В условиях нарастающей конкуренции и быстрого технологического прогресса стратегическое управление человеческим капиталом приобретает ключевое значение для обеспечения устойчивого роста региональных хозяйственных комплексов. Цель исследования заключается в разработке и эмпирической проверке комплексной модели управления человеческими ресурсами, способствующей повышению инновационного потенциала и конкурентоспособности региональной экономики. Для достижения поставленной цели применялись методы системного анализа, экономико-статистической обработки данных и экспертных оценок. В качестве эмпирической базы использованы данные социально-экономического мониторинга 12 регионов РФ за период 2015-2022 годов. Выявление взаимосвязей между параметрами человеческого капитала и показателями устойчивого роста осуществлялось с помощью многомерного регрессионного анализа и структурного моделирования. Для верификации результатов были привлечены представители органов управления, бизнеса и академического сообщества. Построенная модель стратегического управления человеческим капиталом включает четыре взаимосвязанных компонента: оценка текущего уровня компетенций, формирование программ целевого обучения, мотивационно-стимулирующий комплекс и систему непрерывного мониторинга эффективности. Экономико-статистическая проверка продемонстрировала, что инвестиции в профессиональное развитие и внедрение гибких инструментов мотивации коррелируют со среднегодовым приростом ВРП региона на 4,5-6,2 % при сохранении инновационного индекса не ниже 0,75. Региональные хозяйственные комплексы с высокоорганизованными HR-процессами показывают более устойчивую динамику социальных и экономических параметров. Результаты исследования подтверждают, что системное стратегическое управление человеческим капиталом является эффективным инструментом стимулирования инновационной активности и устойчивого развития регионов. Практическая значимость работы состоит в возможности адаптации предложенной модели к специфике различных отраслей и региональных условий. Научная новизна заключается в интеграции методик оценки компетенций, мотивации и мониторинга в единый управленческий цикл. Рекомендовано внедрение разработанных подходов в региональные программы развития и кадровые стратегии предприятий.
In the context of increasing competition and rapid technological progress, strategic human capital management is becoming key to ensuring the sustainable growth of regional economic complexes. The purpose of the research is to develop and empirically verify an integrated human resource management model that contributes to increasing the innovation potential and competitiveness of the regional economy. To achieve this goal, methods of system analysis, economic and statistical data processing and expert assessments were used. The data of socio-economic monitoring of 12 regions of the Russian Federation for the period 2015-2022 were used as an empirical base. The relationships between the parameters of human capital and indicators of sustainable growth were identified using multidimensional regression analysis and structural modeling. Representatives of government, business, and the academic community were involved in verifying the results. The constructed model of strategic human capital management includes four interrelated components: assessment of the current level of competencies, the formation of targeted training programs, a motivational and stimulating complex and a system of continuous performance monitoring. The economic and statistical review demonstrated that investments in professional development and the introduction of flexible motivation tools correlate with the average annual GRP growth of the region by 4.5-6.2% while maintaining the innovation index at least 0.75. Regional business complexes with highly organized HR processes show more stable dynamics of social and economic parameters. The results of the study confirm that systemic strategic management of human capital is an effective tool for stimulating innovation activity and sustainable development of regions. The practical significance of the work lies in the possibility of adapting the proposed model to the specifics of various industries and regional conditions. The scientific novelty lies in the integration of competence assessment, motivation and monitoring techniques into a single management cycle. The introduction of the developed approaches into regional development programs and personnel strategies of enterprises is recommended.
In the context of increasing competition and rapid technological progress, strategic human capital management is becoming key to ensuring the sustainable growth of regional economic complexes. The purpose of the research is to develop and empirically verify an integrated human resource management model that contributes to increasing the innovation potential and competitiveness of the regional economy. To achieve this goal, methods of system analysis, economic and statistical data processing and expert assessments were used. The data of socio-economic monitoring of 12 regions of the Russian Federation for the period 2015-2022 were used as an empirical base. The relationships between the parameters of human capital and indicators of sustainable growth were identified using multidimensional regression analysis and structural modeling. Representatives of government, business, and the academic community were involved in verifying the results. The constructed model of strategic human capital management includes four interrelated components: assessment of the current level of competencies, the formation of targeted training programs, a motivational and stimulating complex and a system of continuous performance monitoring. The economic and statistical review demonstrated that investments in professional development and the introduction of flexible motivation tools correlate with the average annual GRP growth of the region by 4.5-6.2% while maintaining the innovation index at least 0.75. Regional business complexes with highly organized HR processes show more stable dynamics of social and economic parameters. The results of the study confirm that systemic strategic management of human capital is an effective tool for stimulating innovation activity and sustainable development of regions. The practical significance of the work lies in the possibility of adapting the proposed model to the specifics of various industries and regional conditions. The scientific novelty lies in the integration of competence assessment, motivation and monitoring techniques into a single management cycle. The introduction of the developed approaches into regional development programs and personnel strategies of enterprises is recommended.