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Today's economy is based on global processes and the principles of free
movement of capital and technology, in particular, large strategic enterprises.
Development strategies implemented by organizations are focused on internal and
external aspects. Given the universality of privatization processes, it can be seen that
they are gradually becoming a natural process - an almost integral part of day-to-day
management. In the last few decades, most enterprises in the field of functional
economics have undergone many changes, they are the result of systemic changes.
The question of the role of the state is one of the most controversial problems
in the modern economy, this term is not defined in the norms of the European Union
or in the rules of other states. Human resource management based on the modern
needs of the organization is certainly a very complex process, it is closely linked to
the strategy of the organization and aims to develop employee motivation. Taking
into account the existing functional dependence, we can say that all actions in
personnel policy are accompanied by changes in staff, which can cause a change in
qualifications, the need for new competencies.
The new approach and perception of employees by management must take into
account the fact of creating an organization and the fact that its development depends
on qualifications, skills and knowledge. Modern economic processes, which are
largely the result of the free movement of capital on a global scale, maximize the
processes of mergers and acquisitions. Because it is the employees who use their resources to create value for shareholders and other stakeholders in the company, it is
necessary to properly stimulate their development. Modern human resource
management is seen as a new concept on the problem of employee participation in
the organization more comprehensively.
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