WO2012125059A1

WO2012125059A1 - Human actives management system

Info

Publication number: WO2012125059A1
Application number: PCT/RU2011/000258
Authority: WO
Inventors: Sergey Aleksandrovich SUKHAREV
Original assignee: Sukharev Sergey Aleksandrovich
Priority date: 2011-03-16
Filing date: 2011-04-21
Publication date: 2012-09-20
Also published as: CA2830359A1

Abstract

This technical solution relates to business process automation systems and can be used for personnel management, planning, monitoring and control and staff selection either in large corporations or in small companies aiming at the improvement of the efficiency of human resources and any organizations formed by them, as well as in decision making support systems for human resources management, career and occupational guidance, career management, staff agency operation management, provision of educational services, remote and full-time education, mentoring and other human resources management tasks. In addition to management system applications, this technical solution can be used for the provision of services related to career, jobs, education, socialization and other trajectories of peoples' lives.

Description

Human Actives Management System

The term 'reversibly interconnected' as used herein for the purposes of describing system components means that data can be transmitted from the first component to the second component or vice versa, i.e. from the second component to the first component.

The technical solutions provided herein change the multiaspect human resources management tasks from the conventional approach to human resources as inactive assets to the approach to human resources as active assets, that is, they stress the key creative role of people in the achievement of any desired results; this is the origin of the definition "human actives'.

The object of this work is to provide the possibility of quantifying the qualitative characteristics of people in order to manage their activity results, the overall human resources situation, company human resources value and human resources development by transforming the human resources from passive to active ones.

The activity of specialist human resources agencies and human resources departments of companies of different sizes and types has its roots in a database containing predominantly descriptive characteristics of human resources. For this reason, when human resources related decisions are made, there is no quantitative scale for comparing the qualitative characteristics of people and hence no objective decision making tools.

By analogy with material resources, human resources can be categorized and assessed. Human assets classification is counterpart of product assortment, and human assets assessment is similar to price assessment Human assets classification is based on the combinations of activity fields and hierarchic levels. The quantitative comparability of human resources is a combined parameter, i.e. it is based on the entire range of personal profile data, by analogy with the cost of a complex mechanical device. This provides extra possibilities for factor analysis and prospective modeling. There is no more need to restrict search criteria or impose any limits on creative personalities. Now it becomes possible to identify multiaspect competency leaders. Human resources potential assessment can be a universal expression of human resources assessment. The combination of human assets classification and human assets assessment form the basis for the trend- based approach to human resources management, including a system of services aimed at the generation, support and resource provision for achievements in the movement over various human resources trajectories.

When dealing with recruitment, the candidates' classification should be of an arbitrary nature. It is important to assess the level of the candidates' competency expressed as human resources ability to perform job duties at any specific vacancy. That is, a single candidate can be considered for different vacancies, each time possibly having different figures of human resources potential, by analogy with the reassessment of material resources. For the purposes of human resources, said human resources reassessment from the viewpoint of different intended positions is important for outlining the future career trajectories of human resources.

Personnel profiles can be used for retrieving the following human resources potential data: age and health from the viewpoint of fitness for the position being assessed, education including the overall received education level and its fitness for the position being assessed, and personal achievements including the overall accumulated scope of achievements and their fitness for the position being assessed. Each component of the final figure has its magnitude or weight. If a profile data array is saved for future reference, the application range of the data broadens. As a result, the assessment may go beyond the 'selection criteria' - a multifaceted profile of the candidate is then created. Even if a candidate does not have all the required competencies, it is now possible to select candidates having the greatest potential for the achievement of the required competencies.

The technical solutions provided herein are based on the possibility of using quantitative characteristics of different information concerning a person, including those available in human resources profiles. The following components can be used for developing a human assets qualitative characteristics quantification system:

1. The human resources potential level can be accepted as a measure.

2. The main human resources potential assessment criteria are the characteristics of personal achievements, age, health, activity results, education, experience and other merits.

3. The assessment includes the identification of positive and negative deviations from standards. As used herein, a standard is the 'satisfactory' value of an assessment criterion subject to applicable human resources classification requirements. In the system provided herein, the 'satisfactory¹ value of an assessment criterion is 1, the 'excellent' value is a coefficient ranging from 1 to 1.9 inclusively (depending on the weight of the respective assessment parameter), and the 'unsatisfactory' value is a coefficient ranging from 1 to 0.1 inclusively (depending on the weight of the respective assessment parameter). The use of the value 1 as the baseline value of a coefficient allows broadening the number of assessment criteria and the range of human resources being assessed (up to the entire system of national human resources potential) while relating the final result to the coefficient of 1. 4. Determination of standard deviation weights is required for both individual and collective assessment of a group of persons selected based on some criterion. The standards and standard deviation weights are expressions of human resources strategy and policy.

5. Human resources potential values are calculated by multiplying the respective partial assessment results.

6. Individual assessment results are aggregated into an overall human resources potential figure for a group of persons assessed by various classification criteria allowing analysis based on individual components of the overall figures.

The quantification of various qualitative characteristics of human assets (actives) and human assets activity results at least in a specific company was used for the development of a human resources activity results and overall human resources situation management system based on the quantification of descriptive human resources characteristics. The measurable comparability of persons and the recognition of correlation between personal profile data (education, experience etc.) and hiring efficiency, i.e. the activity results of human resources and companies formed on their basis, allow the systematic improvement of recruitment, functioning of human resources department and overall company management. This approach allows companies to closer integrate with customers and candidates and to optimize their human resources management logistics in order to improve the activity of specialist human resources agencies and human resources departments of companies, increase the agility and quality of their activity, reduce costs and raise customer satisfaction.

The tool for the collection and storage of human resources characteristics based on personal profiles and the tool for the collection and storage of human resources activity results are databases containing predominantly descriptive qualitative information on the human resources and human resources activity results including their identification data, age, education, work experience, revealed competencies, examination results etc.. This information can be available and stored in the form of hard copies or electronically. Electronic forms for the collection and storage of human resources activity results and human resources characteristics based on personal profiles can be implemented using Internet tools.

The human resources strategy and policy expression unit of the system of human resources assessment parameters is implemented using a system providing for a comparable quantification of qualitative human resources characteristics available from personal profiles. This system unit is required to provide for the measurability of the predominantly qualitative human resources characteristics for the management of individual and overall human resources situation. A measurable expression of the human resources strategy and policy in the system of human resources assessment parameters is provided through a sufficient set of human resources assessment parameters. The trajectory nature of the educational and career paths of human resources necessitates the use of accumulative human resources characteristics assessment parameters that characterize the level of accumulated knowledge and competency as well as the compliance of human resources characteristics with the requirements of the position being assessed. The differences between human resources requirements depending on the level of a specific position necessitate the classification of job positions and respective human resources. The most universal classification applicable to various fields of human activity and companies of different types and sizes is the classification by the level of the position in the organization or job hierarchy. In addition, to select suitable human resources requirements from the variety of possible classifications, one should use the classification by activity areas that would outline the activity of company owners or founders, persons having the authority to manage the operational, organizational and administrative activity and auxiliary functions typical of any companies (i.e. financial, legal, staffing and other functions), as well as the entire range of job specific activity fields. The classification by hierarchic and competency levels corresponds to human resources positions in the social and occupational dimensions of the career and occupational trajectories. To define the human resources requirements under the selected classification one should set standards of satisfactory human resources characteristics for that human resources classification. This standardization includes setting a reference point for the quantification and assessment of positive and negative deviations of human resources characteristics from the satisfactory level for the selected human resources classification and attributing a numeric value to that point. Weighing the abovementioned deviations from the satisfactory level of human resources characteristics implies defining a numeric value of the deviation of the qualitative characteristics from their normal level. Deviations of different human resources characteristics have different weights in the overall quantification system. These differences are of special importance for the classification of job positions and human resources. The development and application of the system of assessment parameters for the quantification of human resources characteristics most of which are available from personal profiles require mutual matching of the set of human resources characteristics assessment parameters, human resources classification and job positions being assessed, setting the standards of satisfactory human resources characteristics for the selected human resources classification and weighing deviations from the satisfactory human resources characteristics for the selected human resources classification. This matching allows one to achieve the sought human resources strategy and policy expression in the system of human resources characteristics assessment parameters and, hence, to trace the implementation of said strategy and policy and influence the respective factors. The key value of the human resources strategy and policy expression in the system of human resources characteristics assessment parameters determines the availability of multiple relationships with other units of the human resources activity results and overall human resources situation management system based on the quantification of descriptive human resources characteristics.

The descriptive human resources characteristics quantification unit based on the human resources strategy and policy expression in the system of human resources characteristics assessment parameters is used for the calculation of individual human resources characteristics assessment parameters and overall parameters for different groups of human resources, companies of different sizes and types and their departments. Overall assessments are based on individual human resources quantifications borrowed from personal profiles. Convolution of the entire set of data allows deductive analysis of the individual human resources quantification results of interest. This allows one to manage the company's overall human resources situation for selected departments and classification criteria. Color indication of assessment levels can also be used to make quantification results more visible.

The management technology implementation unit based on the quantification of descriptive human resources characteristics is intended for the preparation, acceptance and implementation of managerial decisions related to the human resources characteristics of individual persons and their groups, human resources situation and human resources activity results based on descriptive human resources characteristics quantification. As the management business process implies standards setting and implementation control, the system of management technologies (including self-management technologies) based on the quantification of descriptive human resources characteristics has a feedback with the human resources strategy and policy expression unit of the system of human resources assessment parameters. The system of management technologies (including self-management technologies) based on the quantification of descriptive human resources characteristics is classified by goals into two tasks, i.e. the influence on individual human resources characteristics and the overall human resources situation, which relates to the human resources management segment, and the influence on human resources activity results through the management of human resources characteristics, which should be related to the overall company management segment. This classification determines the difference between the prediction, modeling, planning and control of human resources characteristics based on assessment parameters, including development trajectory items for the selected human resources classification, and the prediction, modeling, planning and control of changes in activity results due to changes in human resources characteristics. Of special importance for the system of management technologies (including self-management technologies) based on the quantification of descriptive human resources characteristics is the management of individual and overall human resources value which provides for the interdependence between human resources management and the overall human resources related company management and shows the financial results of the company's activity expressed through value and profit.

The human resources activity results and overall human resources situation management system based on the quantification of descriptive human resources characteristics is used for operating the company's human resources value assessment and management system.

The company's human resources value can be calculated using different methods based on the quantification of descriptive human resources characteristics including those available from personal profiles. This calculation may include the basic assessment of the company's human resources value and its correction based on the data on human resources activity results, salary and personnel costs and human resources characteristics improvement investment efficiency. Thus, the components of human resources calculation can be classified into the basic ones which include the basic costs of employee recruitment, human resources characteristics assessment (e.g. the human resources potential) and improvement, and the corrective ones which include the efficiency of routine human resources management expressed in human resources activity results, employee recruitment and retaining efficiency and human resources characteristics improvement efficiency. The company's human resources value for companies of different types and sizes can be calculated using functional computing (e.g. aggregation) of company's overall human resources value assessment results.

Company's human resources value management is based on the optimization (in most cases, maximization) of the human resources value by improving the human resources composition and qualitative parameters and the activity results of individual employees, departments and companies, optimizing staff costs and managing other factors. Examples of human resources value management targets are optimization of company activity results, i.e. human resources activity results (operation efficiency), optimization of human resources composition (number of employees and their human resources characteristics expressed through human resources potential assessment) and staff costs optimization (employee recruitment and retaining efficiency and human resources characteristics improvement efficiency). Human resources value calculation strategies may vary depending on the company's overall strategy. The management of human resources value components escalates the human resources management business process to the overall company management level.

Individual employee potential value calculation can be based on a functional dependence (e.g. the product) of the employee recruitment costs, which are commonly considered as the compensation package, and the quantitative assessment of human resources characteristics compared against the job requirements, e.g. employee's human resources potential quantification. Employee activity efficiency can be calculated as a functional dependence (e.g. the ratio) between the normalized value of the employee's activity results over a specific period of time and the cost of said employee's potential over the same period of time or, in some cases, the compensation package. Employee recruitment and retaining efficiency can be calculated based on a functional dependence (e.g. the ratio) between the normalized market value of the compensation package or the employee's potential and the actual value of the employee's compensation package. Employee human resources characteristics improvement efficiency (e.g. human resources potential improvement efficiency) can be calculated based on a functional dependence (e.g. the ratio) between the employee human resources characteristics improvement value and the employee human resources characteristics improvement cost Correspondingly, employee human resources value can be calculated based on a functional dependence (e.g. the product) of the abovementioned components, e.g. employee human resources potential value, employee activity efficiency, employee recruitment and retaining efficiency and employee human resources characteristics improvement efficiency (e.g. human resources potential improvement efficiency). The human resources activity results and overall human resources situation management system based on the quantification of descriptive human resources characteristics is also used for operating the product and service sales system for human resources development trajectories.

The trajectory space model development and storage unit may contain space models of career and occupational, socialization, entrepreneurship, socioeconomic, educational and other development trajectories. Example of trajectory space model dimensions can be occupational, social and economic dimensions of the career and occupational trajectories space model.

The unit for the expression of human resources characteristics satisfactory condition and possible deviations of human resources characteristics from the target criteria of the respective trajectories space model in the human resources characteristics assessment parameters system provides for a measurable expression of human resources movement over the development trajectories space models thus allowing one to trace the current status and influence the respective factors.

The products and services system development and storage unit for the achievement of the required compliance of human resources characteristics with the actual and planned positions of the trajectories space is used for the systematization of various educational resources, mentoring, motivation tracking and employment services, information resources, medical products and services and other achievement resources.

The human resources characteristics input and storage unit used for the input and storage of personal profiles and other personal characteristics, as well as activity results, provides for the communication with the users and supplies the system with data required for its operation. New data are added to the user personal profiles based on system operation and user servicing results and data on the progress of person movement over career positions in the respective trajectories space model. The human resources characteristics input and storage requirements are determined by the system units. The unit for person positioning in the respective trajectories space model in some embodiments allows person positioning in a multidimensional space of career and occupational trajectories, i.e. at least in the dimensions of social position, economics, activity area and competency, and provides the source data for constructing the matrix of proximity to specific target positions in the coordinates of the multidimensional space of career and occupational trajectories (mcluding the management hierarchy, activity area, competency and economic status levels) taking into account any possible features of specific positions in the multidimensional space (e.g. local and global minima and maxima).

The unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model is used for calculating human resources characteristics quantification parameters.

The unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model is used for the control of the human resources characteristics of persons that provide for the person trajectory movement over positions in the respective trajectories space model. The unit is based on the source data on the person's current position taking into account the compliance of his/her human resources characteristics with the current position requirements and in conjunction with the determination of the person's desirable positions in that trajectories space model, e.g. taking into account the required characteristics of social, occupational and economic positions and competency requirements. Then, based on the preset transfer possibilities and the respective achievement methods (education, new experience etc.) and using the prediction and modeling methods, the system determines the optimum movement route, which can be a multistage one, taking into account possible time limitations including age and other characteristics, based on the possible scenarios, preset desired positions of people and calculation of the optimum target position achievement paths, including those within the person career management business process. The unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services includes a competency development and other human resources characteristics changing program interrelated with the consumption of the respective products and services. Based on planning results a user can have a budget plan for the development and provision of movement and achievement resources.

The unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model is used for improving the fulfillment of plans and establishing a feedback based on system operation results. The feasibility of management and its control functions is based on the measurability of human resources characteristics at different positions in the respective development trajectories space model. The control functions of management can be implemented by tracing the trajectory movement. Along with the use of control data for system operation improvement, these data form the basis for the addition and correction of system user personal profiles thus improving their further servicing.

The system provided herein can be operated as follows. System operators use predominantly automated tools and the conjugation module or any manual input means to load and store data on various development trajectories space models; express satisfactory condition and possible deviations of human resources characteristics from the target criteria of the respective trajectories space model in the human resources characteristics assessment parameters systems; develop and store the products and services system for the achievement of the required compliance of human resources characteristics with the actual and planned positions of the trajectories space; allow system users to load human resources characteristics or load said human resources characteristics themselves and provide for the storage of said human resources characteristics; determine the current positions of persons in the respective trajectories space models, e.g. in the career and occupational trajectories space; quantify (assess) the compliance of a person's human resources characteristics with the actual and planned positions in the respective trajectories space model; in cooperation with system users, predict, model and plan person trajectory movement over positions in the respective trajectories space models; in cooperation with system users, plan activities towards the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories spaces and using the respective products and services; in cooperation with system users, control the fulfillment of person movement plans over positions in the respective trajectories space model. Some system functions can be to a large extent executed by system users based on the preset system algorithms.

At present, an integrated human actives management technology has been developed and tested that comprises the concentration, activation, improvement and efficient use of human resources potential. Said technology has evolved into the product and service sales system for human resources development trajectories. In particular, the system provided herein will allow the implementation of an Internet service for the development and support of career and occupational trajectories for professionals in different fields of economic and public activity, as well as in science and technology. By way of example, a respective Internet service will allow providing the following automatic mass services:

Assessment of a person's current human resources potential;

Choice of a person's target positions in the career and occupational space;

Development of career and occupational trajectory options based on user's target determination and person development probabilistic optimization modeling;

Choice of a person's career and occupational trajectory;

Development of a person's career and occupational trajectory movement plan (improving the person's human assets potential and its use);

Arrangement for user's self control of career and occupational trajectory movement plan fulfillment; Correction of a person's career and occupational trajectory movement plan (improving the person's human resources potential and its use);

Motivation Internet tracking of career and occupational trajectory movement;

Dedicated (trajectory type and typical situational task specific) delivery of information on system functionalities and available resources, including: development resources, e.g. books, full-time and remote education courses in the required knowledge and competencies; fund raising, employment and career development opportunities; human resources potential and image making opportunities (projects, employment, conference participation etc.);

Educational services (in accordance with the human resources potential improvement plan) including remote education services;

Employment services (in accordance with the human resources potential improvement and use plan);

Remote mentoring system;

Assistance in project team development and stability support. Standardization of project team member interaction conditions. Project team work legal support.

Career and occupational trajectory fulfillment control: control of a person's human resources potential improvement and use plan fulfillment (with the possibility of generating data sets for any type of activity and, in the future, for industry branches and nationwide); identification of deviations from the career and occupational trajectory of a team or its individual members, along with the causes and consequences of such deviations; identifications of critical points in the career and occupational trajectory from the state management viewpoint; rating analysis of individual trajectory movement efficiencies and choice of support targets; possible trajectory correction based on current support activity results.

The human resources development trajectory or life success development, support and management logistics are universal for different user categories. The automatic Internet service can be integrated in the activity of specialist human resources agencies, Internet recruitment companies, educational institutions and other active human resources loyalty and achievement resource services.

The system for human assets activity results and human resources situation management based on the quantification of descriptive human resources characteristics, the enterprise and company value human resources component management system and the product and service sales system for human resources development trajectories are technically based on the calculation of quantitative estimates of qualitative human resources characteristics based on descriptive personal profiles (e.g. human resources potential assessment). The human resources potential assessment procedure was tested in a number of large organizations for governmental employees, managerial staff and workers. Assessments under the system in question were made using the generally accepted descriptive profile data including name, first name, patronymic, position, date of birth, health condition, promotions and demotions history showing dates and types, education, upgrading and retraining information, managerial activity experience data etc.. Assessment can also be added with results of different examinations, including competency and psychological testing data. However, practice suggests that the normal scope of profile data is sufficient for solving human resources management and overall management tasks and the operation of the product and service sales system for human resources development trajectories. The tests involved approximately 4000 employees. For each assessment criterion the 'satisfactory' level and the respective figures for each tested employee were determined. The individual human resources potential was determined (monitored) by multiplying the resultant parameters for each tested employee. The quantifiability of qualitative human assets characteristics (including human resources potential assessment) allows one to determine the relative compliance level and thus provides the possibility of controlling the achievement of the required compliance level.

Thus, the use of the system for quantifying the qualitative characteristics of human assets (actives) provided herein allows developing an active human resources management system including the system for human resources activity results and human resources situation management based on the quantification of descriptive human resources characteristics, the enterprise and company value human resources component management system and the product and service sales system for human resources development trajectories.

Claims

What is claimed is a

1. System for quantifying the qualitative characteristics of human resources comprising a unit for quantifying the qualitative characteristics of human resources based on personal profiles allowing the calculation of the numeric parameters of human resources characteristics, wherein the input of this unit is connected with the unit for quantifying the human resources characteristics based on personal profiles and the unit for processing human resources activity results, including activity results of companies formed by human resources.

2. System of Claim 1 further comprising at least one database comprising human resources characteristics available from personal profile data and human resources activity results, said database being connected to the input of the unit for quantifying the human resources characteristics.

3. System for human resources activity results and human resources situation management based on the quantification of descriptive human resources characteristics, said system comprising the tool for the storage of human resources characteristics based on personal profiles, connected in sequence with the human resources strategy and policy expression unit of the system of human resources assessment parameters, the unit for quantifying the descriptive human resources characteristics and the management technology implementation unit based on the quantification of descriptive human resources characteristics, one output of which is connected to the tool for the storage of human resources characteristics based on personal profiles, wherein the second output of the management technology implementation unit based on the quantification of descriptive human resources characteristics is connected to the second input of the human resources strategy and policy expression unit of the system of human resources assessment parameters, the second output of the human resources strategy and policy expression unit of the system of human resources assessment parameters is connected to the tool for the storage of human resources characteristics based on personal profiles, and the third output of the management technology implementation unit based on the quantification of descriptive human resources characteristics is connected to the additional human resources activity results storage tool.

4. System of Claim 3 wherein the output of the human resources activity results storage tool is connected to the third input of the human resources strategy and policy expression unit of the system of human resources assessment parameters.

5. System of Claim 3 wherein the second output of the unit for quantifying the descriptive human resources characteristics is connected to the tool for the storage of human resources characteristics based on personal profiles.

6. System of Claim 3 wherein the third output of the unit for quantifying the descriptive human resources characteristics is connected to the human resources value calculation unit

7. System of Claim 3 wherein the third output of the management technology implementation unit based on the quantification of descriptive human resources characteristics is connected to the unit for the development of human resources development trajectories.

8. System of Claim 3 further comprising a tool for the mutual matching of the tools and units comprised in the system.

9. System of Claim 3 wherein the human resources strategy and policy expression unit of the system of human resources assessment parameters comprises the sequentially connected tool for the storage of human resources characteristics assessment parameters, including accumulative parameters and position compliance parameters, tool for the standardization of satisfactory human resources characteristics levels based on human resources classification and tool for weighing deviations from the satisfactory human resources characteristics levels based on human resources classification, wherein all the connections are reversible, and the tool for the storage of human resources characteristics assessment parameters, the tool for weighing deviations from the satisfactory human resources characteristics level based on human resources classification and the tool for the standardization of satisfactory human resources characteristics level based on human resources classification are further reversibly interconnected in a pairwise manner.

10. System of Claim 3 wherein the unit for the quantification of descriptive human resources characteristics comprises the reversibly connected tool for the calculation of individual human resources characteristics assessment parameters and tool for the calculation of overall human resources situation parameters.

11. System of Claim 3 wherein the management technology implementation unit based on the quantification of descriptive human resources characteristics comprises, reversibly connected through a closed circuit, the tool for the prediction, modeling, planning and control of human resources characteristics based on assessment parameters, including the tool for the development and support of development trajectories based on human resources classification, the tool for the management of individual and overall human resources value and the tool for the prediction, modeling, planning and control of changes in activity results due to changes in human resources characteristics.

12. System for enterprise and company value human resources component assessment and management comprising the sequentially connected human resources market value data input device, employee value calculation unit, company value human resources component calculation unit and enterprise value human resources component calculation unit allowing one to determine methods of increasing enterprise value based on the assessment of enterprise value human resources component taking into account value factors.

13. System of Claim 12 wherein the value calculation unit allows employee value calculation using the preset employee potential value, employee activity efficiency, employee recruitment and retaining efficiency and employee human resources characteristics improvement efficiency.

14. System of product and service sales for human resources development trajectories comprising the sequentially arranged trajectory space model development and storage unit, unit for the expression of human resources characteristics satisfactory condition and possible deviations of human resources characteristics from the target criteria of the respective trajectories space model in the human resources characteristics assessment parameters system, products and services system development and storage unit for the achievement of the required compliance of human resources characteristics with the actual and planned positions of the trajectories space, human resources characteristics input and storage unit, the unit for person positioning in the respective trajectories space model, unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model, the outputs of which are connected to the trajectory space model development and storage unit, the unit for the expression of human resources characteristics satisfactory condition and possible deviations of human resources characteristics from the target criteria of the respective trajectories space model in the human resources characteristics assessment parameters system, the products and services system development and storage unit for the achievement of the required compliance of human resources characteristics with the actual and planned positions of the trajectories space, and the human resources characteristics input and storage unit; the output of the trajectory space model development and storage unit is further connected to the human resources characteristics input and storage unit, the unit for person positioning in the respective trajectories space model, the unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, the unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, the unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and the unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model; the output of the unit for the expression of human resources characteristics satisfactory condition and possible deviations of human resources characteristics from the target criteria of the respective trajectories space model in the human resources characteristics assessment parameters system is further connected to the human resources characteristics input and storage unit, the unit for person positioning in the respective trajectories space model, the unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, the unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, the unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and the unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model; the output of the unit for the products and services system development and storage unit for the achievement of the required compliance of human resources characteristics with the actual and planned positions of the trajectories space is further connected to the human resources characteristics input and storage unit, the unit for person positioning in the respective trajectories space model, the unit for^" assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, the unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, the unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and the unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model; the output of the human resources characteristics input and storage unit is further connected to the unit for person positioning in the respective trajectories space model, the unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, the unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, the unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and the unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model, wherein the human resources characteristics input and storage unit, the unit for person positioning in the respective trajectories space model, the unit for assessing human resources characteristics compliance with the actual and planned positions in the respective trajectories space model, the unit for the prediction, modeling and planning of person trajectory movement over positions in the respective trajectories space model, the unit for planning the achievement of human resources characteristics compliance with the actual and planned positions in the respective trajectories space model and using the respective products and services, and the unit for controlling the fulfillment of person movement plans over positions in the respective trajectories space model are further interconnected in a cyclic manner.

15. System of Claim 14 wherein the trajectory space model development and storage unit comprises career, occupational, socialization, entrepreneurship, socioeconomic and educational trajectories.

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