Management of development of social and labor relations: theoretical and methodical bases

There are changes in the system of social and labour relations due to the transition to an innovative way of development. Information and computer technologies, scientific creativity, and work intellectu-alisation appeal to flexible forms of employment, flexible contracts and operating modes, to changes in the system of workforce incentivisation, deregulating the work process. As for Russian enterprises and organisations, the significance of informal relations and practices in labour management is ever increasing. The article validates that organisations entering the global trend of innovative economy pass from the strategy of adaptation to changes, through management of changes, up to management of development. Historically there has been a succession of technocratic, humanistic, innovative and intellectual approaches to development management of social and labour relations. The article contains the author's interpretation of development management concepts in the framework of each of these approaches: strategy of organisation's development, main principles of labour management, tactical means of development, most typical managerial style. The author defines development of social and labour relations system as balancing of interests of all the involved participants as long as there is an aprioristic pursuit of development within a given organisation. A global trend of development is an organisation integrating into an innovative society. This paper locates a subsystem of development management with regard to social and labour relations as part of the general structure of an organisation's management. The subsystem contains problem differentiation. Modern tendencies in the development of social and labour relations have been revealed on the basis of survey and questionnaires conducted by the author in organisations from different spheres of activity and forms of ownership. Thus, the author's conclusion indicates the dominance of technocratic approaches based on Ford's principles of labour organisation. It has been proved that the process of development of social and labour relations tends to smooth out differences in participants' interests. Strategy of development management assumes search of proper forms of work management and contract-based employment to decrease the number of conflicts and reduce the contrast in interests. The article validates the methods of development management. Their purpose, problems and means depend on a stage of organisational life cycle. The microlevel management of social and labour relations is under the influence of the following: administrative concept and development strategy of an enterprise (organisation); system of work organisation, in particular, workplaces; personnel selection; labour behavioural norms; situational environment. It has been established that development of social and labour relations is connected with a stage of organisational life cycle. There is a succession of such stages as birth, growth, maturity, and death of an organisation in the process of development. The correlation of flexibility and manageability in the system of social and labour relations is changing. At early stages workers are flexible in response to changes so special workforce incentivisation is not required. The system of social and labour relations is well managed at later stages. It contains routines; however it is less flexible and adaptive. It is possible to extend the term of organisation's growth and maturity by maintaining a necessary balance between flexibility and manageability in the system of social and labour relations.

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