Personnel security as a factor in the competitiveness of the modern organization

The article analyzes the impact on the personnel security market positions of the organization that operates in a highly competitive environment. This environment requires extensive use of the market against rivals of methods, including, and unfair competition. Some of them are aimed directly at competing organization staff and implemented in the form of either direct solicitation of employees in key positions or to induce them to cheat the trust of the employer. Another group of personnel security threats linked to the initiative (not a result of the impact of competitors) manifestations of disloyal attitude of employees to their employer. It is considered the most likely threats to information and property safety of the modern organization by disloyal employees. The main threat to its long-term competitive position determined by the threat of loss of business reputation in the eyes of customers and business partners - due to willful disclosure of confidential information, the mystery client component. No less dangerous from the standpoint of the existing realities of the domestic market, the threat of a compromise of a particular organization as a law-abiding business entity in the eyes of the fiscal, law enforcement and supervisory bodies of the state have received relevant information from employees seeking revenge on his employer for the real and imaginary wrongs. For business entities, occupying leading positions in the markets served, particularly those working in innovation-driven industries represent a very serious threat to the disclosure of information by employees that constitutes a trade secret. Threats property safety in the article attributed the theft of money and material assets of the organization carried out in person or with the direct participation of its employees, intentional damage to property, as well as corruption of officials and their complicity in the raider seizure of property or business in general. Based on the results of the review, formulated and argued for the competitive advantages that get business entities to pay due attention to the prevention and prompt suppression of threats on staffing direction of the authorized activities. The first of these advantages is the acquisition of a high business reputation in the markets served by the guaranteed customers, and the parterre storing information constituting client confidentiality. The second advantage of the absence of conflict acts with fiscal, law enforcement and supervisory authorities of the State and to prevent the conflicts arising from the administrative, economic and other sanctions (up to the revocation of the license to carry out the relevant business activities). A third advantage is determined by the improvement of existing or maintain a leading position in the markets served, provides effective prevention of leakage of confidential information constitutes a trade secret. A fourth advantage is to minimize the market and direct financial losses in the process of production and financial activities of the organization, which was caused by the direct theft of cash and highly liquid tangible assets own employees, destruction or damage of various property complexes, corruption of officials in the form of transactions, obviously unfavorable for employer. Finally, another important competitive advantage, discussed in the article serves the preservation of high quality, hence the high competitiveness of the human capital of your organization employer. It ensures effective prevention of this prevalent in today’s labor market as the threat of poaching competitors or professional hedhanterami most valuable employees - the representatives of the personnel of the elite organization. In the final part of the article identifies the major methodological requirements for corporate management of human security. These requirements are addressed to the owners and top management of the organization, its staff work, managers of linear divisions. In particular, the necessity to ensure the two main prerequisites for a high loyalty staff - namely, the creation of the subjects of the domestic professional enterprise organizational, economic, social and psychological conditions that ensure the loyalty of the staff, and they use a variety of application HR-technologies aimed at maintaining the labor Corporate Relations team spirit.

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