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Formirovanie I Razvitie Intellektualnogo Kapitala V Sisteme Upravleniya Chelovecheskimi Resursami Kompanii
Formirovanie I Razvitie Intellektualnogo Kapitala V Sisteme Upravleniya Chelovecheskimi Resursami Kompanii
ÄÊ Ó 331.1
DOI: 10.21209/2227924520172310111119
I t is scientifically grounded that the relevance of the problem under investigation is due to the growing role of in
tellectual capital of companies in the modern digital economy. The role of human capital in its development is ana
lyzed. The peculiarities of human capital as an element of intellectual capital are revealed. An approach to manag
ing human capital on the basis of the proposed hypothesis about the heterogeneity of its structure is developed,
including the standard ("routine") and "creative" components, whose contribution to the intellectual capital of
the company varies significantly. Particular attention is paid to the formation and development of human capital
in the system of human resource management. It is noted that the direct relationship between the company's intel
lectual capital and the human resources management system is realized through the formation of the company's
human capital. It is established that in the modern science the five basic integrated elements of the human re
source management system are generally accepted, which are interrelated and considered in sequence: selection,
adaptation, evaluation, training and development, staff motivation. The role of the human resources management
system in the processes of formation and development of both individual elements of intellectual capital and in
tangible assets of the company is shown. A new concept for many managers is considered "staff involvement",
which was given special attention in business practice. It is indicated that the formation of organizational capital
of the company, as a structural element of its intellectual capital, is directly related to the processes of formation
of human capital. It is concluded that the system of personnel training and development deserves special attention
in regard to the formation and development of client capital. The directions for further research are formulated
Key words: intellectual capital; human resources management; human capital; organizational capital; client capital; stan
dard (“routine”) component; “creative” component; investments; adaptation; motivation system; client capital
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Ýêîíìè÷åñ íàóêè
113
Âåñòíèê ÇàáÃÓ. 2017. .Ò 23. ¹ 10
ÿõ,öè íå òîëüêî îáåñï÷èâàþùõ óíêöèîô è ÿ èíåð øñà òîèê÷ ÿ èíåðç òàåó÷ éèöêíó ô
íèðîâàå îìïàêíè â àíîéä îòðñè,àë íî è òåñè ûì ÿè íêåñëâ÷àðïñîóë å÷ð
ïðåäîñòàùÿþèõâë âîçìæíñòü ÿóë÷åíèïî èì .è íàïìîê ,îíäèâå÷Î òî÷ òåñè àì âàðïó
óðåíòíêî îã ïùåñòâðèìó à íà ðûíêå. Â ÿ è í å ë è ì ê ñ å ÷ â î ë å ÷ è ì à ñ ðó å è í à ï ì î ê
çàâèñìîòè îò ñôåðû äåÿòåëüíîñòè îìïàê àíæë îä òûè÷ó òüàâ òèñîí åá ñî îã í àä èâ
íè, èë÷åñòâêî åíî ñîòíîøåíè åæäóì ,âîñðó å î òîîê õüûñðîë è.åâíîàãð
«ñòàíàðòíä îé» è «êðåàòèâíîé» êîìïíåòà ðàâëåíè Óï èå÷ëîìâñê ðåñóàìè
ìè ×Ê ìîæåò ñùóåòâåíî îòëè÷àòüÿ,ñ îä ïðåäñòàÿåòâë îéñá ñèòåìíûé è ðàöèî
íàêî ìîæí èàòüîæä , ÷òî â ÿõñîâèëó öèô íàëüûé îäïõ ê óïðàâåíëèþ ïîìåðñíàë
ðîâé îíìèêý éëüíûäåó âåñ óòèð íîé àíèçö,îðã ñòððàì èâàéþù ñîòðäó
êîìïíåòû äåòóá æàëòüïðîä æàòüñíè ÿñ íèêîâ êà êëþ÷åâîé ôàòîê ð è ëåèîíàá
âûñîêèì òåìïàè. öåíûé ðåñó, êîòîðûé îäèì õíåá ìîòè
3. îâå÷ñèéëê× êàïèòàë, â îòëè÷å îò âèðîàòü, ó÷òüàîá è ðàçâèòü ÿäë äîñòè
óãèõäð îìïíåòîê â ÈÊ, íå ïðèíàäëåæò ÿæåíè ñòðòåà èã÷åñêõ ëåéö ïêîíèìà [6].
ôèðìå è îíòðê åòñóëèðî ÿ ïêîíèìàåé ëèøü Ôàêòè÷åñêè, äíîé èç âíûõîñ çàä÷ ñè
êîñâåí – ÷åðç ìîòèöèþâà îíàë.ïåðñ ñòåìû ÿóïðàâåíèë å÷ëîâñêèì ðåñóà
Ñîòðäíèêó ìîæåò ïîêèíóòü îìïàêíèþ â ìè ÿåòñâë ÿ ôîðìèâàíå è çèðàâòèå ×Ê
ëþáîé îìåíò, ÿíåñó ñ îéñá âñå ÿçíàè è êîìïàíè, êîòîðûé, â ñâîþ î÷åðäü, ÿâë
îïûò, óë÷åíûïî çà ðÿåìâ áîòûðà , à òàê åòñÿ ìÿþùèëïîðåä ýëåìíòîì, óôîðìè
æå ïðîèçâäñòâåíû è êîìåð÷ñè ñå þùèì âåñü ÊÈ îìïà.êíè Ñîòâåòñòâåíî,
ðåòûê , íóõî ó,à ÿñçè,â èíôîðìàöþ è ò. òàëüðåçó òû âñåõ èíõëüóêûöîàô ýëåìí
ä. òîÝ äàåòñîç ÿäë îìïàêíè ëåíûîïðä òîâ ñèòåìû ÿóïðàâåíëè å÷ëîâñêèì
ïðîáëåìû è òðåòóá òèïðèíÿ ÿ ëüñíûõïåöèà ðåñóàìè êîíìïàè ÿþòñâë ÿ ýëåìíòàìè
ìåð ïî ñþíèæå ðèñêà óòðàòû åñèíòèâ èöé ÿôîðìèâàí ÈÊ ïíèêîìà.
êà â äàíûé, êëþ÷åâîé îìïíåòê ÈÊ,  ðåìíîéñâ êåó íà áùåïîðèíÿòû
òàê è â ãèåóðä åãî ïíêîìåòû. ìè òñÿþâë ÿ òüïÿ âíûõîñ óïíåûõðê
4. îâå÷ñêèéë× àïèòàê ë, êà, âïðî ýëåìíòîâ ñèòåìû ÿóïðàâëåíè ëîâå÷
÷åì, è ëüòâøèíñáî î åíèäòèåìûõó ôèöð ñêèì ðåñóàìè, îòîê ðûå âçàèìîíûñÿ
â ó÷åòå ,ÀÍÌ íå îòðæàåòñÿ â àëíñáå è àòððñì þèâàòñÿ â àòåïîñëåäâ üíîñòèë :
ôèðìû, ïîýòîìó íåâîçìæ êîíòðëèðî ïîäáð, àäïòàÿ,öè öåíêàî, ó÷åíèîá è ðàç
âàòü åãî èóë÷íâå â äåíæîì âûðàæåíè. âèòèå, ìîòèÿöèâà ïà.åðñîíë òàëüåçó Ð òîì
Èíâåñòèöè â ×Ê îñóùåòâòñÿþë ÿ â ñïåöè êàæäîã åìíòàýë , íà øíà ÿä,ëçâã ÿåò âë
ôè÷åñêîé ôîðìå, à â ëòåàóõãá ìðñêî ó÷åòå ÿñ ðâàèôîíåì è çèðàâòèå ×Ê ïêîíèìà
âûñòóïàþò íå êà êàïèòàëüíûå ÿ,âëîæåíè êà ýëåìíòà Ê.È Ñ ó÷åòîì ïðåäñòàâëåíûõ
à êà òåå è ùûóäîê õñ à ð í òíîáà ð þçó òóàë ï , îñáåíòåé ×Ê êà íåìàòåðèàëüíîã êà
,å è íàâîë ðåèí ìñ ð÷óåï áî ò. .ï [2]. òèâà, óíêöèîðâàåô êàäîãæ èç ýòèõ
àêèì Ò áðàçîì, ðàçâèòèå ÈÊ îìïàê ýëåìíòîâ, î÷åâèäí, òàêæå ëæíîä èåòüì
íè âîçìæí òîëüêî ÷åðç ýôåêòèâíîå ñâîþ ó.ñïåöèôê
óïðàâëåíè ×Ê àê êëìþ÷åâû ïíêîìå Ïîäáð îíàë,ïåðñ âêëþ÷àùèé â
òîì ÈÊ. Áàçîâûì îáúåêòîì ÿäë ôîðìè ñåáÿ ïîèñê, îòáîð è åìíà áîòíðà îâ,èê â ðå
ÿâàíè ×Ê ôèðìû ÿþòñëâ ÿ å÷ëîâñêè òàüëçó òå ÿëíåèîâûï õîñíâû óíêöèéô ïî
ðåñóû íêîìïàè. ýëåìíòó ñòðó àíÿåò àäêðîâûé äåôèöò â
Ñèñòåìà íóèÿïðàâëå ñ÷åèìëîâê ñîòâåòñòâè ñ òðåìûèó á êà÷åñòâåíûìè
ðåñóàìè è ÷åëîâñêèé òàë.êïè àê Ê õàðêòåðèñòèêàìè îâå÷ñêèõë ðåñóîâ
åòñëäó èç íðàå æåíã,èçëî ïìàðÿ âçà [5]. åì Ò ñàìû îäèòïðñõ ôîðìèâàíå
èìîñâÿçü ÈÊ ïêîíèìà ñ ñèòåîéì óïðàâ è ðàçâèòèå ãëîâå÷ñê àïèòàê ëà îìïàê
ÿëåíè ëîâå÷ñêèì ðåñóèàì ðåàëèçó íè ïî óðîâíÿì çíàèé, óìåíèé è íâûîàê
åòñÿ ÷åðç èôîðìâàíå ×Ê êîíìïàè. ðàáîòíèêîâ.
Ïðåäñòàÿåòñâë ÿ, ÷òî ýòî ñäîòàòî÷íî îãðà Ïðîöåäóà ïîäáðà îíàëïåðñ â íàñòî
íè÷åûé ÿä,ë âçã òðþóùèéåá ÿëíåèäîï ÿùå ðÿåìâ ÿåòñâë ÿ âàæíåéø ñîòàâíîé
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Âåñòíèê ÇàáÃÓ. 2017. .Ò 23. ¹ 10
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Ýêîíìè÷åñ íàóêè
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Âåñòíèê ÇàáÃÓ. 2017. .Ò 23. ¹ 10
àåòñëã ÿ âèòüíàïð íà ïäðîáíå èçó÷åí äîâ ÿñíèæå ýòèõ ðèñêîâ, ïðåæä ñåãî,â ñ
ðèñêîâ èíâåñòèöèé â ×Ê, ñâÿçàíûõ ñ âû ïîìùüþ òèêîðïà âíîé òåñè ìû ïâëóåðà
ÿâëåíûìè â ñòîíà ÿùåé áîòåðà îñáåí ÿíè ëîâå÷ñêèì ðåñóìè.à
ñòÿìè è òðñ êòóó ðîé, à òàêæå îìïèñê åòîì
êïèñîÑ ðûàòóèåë
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îòêð Ê áî ðàõâòî
õîìèÒè âðî Àíòî î,Ôåâè÷äð êàíä. òåõí. óê,íà åíò,äîö Ìåæîäíàÿóð âûñøàÿ ëàøêî ,ÿóïðàâëåíè íñòèÈ òóò ïðî
ìûøëåíîã ìåíäæòà, ýêîíìè è òîðãîâëè òÏ Ñàíê åòåóðãîñêá ëèòåïî íè÷îãõåñê óíèâåðñòåòà Ïåòðà ëèåÂ
êîã, .ã ÑíêòÏ à åòå,óãðá ÿ.îñè Ð Îáëàñòü ó÷õíûà èíòååñîâ:ð èíòåòóëåê àëüíûé àïèòàê ë, öàåíêî èíòåëåêòóíîãàëü
êàïèòàë,à ÿíèåâë óðîâíÿ èíòåëåêòóëãîüíà êàïèòàëà íà òåçïîêà ëè äåÿòåëüíîñòè ìíèéêîïà
antontikh@mail.ru
Àðôàå Àíà ëàäèìè ðîâíà, êàíä. .ýêîí óê,íà äîöåíò, àÿÌåæîäóíð ñøàÿâû ëàøêî ÿ,âëóïðàåíè Èíñòèòóò ïðî
ìûøëåíîã òàæìåíä , ýêîíìè è òîîâëèðã ÑíêòÏ à åòåóðãñêîá ëèòåïî íè÷îãõåñê åðñèòåóíâ òà åòðÏ à Âå
ëèêîã, .ã òÏ Ñàíê åòå,óðãá ÿ.îñè Ð ñòüëÎáà ó÷íûõà èíòåðåñîâ: èéå÷ëñêîâ àïèòàê ë, ëóïðàâåíè âå÷èìëñêî
ðåñóàìè, èíòåòóëåê àëüíûé êàïèòàë, êîíìèàý òðäàó
anya_gar@mail.ru
Anna Arfae, candidate of technical sciences, associate professor, International Graduate School of Management, Institute of
Industrial Management, Economics and Trade of Peter the Great St. Petersburg Polytechnic University, SaintPetersburg,
Russia. Sphere of scientific interests: human capital, human resources management, intellectual capital, labor economics
öáðàçåÎ èÿðîâàíöò
Tikhomirov A., Arfae A. Formation and development of intellectual capital in the management system of human
resources of the company // Transbaikal State University Journal, 2017, vol. 23, no. 10, pp. 111 –119. DOI:
10.21209/2227924520172310111119.
119