Current aspects of managing a construction company when replacing conventional management with interactive management

Currently, construction companies in Russia are increasingly facing a lack of a high-quality human resources (HR). Many such companies apply the principles of conventional management. This approach hinders innovation and reduces employees’ motivation, which factors eventually decrease the cost-effectiveness of enterprises. Conversely, innovative management implies the maximum involvement of employees in the work process, a feeling of self-esteem and attention from managers. In this work, an analysis of conventional and interactive management is conducted to determine the most effective approach to HR management. An SNW-analysis of a construction company was carried out to reveal the dependence between the stable functioning of an enterprise and the strengths and weaknesses of HR policy. In addition, the methods of logical analysis were used. The analysis and strategy of work organisation by using interactive management. Interactive management provides each employee with an opportunity to realise their potential in profession and career. It can be concluded that both the intellectual and emotional recognition of employees is an important component in building an effective enterprise strategy. Such cooperation contributes to the improvement of the domestic climate in the enterprise, which has a beneficial effect on the production and standards in real estate management.

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