Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management

Abstract

The paradigm of the personnel management concept has been changed based on the introduction of digital technologies in the labor process. The article reveals the impact of new information technologies on the formation and usage of laborpotential in the renewed organizations. The new approach is not knowledge management, but talent management. The socio-psychological analysis of the structural elements of labor potential is also used. Terminological definiteness of such concepts as loyalty and reliability of employeesis carried out according to their participationactivity in the labor process. Distinctions of highly professional (HiPro) and high-potential (HiPo) personnel are given. High level of motivation among high-potential employees is emphasized as a condition that increases the level of labor potential efficiency. The role of employees’ involvement in the formation of the personnel reserve is defined. Modern tools, based on digital platforms, developing labor potential were used. The mechanism of HR-technologies is revealed, in which an employee with greater potential is unable to reveal his labor potential, and becomes a brake for the innovative development in organization. There was named the principal responsibility for timely and qualitative formation of the new competencies, required for realizing the labor potential, in terms of updated reality.

Keywords

• labor potential
• talent management
• loyalty
• trustworthiness
• engagement
• labor activity