| Internal Crowdsourcing as an Instrument of Personnel Involvement |
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Authors: Svetlana B. GINIEVA Cand. Sc. (Econ.), Associate Professor of Labour Economics and Personnel Management Dept. Ruslan A. DOLZHENKO Cand. Sc. (Econ.), Associate Professor of Strategic Marketing Dept. Abstract: In the article the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed, the terms “personnel engagement” and “personnel involvement” are compared. Personnel involvement is understood as a set of measures that forms employees’ abiding interest in solving organizational problems and an increased emotional attachment to the organization’s aims and values. The essence of crowdsourcing is defined, its implementation scheme is described, and the classification of crowdsourcing projects is developed. The authors highlight the advantages of the use of internal crowdsourcing, i.e. implemented through the efforts of the company’s staff, for the employees and the organization itself. Examples of the application of this technology for resolving organizational issues and involving personnel are offered. The case study of OAO Sberbank, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Keywords: CROWDSOURCING, INTERNAL CROWDSOURCING, PERSONNEL ENGAGEMENT, PERSONNEL INVOLVEMENT For citation: Svetlana B. Ginieva, Ruslan A. Dolzhenko. Internal Crowdsourcing as an Instrument of Personnel Involvement. Upravlenets – The Manager, 2016, no. 3(61), pp. 36–46. |
