Preventing Staff Resistance to Centralization of Recruitment in Rostelecom

This paper is devoted to cover most essential questions concerning to the sphere of the staff resistance to organizational changes and methods to overcome it in HR department in Rostelecom company. The overall goal of this proposal will be to attempt to explore the approaches to the methods to overcome resistance that various scholars have advocated. Consequently, object of the present study: HR department staff in Rostelecom; subject: the staff resistance to centralization of recruitment. The present project is supposed to solve a number of tasks. The main aim is to create prevention program to overcome resistance to centralization of recruitment among personnel in Rostelecom. The basis of the present study is provided by a large body of literature on the resistance, causes of it and ways to overcome it. As mentioned above, there are several approaches to the description of the reasons for resistance. These approaches have been scrutinized in the framework of the research project "Resistance to organizational change and how to overcome it in the activities of HR - manager." Resistance to change is a complex phenomenon that includes both psychological mechanisms, conditionality, and behavioral symptoms (Mkrtychan & Voylokova, 2013). Next, it will be reported about the results. Developed prevention program to overcome HR-services resistance centralization of recruitment among personnel in Rostelecom is effective from an economic standpoint. As for future research in this area, it would be interesting to analyze the effectiveness of the program developed after end of the project, and also to adapt the program for similar changes in other macro-regional branches of Rostelecom.