Methodological Aspects of Developing an Effective Internal Employment Model

One of the most important socioeconomic problems is the provision of effective employment, at the level of enterprises connected (organizations) with the development and implementation of an internal employment model adequate to modern technologies of personnel management. Meanwhile, the analysis of the profile literature showed that in-company employment models still use approaches proposed for conditions of high labour surplus, involving segmentation of personnel according to the realized type of flexibility of the labour force. The principal difference of the author’s position is an approach based on the justification of groups of internal importance of professions. In order to implement the above, an original methodology is proposed, which involves the construction of a two-dimensional matrix “relative competitiveness index-growth rate of the profile segment of the labour market”. The article emphasizes that the distinction between occupations by groups of internal importance should be accompanied with an appropriate wage differentiation. In particular, Group I workers who are competitive in the fast-growing segments of the labour market should be given “internal supplements” to wages (margins, in fact), which would prevent them from leaving the enterprise. The article focuses on the presentation of a methodology justifying the differentiation of employees’ wages by segments of the internal employment model depending on the category of competitiveness and the group of internal importance. The illustration of the algorithm for implementing the methodology on a conditional example, which makes the work clear and complete, supports the typical nature of the methodological tools and the validity of their replication in profile publications.

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