scholarly journals Game mechanics application in the optimization and automation framework of personnel management processes

2020 ◽  
Vol 89 ◽  
pp. 06004
Author(s):  
Igor Kotsyuba ◽  
Konstantin Loginov ◽  
Aleksey Shikov
Keyword(s):  
Personnel Management ◽  
Human Errors ◽  
Quality Of Work ◽  
Hr Management ◽  
Game Mechanics ◽  
Management Processes ◽  
Motivation And Engagement ◽  
Management And Development ◽  
Automation Framework

The article examines the processes of applying game mechanics to optimize and automate the management and development of company personnel. This allows one to free up resources for solving tasks that require high qualifications, enhances the quality of work performed by reducing the factor of human errors in monotonous actions, and also ensures the engagement and motivation of employees. It is concluded that solving problems of optimization and automation of personnel management processes is an integral part of the competitive companies’ activities. Employees’ motivation and engagement in these processes increase their efficiency and loyalty to the company. The use of game mechanics in the implementation of corporate HR management processes increases the motivation and engagement of employees, and, as a result, greatly enhances their efficiency.

scholarly journals Implementation of artificial intelligence technologies in human resources management in Russian companies

2021 ◽  
pp. 97-121
Author(s):  
Yuri Petrunin ◽  
◽  
Anna Pugacheva ◽  
Keyword(s):  
Artificial Intelligence ◽  
Personnel Management ◽  
Personnel Selection ◽  
Human Resources Management ◽  
Training Data ◽  
Data Set ◽  
Management Processes ◽  
Efficiency And Effectiveness ◽  
Selection Of

The article examines the problems and prospects of the introduction of artificial intelligence technologies in the selection of personnel in commercial companies in Russia. In recent years, both the number of applications and the number of scientific articles on the use of artificial intelligence technologies in personnel management processes both in our country and abroad have been growing. However, at present, there is a certain gap in the issues of evaluating the effectiveness of the use of these technologies, identifying the most promising areas for the use of artificial intelligence in the selection of personnel, and determining the factors that affect the results of such implementations in relation to Russian conditions. The survey of experts and practitioners in the field of working with artificial intelligence technologies in the field of personnel management of leading Russian companies allowed us to partially answer the relevant questions. The analysis of the respondents ' responses showed that these technologies favorably affect the selection of employees, improve the quality of selection, increase its speed, unload employees, save money resources and help eliminate bias towards candidates. The factors that increase the efficiency and effectiveness of the implementation of artificial intelligence technologies in the selection of personnel were identified: the category of selected employees, the scale of selection, and the possibility of integration with existing software. The difficulties of using artificial intelligence technologies in the selection of personnel include the presence of atypical positions for selection, the dependence of the results on the quality and volume of the training data set, and the possible reluctance of candidates to communicate with the robot. According to the results of the study, we can make a reasonable conclusion that artificial intelligence in the field of personnel selection, despite the presence of certain problems, has many advantages, as well as great prospects for development.

Management of labor incentives: Monograph

2021 ◽  
Author(s):  
Galina Volkovitckaia
Keyword(s):  
Graduate Students ◽  
Personnel Management ◽  
Theory And Practice ◽  
Incentive Systems ◽  
Direct Practice ◽  
Modern Management ◽  
Hr Management ◽  
Motivational Structure ◽  
Management Students

The monograph is devoted to the problem of effective incentives for personnel as one of the most acute in the theory and practice of modern management. The paper considers the main stages of labor incentives , the specifics of personnel management from the standpoint of a motivational approach, suggests ways to assess the quality of incentive systems, analyzes the motivational structure of the employee's personality. The definitions, classifications, typologies and models proposed in the monograph can be used not only for educational and methodological purposes, but also in the direct practice of personnel management. The monograph is addressed to specialists in personnel management, students, graduate students, teachers, as well as everyone who is interested in the field of HR management.

Leiden Quality of Work Life Questionnaire for Nurses

2005 ◽  
Author(s):  
Tanya I. Gelsema ◽  
Margot van der Doef ◽  
Stan Maes ◽  
Simone Akerboom ◽  
Chris Verhoeven
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Life Questionnaire ◽  
Quality Of Work

HUBUNGAN KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA PERAWAT PELAKSANA

2019 ◽  
Vol 9 (4) ◽  
pp. 413-420
Author(s):  
Amella Gusty ◽  
Dachriyanus Dachriyanus ◽  
Leni Merdawati
Keyword(s):  
District Hospital ◽  
Simple Random Sampling ◽  
Work Life ◽  
Quality Of Work Life ◽  
P Value ◽  
Work Context ◽  
Cross Sectional ◽  
Quality Of Work ◽  
The Relationship

Kinerja perawat merupakan hasil yang dicapai dalam melaksanakan asuhan keperawatan di rumah sakit. Terciptanya asuhan keperawatan yang optimal sangat diperlukan dukungan dari pihak rumah sakit salah satunya adalah menciptakan kualitas kehidupan kerja baik bagi perawat. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja terhadap kinerja perawat pelaksana di RSUD Teluk Kuantan. Jenis penelitian kuantitatif dengan pendekatan cross sectional. Jumlah sampel 120 responden yang diperoleh melalui proportionate simple random sampling. Hasil penelitian menunjukkan kualitas kehidupan kerja perawat RSUD Teluk Kuantan berada pada kategori sedang, kinerja perawat berada pada kategori kurang baik. Berdasarkan analisis kedua variabel teridentifikasi bahwa tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana dengan  p value 0,817. Dimensi work context merupakan komponen yang memiliki hubungan dengan kinerja perawat pelaksana dengan p value 0,008, dimensi work life  tidak berhubungan secara signifikan dengan kinerja perawat. Kesimpulan penelitian diketahui tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana. Ada hubungan dimensi work context dengan kinerja perawat pelaksana. Tidak ada hubungan dimensi work life dengan kinerja perawat.   Kata kunci: kualitas kehidupan kerja, kinerja, perawat pelaksana   THE RELATIONSHIP BETWEEN THE QUALITY OF WORK LIFE AND THE PERFORMANCE OF IMPLEMENTERS NURSES   ABSTRACT Nurse performance is the result achieved in implementing nursing care in a hospital. The creation of optimal nursing care is very much needed support from the hospital, one of which is to create a good quality of work life for nurses. This study aims to determine the relationship between the quality of work life and the performance of nurses at the Kuantan District Hospital. This type of quantitative research with cross sectional approach. The number of samples of 120 respondents obtained through proportionate simple random sampling. The results showed that the quality of work life of nurses at the Kuantan District Hospital was in the medium category, the nurses' performance was in the unfavorable category. Based on the analysis of the two variables, it was identified that there was no relationship between the quality of work life with the performance of implementing nurses with a p value of 0.817. The work context dimension is a component that has a relationship with the performance of nurses implementing with p value 0.008, the dimension of work life does not significantly correlate with nurse performance. The conclusion of the research is that there is no relationship between the quality of work life and the performance of the implementing nurses. There is a relationship between the dimensions of the work context and the performance of the nurses. There is no relationship between the dimensions of work life and nurse performance.   Keywords: quality of work life, performance, implementers nurse

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