УПРАВЛЕНИЕ ПЕРСОНАЛОМ И КОУЧИНГ В ИННОВАЦИОННОЙ ЭКОНОМИКЕ КАК МЕТОД УПРАВЛЕНИЯ БИЗНЕСОМ

Аннотация

In this article, the effectiveness of the company in the conditions of the innovative economy, the problems of the application of HR management by the business entities of our country in their activities, the recommendations regarding the effectiveness of the application of HR management and coaching in the entrepreneurial activities of the innovative economy are mentioned. Key words: innovative economy, coaching, HR management, three-dimensional (3D) coaching process, GROW technique, ABC technique, business environment, human resources management. УПРАВЛЕНИЕ ПЕРСОНАЛОМ И КОУЧИНГ В ИННОВАЦИОННОЙ ЭКОНОМИКЕ КАК МЕТОД УПРАВЛЕНИЯ БИЗНЕСОМ Аннотация. В данной статье рассмотрены эффективность деятельности компании в условиях инновационной экономики, проблемы применения HR-менеджмента субъектами предпринимательства нашей страны в их деятельности, рекомендации по эффективности применения HR-менеджмента и коучинга в упоминается предпринимательская деятельность инновационной экономики. Ключевые слова: инновационная экономика, коучинг, управление персоналом, трехмерный (3D) коучинговый процесс, методика GROW, методика ABC, бизнес-среда, управление человеческими ресурсами. In the innovative economy, many managers are faced with the problem of a low level of creative activity of employees, which reduces the efficiency of the company. Statistics show that 94% of the world's 500 most successful companies use coaching in their work. Our country is at the beginning of the development of coaching culture. Business entities of our country face a number of problems in the process of applying HR management in their activities.First, the most used organizational management methods in companies are inconsistent. For example, planning the organization's activities based on the existing situation and resources does not allow an entrepreneur to act in conditions of extreme uncertainty and achieve high results. Secondly, the business entities of our country are faced with administrative tyranny and corruption in the implementation of contractual relations with various higher organizations. But foreign experience shows that the use of coaching by leading Western business entities operating in countries with an established innovation economy is considered to be of particular importance. Coaching is a purposeful process of developing the potential of employees to maximize their personal effectiveness and the success of the organization as a whole. The most common areas of application of coaching in a modern organization cover different levels of management: from personnel management, operational management to strategic management. 7 12 International scientific journal ISSN: 2181-3906 «MODERN SCIENCE АND RESEARCH» 2023 VOLUME 2 / ISSUE 11 / UIF:8.2 / MODERNSCIENCE.UZ The company's competitive advantage lies in the formation of proactive and active employees with extremely high work efficiency, because even small investments in them multiply according to their desires, formed by coaching, and give high financial and economic results. On the part of business entities, there are a number of stages in establishing a relationship between Coaching and the client. 1. Making a "contract" to jointly achieve a specific goal. 2. Determination of intermediate tasks. 3. Study of the current situation. 4. Identification of internal and external obstacles to achieving the goal. 5. Analysis of potential opportunities for overcoming obstacles. 6. An agreement between the coaching and the client on what exactly needs to be done for each of their meetings. 7. Implementation of employee development plan by using specific methods. 8. Evaluation of the results of the coaching process. It is proposed to combine these stages into a three-dimensional (3D) model of the coaching process, the stages of which determine the effectiveness of the measures taken and the investments made. In the first stage of coaching, the process of interaction between the coachee and the client takes place, during which the necessary information is collected and the current situation is analyzed, as a result of which mutual understanding is established and cooperation begins. The second stage is dedicated to planning the system of actions to achieve the set goals. At this stage, the client must take responsibility for the outcome and plan the coaching process. In the third stage of coaching, the client's development plan is implemented using specific coaching techniques. The most popular coaching methods are 3D technique (three-dimensional technique), GROW technique and ABC technique. Finally, in the fourth stage, the results of achieving the client's development goals are evaluated, the results of the coaching process are summarized, and the effectiveness of the investments made in this process is determined. The main goal of using coaching by business entities is to make coaching an integral part of the work of the HR department, to offer it to managers as one of the tools of the ma