scholarly journals Optimization Mathematical Model of the Distribution of Tasks and Labor Resources in the Enterprise

2021 ◽  
Vol 93 ◽  
pp. 03001
Author(s):  
Irina Eremina ◽  
Denis Lysanov ◽  
Izida Ishmuradova ◽  
Alexey Isavnin
Keyword(s):  
Mathematical Model ◽  
Human Resources ◽  
Human Factor ◽  
Effective Management ◽  
Mathematical Methods ◽  
Use Of Resources ◽  
Overall Performance ◽  
Partial Elimination ◽  
Labor Resources

In article one of aspects of a solution of the problem of improvement of management is considered. Effective management is based on optimum use of resources and competent complex assessment of the organization. The modern IT market offers ON, capable to automate activity of any enterprise by full or partial elimination of a human factor. However in the companies where the overall performance is characterized by use of human resources, everything is not so simple. The research of authors is devoted to modeling of process of distribution of tasks and human resources by mathematical methods and combinatory optimization of process of distribution of tasks between employees within the company.

scholarly journals Assessment and analysis of the state management of labor resources as a factor in the development of the mining industry in the region

2021 ◽  
Vol 315 ◽  
pp. 04001
Author(s):  
Natalia Zaruba ◽  
Eduard Wolfson ◽  
Konstantin Vostrikov ◽  
Olga Nikiforova ◽  
Elena Sedelnikova
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Public Management ◽  
Mining Industry ◽  
Scientific Article ◽  
Published Data ◽  
Effective Management ◽  
Research Attention ◽  
State Management ◽  
Labor Resources

The subject of the research in this article is to identify the role and importance of public management of labor resources in the region as a factor in the development of the mining industry by improving the level of professionalism of specialists who evaluate and analyze the labor resources of the mining industry. The purpose of the study is to prepare proposals aimed at implementing effective management of the mining industry's labor resources based on the use of modern methods of assessment and analysis. Research methods. The study used comparative and institutional approaches, as well as empirical methods – methods of observation and comparison. Research materials. In the preparation of the scientific article, statistical data were used to characterize the movement of labor and the use of working time, as well as working conditions and the level of injuries in the mining region of the Kemerovo region – Kuzbass. The analysis and eval-uation of the published data were carried out in the study in order to identify management reserves based on the evaluation and analysis of the data obtained. The results obtained can contribute to improving the performance of mining enterprises in attracting qualified personnel and effective management of labor resources. The study shows that only a scientific approach to the application of the functions of management, evaluation and analysis of public management of human resources could be considered as a factor in the development of the mining industry, which requires research attention, since problems can be solved only on the basis of their identification. As such, we have identified an underestimation of the role and importance of a comprehensive analysis and assessment of the problems of public management of human resources in the mining industry. The study showed that the system of human resources management in the mining industry in order to assess and analyze them on the basis of an integrated approach requires the organization and implementation of research related to the identification of correlations of key elements of the management system. The problem of reducing number of trained specialists and the professionalism of personnel remains a well-known problem in the mining industry in the Kemerovo region. The results of our research were discussed at annual scientific conferences devoted to topical issues of public administration development, including in the mining industry, with the involvement of officials of relevant structures of regional government bodies. In conclusion, it could be noted that the obtained intermediate scientific results of human resource management in the mining sector will significantly contribute to the timely introduction of modern and effective technologies into the practice of public administration.

scholarly journals INNOVATIVE INSTRUMENTS FOR MANAGING PERSONNEL OF TRANSNATIONAL CORPORATIONS

2019 ◽  
pp. 86-93
Author(s):  
Dmytro Shushpanov ◽  
Mariana Lifanova
Keyword(s):  
Human Resources ◽  
Multinational Corporations ◽  
Personnel Management ◽  
Western Europe ◽  
Transnational Corporations ◽  
Effective Management ◽  
Management Tools ◽  
Use Of Resources ◽  
Scientific Principles ◽  
The Usa

The article explores coaching and mentoring as innovative personnel management tools and their importance for the effective management of human resources in order to increase the company's competitiveness. The interpretation of the term “coaching” is given. It has been analyzed as one of the important factors for improving the organization’s activity. At present, the topic of coaching has become one of the most sought after in the field of management and consulting. The benefits of coaching are presented and characterized. Successful experience of using coaching technologies in multinational corporations, in particular on the example of companies of the USA, Japan, Singapore and Western Europe is considered. Coaching was compared with mentoring. Mentoring puts more emphasis on the practical part when an experienced employee trains the less experienced. Mentoring is a long process. The main advantages of using these management tools in the context of globalization are substantiated. Basic coaching models are presented and characterized. Coaching technologies are aimed at transforming the company personnel management system. They are aimed at achieving the goal with the most optimal use of resources and the development of company employees. Coaching technologies create an environment where change happens most easily, quickly and naturally. For greater productivity, relationships between volume managers and employees must be based on partnership, trust and security. The scientific principles of coaching implementation in organizations as a method of managing their development and effectiveness are highlighted. It has been proven that coaching allows employees to adapt to change as quickly as possible and achieve maximum self-realization.

Strategy Study on Enterprises to Implement Effective Pay Management

2010 ◽  
Vol 426-427 ◽  
pp. 339-342
Author(s):  
Yu Jun Miao
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Effective Management ◽  
Resources Management ◽  
Strategy Study ◽  
Salary Management ◽  
Internal Management ◽  
Human Cost ◽  
Overall Performance ◽  
Pay System

pay management, which is an important function of human resources management in enterprises. Enterprises pay gets relationship with effective management of the entire enterprise human cost of reasonable control, overall satisfaction of staff and internal management of enterprises in the fair and so on, all kinds of problems. This article states the contents of salary management and the function of incentives and analyzes the mistake and reasons in pay administration, and establishes some ways to solve those problems. At the same time, it also analyses a fair and effective pay system to attract and retain the talented in order to encourage employees' enthusiasm for work and improve enterprises' overall performance.

Managing Work force Diversity: Key Successful factors

2021 ◽  
Vol 1 ◽  
pp. 76-86
Author(s):  
Basu Dev Lamichhane
Keyword(s):  
Organizational Change ◽  
Problem Solving ◽  
Human Resources ◽  
Work Force ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Effective Management ◽  
New Thinking ◽  
New Ideas ◽  
Diversity Effects

Human capital is an important asset for any organization. Physical and capital resource can be mobilized properly through human resources. Physical and capital resources by themselves cannot improve efficiency or contribute to increased rate of return on investment. The efficiency of capital and physical resource can be achieved through combined efforts of human resources. This paper is descriptive design. The study tackled areas of workforce diversity effects on diversity of performance of employees and how workforce diversity can be managed to the positive outcomes of an organization. Workforce diversity is combination of different caste, gender, age, attitude, religion, ability, skills, region, perception, race, sex, experience and cultural differences. It is the differences and similarities between the employees of any organization. It is the process of bringing verity of people in the same workplace. Effective management of diversity recognizes that people from different backgrounds, culture and experience can bring new ideas to the workplace. Workforce diversity leads an organization in to creativity, innovation, able to retain talent workforce, energize people and boosts them and reduced grievances. Workforce diversity promotes creativity, innovative problem solving, productivity and increase cultural diversity, increase in enterepreneural behavior and values within employees. Diversity management emphasizes on building specific skills, creating policies and drafting practices that get the best from every workers. So, diversified workforce provides various advantages to organization (i.e. creativity, change adoption, problem solving, new thinking and thought, flexible adoption to organizational change and beliefs). The study reveals that there is a positive correlation between good workforce diversity and organizational change.

scholarly journals Economic-Mathematical Model and Mathematical Methods for Substantiating the Choice of the Company Innovation Strategy

2016 ◽  
Vol 9 (27) ◽  
Author(s):  
Aleksandr Mikhaylovich Batkovskiy ◽  
Pavel Andreevich Kalachikhin ◽  
Elena Georgievna Semenova ◽  
Yury Filippovich Telnov ◽  
Alena Vladimirovna Fomina
Keyword(s):  
Mathematical Model ◽  
Innovation Strategy ◽  
Mathematical Methods

scholarly journals THE INNOVATIVE POTENTIAL OF HUMAN RESOURCES AS A FACTOR IN THE DEVELOPMENT OF THE INNOVATIVE TECHNOLOGIES MARKET IN UKRAINE

2021 ◽  
Vol 23 (1(78)) ◽  
pp. 58-74
Author(s):  
I.V. GRYSHCHENKO ◽  
V.F. GRYSHCHENKO
Keyword(s):  
Mathematical Model ◽  
Human Resources ◽  
Market Development ◽  
Short Term ◽  
Model Calculations ◽  
Innovative Technologies ◽  
Innovation Capacity ◽  
Innovative Potential ◽  
The Impact ◽  
The Relationship

Topicality. The successful operation of an economic entity, in the development of the innovative technologies market, is largely determined by the innovative potential of its human resources - by the people who work for it - their knowledge, talents, and skills. The wrong combination of these elements, lack of employees who have the necessary qualifications, lack of harmony in the relationship between employers and employees can inevitably lead to serious financial and economic problems. Improving the efficiency of the use of the innovative potential of human resources in the development of the innovative technologies market is one of the most urgent tasks for any business entity. The competitive advantages of business entities, financial and economic indicators of their activity, ensuring sustainable development of entrepreneurship in general, are depending on the degree and balance of its use. Aim and tasks. The purpose of the work is to analyze and develop on its basis recommendations for increasing the level of the innovative potential of human resources in the context of the development of the innovative technologies market in Ukraine. Research results. The article analyzes the main structural elements of the innovative potential of human resources and identifies the factors influencing its level in Ukraine. The results of the analysis allowed us to build an economic and mathematical model of the relationship between innovation capacity, as an indicator of the development of the innovative technologies market and components of the innovative potential of human resources in Ukraine. This made it possible to predict the level of innovation capacity as an indicator of the innovative technologies market development in Ukraine in the short term. The obtained results allowed us to identify problems and develop recommendations for increasing the level of the innovative potential of human resources in the context of the innovative technologies market development in Ukraine. Conclusion. Based on the developed economic and mathematical model, calculations were made that characterize the relationship between innovation capacity as an indicator of the innovative technologies market development and components of the innovative potential of human resources in Ukraine. As shown in the calculations, the proposed economic and mathematical model with high accuracy allows to assess the impact of components of the innovative potential of human resources on innovation capacity and identify major obstacles for its development, which made it possible to predict trends in innovation capacity as an indicator of the innovative technologies market development in Ukraine in the short term.

scholarly journals Analysis of the Modified Construction of the Column Mechanism MacPherson

2018 ◽  
Vol 19 (11) ◽  
pp. 41-44
Author(s):  
Marek Kwietniewski ◽  
Tadeusz Bil
Keyword(s):  
Mathematical Model ◽  
Steering Wheel ◽  
Passenger Cars ◽  
Proper Selection ◽  
Front Suspension ◽  
Change Of Direction ◽  
Partial Elimination ◽  
Selection Of

The McPherson column name comes from the inventor of this Earle S. MacPherson solution, which was first manufactured at the Ford plant in 1949. This is one of the most commonly used types of front suspension in popular passenger cars. The advantage of this type of suspension is a compact construction, but the disadvantage is. The influence of the damping motion on the position of the steering wheel may result in an unintentional change of direction of travel. At the same time, there is a slight additional tilt of the wheels when the "spring" movement. In the proposed solution, partial elimination of this type of incorrectness is proposed by changing the type of connection of the steering rod end to the steering wheels of the vehicle. The introduced change consists in replacing one of the spherical joints in these joints into two rotary joints. Such a change introduces a mathematical model describing the behavior of the suspension under the influence of the depreciation of additional parameters. Proper selection of these parameters allows for significant reduction of unnecessary direction changes during driving. The described model of the structure of the mechanism allows to analyze the influence of all its dimensions on the selected parameters of the behavior of the wheels during the ride, resulting from the movement of the suspension and steering.

scholarly journals RAZVOJ LJUDSKIH RESURSA KAO PREDUSLOV ORGANIZACIONE USPJEŠNOSTI / HUMAN RESOURCE DEVELOPMENT AS A CONDITION OF ORGANIZATIONAL SUCCESS

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Željko M. Radosavac
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Training And Development ◽  
Continuous Training ◽  
Use Of Resources ◽  
Wide Range

Contemporary business conditions do not impose only need for adjustment of the organization but also the need for adjustment of employees. Human resources, manifested through individual knowledge, skills, individual qualities and achievements, is the basis of competitive advantage of organizations and the main resource for the survival, the growth and development of modern organizations. Treating employees as a decisive factor for the success of organizations, it follows that their primary duty is to provide, maintain and develop the best people through the wide range of human resource activities. Thus, Human Resource Development, designated as a key activity for achieving the projected goals of the organization, can be defined as a set of systematic and planned activities appointed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Employees are increasingly accepting the reality that education becomes their responsibility in order to develop their full working potential and to ensure self employment opportunities. On the other hand, encouraging educational programs, organizations strive not only to meet the business needs for education of employees, but also their interests, creating and developing the climate of continuous learning and dissemination of knowledge in all areas. To what extent will the organization attach importance to certain practices that guide and encourage staff development depends on its current situation, activities, goals and adopted development strategy. Adequate choice, the assignment according to their abilities and affinities, continuous training and education, are generally accepted methods without which the development of employees is not possible. The American Society for Training and Development (ASTD) estimates that U.S. organizations spent $134.1 billion on employee learning and development in 2008, and $125.9 billion in 2009.Human resource managers in large organizations ranked training and development as the most important functional area they had to deal with because HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. Combining different methods and approaches, and referring to all employees in the organization, training and human resources development become a tools for achieving change and the effects they produce are becoming a far-reaching and strategic.

scholarly journals ANALYSIS DEVELOPMENT OF AGRICULTURAL ENTERPRISES OF ECONOMIC-MATHEMATICAL METHODS USING

2021 ◽  
Author(s):  
Volodymyr Ulanchuk ◽  
Olena Zharun
Keyword(s):  
Mathematical Model ◽  
Development Strategy ◽  
Forage Production ◽  
Mathematical Methods ◽  
Cattle Breeding ◽  
Agricultural Enterprises ◽  
Sectoral Structure ◽  
Production Type ◽  
Regional Development Strategy ◽  
Different Types

The article deals with the problems of the regional development strategy, which primarily should be aimed at increasing the soil fertility in Ukraine. Suggested concept of innovation-investment development of agriculture, which is based on the objective necessity of providing agricultural enterprises in future with investments taking into account the state of their development, the most complete use of internal opportunities and adaptation to changes in the external environment. The economic-mathematical model for setting the prospects of agricultural production development has been developed. To substantiate the development of agricultural enterprises of different types of production prospects, the task matrix includes data on production and financial activities which was collected on the basis of typical agricultural enterprises. These enterprises data was determined on the basis of processing of statistical information on agrarian formations of a certain region. The proposed economic-mathematical model of the problem is designed in such way that it is possible to introduce other variants for the determined situations, by making minor changes in the limitations of its matrix. It gives opportunities to set the need for investments for the goal achievement with the maximum predicted profit by enterprises of each separate production type and in the whole region of enterprises which are engaged in the production of agricultural products. The solution of the problem by this model will enable to determine in each production type of agricultural enterprises such a sectoral structure of production, which gives the opportunity to obtain maximum profits and the minimum terms of return on investment. Developed activities at the stage of practical realization and commercialization of innovations allow increasing income of the agricultural enterprises from the cattle breeding and plant growing sectors, to organize their own production of the required amount of cultures to ensure optimum forage production beef cattle and dairy direction, to preserve quality characteristics of cultivated of soils.

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