Международное сравнительное исследование практик управления человеческими ресурсами CRANET - стр. 5
Diagnosis of the state of HRM practices used by Russian companies in 2021–2022 took place, as in previous waves of research, under the conditions of a difficult socio-economic situation, this time caused by the COVID-19 pandemic. The sample covered 367 companies, which were mostly medium-sized companies (77.1 %). At the initiative of the Russian research group, the questionnaire included questions about the presence of formalized corporate values in the organization and the use of digital technologies in the implementation of a number of HRM functions.
Despite the fact that the share of companies with formal written documents (strategies or regulations on HRM practices) was at an average level, in the range of 44–64 %, many companies noted the presence of formulated corporate values, among which the most popular were values related to professional employee characteristics.
Outsourcing is becoming a common way to reduce HR costs and streamline processes. At the same time, medium-sized companies and some large companies resort to it more often (for individual practices), while small organizations are less likely to choose this type of optimization due to the small amount of suitable work.
An important direction in the development of HRM practices has been the digitalization of processes. The greatest spread of digital technologies is noted in such functions as the organization of remuneration, personnel training and internal communications.
When hiring personnel, companies differentiate methods for managers and specialists and for workers and employees. For managers and specialists, recruiting through recommendations, internal hiring and rotation is more common, and interviews (one-on-one and panel), collection of recommendations and professional tests are more often used for selection. In relation to workers and employees, recruiting is more often used through advertisements on aggregator sites, the website of the organization itself and in the media, and the most popular selection methods are professional tests, individual interviews and collection of reviews.
The survey results indicate that companies often centrally determine base salaries at the organization/division level, but use an individual approach to determine the level of base salaries for managers, and also refer to concluded tariff agreements as the main benchmarks for all categories of personnel.
The vast majority of companies provide employees with additional social benefits, most often maternity leave for the birth of a child and educational leave.