The dissertation is devoted to the scientific substantiation and development of theoretical and methodological provisions and practical recommendations on implementation of organizational and economic support of innovative work at the enterprises.
The main hypothesis of the study is the assumption that in the transition to the information economy and the functioning of enterprises in the global environment, the essence of innovative work changes. Therefore, new organizational and methodological support is required, as traditional technologies and methods of mechanistic management paradigm do not provide its effective use and development.
A conceptual methodological approach to organizational and economic support of innovative work has been formed for the first time. The methodological basis of the approach is the provisions of modern theory of organization, humanistic concept of management and innovation paradigm and it is based on a systematic approach. Innovative work and innovative component of the enterprise are defined as the subjects of organizational and economic support.
It has been proved that the organizational support of innovative work at the enterprise is an important prerequisite for increasing the ability of the enterprise to develop the innovation sphere. On the basis of the study of the essence of organizational structure and its diversity, the author’s classification of types of organizational structures has been proposed. Each of them determines their favorable attitude to the innovation process and there is substantiation of the list of qualitative characteristics in accordance with the support of such types of innovative work as creative and inventive; creative and managerial; and routine.
On the basis of the study of the essence of the definition of “innovation management”, it was found that most researchers associate it with strategy development, innovation process management, or with the key words – process, activity. It should be noted that the diversity of existing approaches to management also requires its systematization.
Generalization of existing methods, approaches, instruments for establishing labor intensity, has allowed to substantiate the conceptual basis for determining the labor intensity of innovative work, to establish the peculiarities of calculating the labor intensity of innovative work for each group of rationing methods; substantiation of recommendations for determining the labor intensity according to the method of rationing of innovative work and establishing the complexity of individual stages of the innovation process and management work; procedures for determining the complexity of the rationing of innovative work, which is presented in the form of a matrix.
The sequence of determining the complexity of the rationing of innovative work has been analyzed and a new procedure has been defined, which includes seven stages and substantiation of the relevant methodological support for each of the stages.
The generalization of the results made it possible to formulate recommendations for machine-building enterprises. In the research paper it is proposed a scientific approach to assessing the innovation competencies of managers at enterprises. The statements and hypotheses are the basis for this approach. To prove the hypotheses, a scheme of methodological approach has been proposed, and it contains a set of interrelated steps.
The results showed that almost all formed innovation competencies are defined by experts as important or very important. The list of very important competencies includes 8 competencies, namely: the ability to innovate and creative work, research, the ability to be creative, critical and have unconventional thinking, the ability to assess the problem comprehensively, the ability to analyze, integrate and synthesize, and absorb information quickly, the ability to generate new ideas, ability to promote the development onto the market , responsibility for efficiency and result. The conclusion has been made that experts consider the most significant those competencies that provide a high level of creativity and, at the same time, responsibility and give an opportunity to get an effective result from innovative work.
On the basis of the analysis, it has been concluded that the standard profile of competencies of professionals related to creative and inventive type of innovative work, shows that the most important and clearly expressed in employees should be the competencies that meet the factor of creative innovative competencies, namely its components “creativity” and “invention“. It has been proposed to structure innovation competencies according to this group in relation to the functions of planning and organizing the implementation of innovations in the activities of enterprises.
