is obvious that in the specified countries бóльшая a part of the surplus value is created in the field of services, as forces to optimize staff expenses in the conditions of rather fierce competition and to increase its efficiency.
As note in CNews Analytics of a trend of development of the Russian IT market are similar to western, therefore perspectives of development of a domestic segment of HRM solutions can be foreseen already today, having looked at universal trends. According to the western analysts in development of a segment of HRM systems it is possible to carry to the key directions:
- promoting of the solutions provided according to the SaaS model
- increase in demand for simpler and available solutions with an optimal ratio "price/quality"
- replacement from the market of "weak" HRM solutions.
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