Original paper

UDC 005.95/96 © I.N. Belogrud, A.N. Tretyakova, O.I. Krushelnitskaya, D.E. Udalov, M.M. Simonova, 2025
ISSN 0041-5790 (Print) • ISSN 2412-8333 (Online) • Ugol’ – Russian Coal Journal, 2025, №5, pp. 74-84
DOI: http://dx.doi.org/10.18796/0041-5790-2025-5-74-84

CORPORATE CULTURE AND HR-BRAND AS FACTORS OF SUSTAINABLE DEVELOPMENT OF COAL MINING COMPANIES IN CONDITIONS OF THE LABOUR MARKET TRANSFORMATION

Authors

I.N. Belogrud, A.N. Tretyakova, O.I. Krushelnitskaya, D.E. Udalov, M.M. Simonova
Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation
e-mail: inbelogrud@fa.ru

Authors Information

Belogrud I.N. – Associate Professor, Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation, e-mail: inbelogrud@fa.ru
Tretyakova A.N. – Associate Professor, Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation, e-mail: antretyakova@fa.ru
Krushelnitskaya O.I. – Associate Professor, Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation, e-mail: deudalov@fa.ru
Udalov D.E. – Associate Professor, Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation, e-mail: deudalov@fa.ru
Simonova M.M. – Associate Professor, Financial University under the Government of the Russian Federation, Moscow, 125167, Russian Federation, e-mail: mmsimonova@fa.ru

Abstract

The study focuses on analyzing the relationship between the corporate culture, HR-brand and efficiency of personnel management in coal mining companies in conditions of the current transformations in the labour market. The relevance of the topic is defined by the growing shortage of qualified personnel in the industry, increasing competition for human resources and the need to adapt the HR-management systems to technological, social and economic changes. The system and comparative analysis, the method of statistical data processing, the correlation analysis as well as sociological tools formed the methodological basis of the research. The empirical base includes the results of surveying 1247 employees in 18 coal mining companies, interviews with 87 heads of the HRdepartments, as well as analysis of corporate documentation and industrial statistics for 2018-2023. A direct correlation (r = 0.78) has been revealed between the level of corporate culture and the personnel turnover indicators. It was found that companies with clearly articulated values and a strong HR-brand demonstrate by 27.4% higher labor productivity and by 32.6% lower injury rates. An integrative model of corporate culture development was developed and tested, its efficiency was evaluated using the following key indicators: growth of personnel involvement by 18.3%, reduction of the recruiting costs by 23.7%, and a 21.9% increase in the employee loyalty index. The results presented expand the theoretical understanding of the mechanisms to create sustainable human resource systems in specific conditions of the coal industry and they justify practical tools for transformation of the corporate culture and HR-brand as strategic resources for sustainable development of the companies.

Keywords

Corporate culture, HR-brand, сoal industry, personnel management, HR-potential, value orientation, transformation of the labor market.

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For citation

Belogrud I.N., Tretyakova A.N., Krushelnitskaya O.I., Udalov D.E., Simonova M.M. Corporate culture and HR-brand as factors of sustainable development of coal mining companies in conditions of the labour market transformation. Ugol’. 2025;(5):74-84. (In Russ.). DOI: 10.18796/0041-5790-2025-5-74-84.

Paper Info

• Received April 9, 2025
• Reviewed April 16, 2025
• Accepted April 26, 2025