Transformation of Personnel Management System in Transition to Digital Economy

2020 ◽  
Vol 8 (2) ◽  
pp. 37-41
Author(s):  
Natal'ya Kaufman ◽  
Marina Gluschenko
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Information Management System ◽  
Digital Economy ◽  
Translation Process ◽  
Slowing Down ◽  
Personnel Management System ◽  
Development And Management ◽  
Effective Translation

In the article the problem of transformation of a personnel management system and its functions in the conditions of digital economy is considered. The role of economy of knowledge and its participation in innovative development and management of modern organization is analyzed, the interrelation of digital economy with business transformation is shown. The concept of digitalization as effective translation process of all information system in the new accelerated format of use of technologies is given. The system of adaptation of personnel as one of significant elements of a personnel management system is considered, the problems which are slowing down successful adaptation of employees are revealed. Effective digital tools are offered: for adaptation of personnel – the automated Test Term 2.0 program, for effective process of training – LMS learning management system, for processing and management of these employees – the information management system personnel (HRIS). The modern directions of development in the sphere of HR bring the organizations to the new level of management of human resources and also increase their competitiveness.

Digital Economy and Human Resource Management: Challenges and Opportunities

2021 ◽  
pp. 72-74
Author(s):  
A.A. Dragel ◽  
A.V. Kolesnikov
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Management System ◽  
Digital Economy ◽  
Qualitative Assessment ◽  
Challenges And Opportunities ◽  
Factors Of Influence ◽  
Personnel Management System

The article examines the key trends in human resource management within the digitalization of the economy, lists the main “digital” factors of influence on the personnel management system and gives their qualitative assessment.

scholarly journals Personnel management in the context of the development of the digital economy

2021 ◽  
Vol 7 (3) ◽  
pp. 71-83
Author(s):  
Alena M. Patrusova ◽  
Keyword(s):  
Human Resource Development ◽  
Personnel Management ◽  
Management System ◽  
Business Processes ◽  
Digital Economy ◽  
The State ◽  
Digital Data ◽  
The World ◽  
Digital Skills ◽  
Personnel Management System

The problems of adaptation of the state, citizens, organizations to the realities of the digital economy of Russia and the world reveal a number of tasks that require study and search for solutions. The results of the digital economy, depending on its subject, can be different: for the state, it is the improvement of legislation and control over its implementation; for citizens – the availability, reliability of information, as well as the availability of goods and services of appropriate quality; for businesses – strengthening competitive advantages with the use of IT; for innovators promoting the ideas of the digital economy – the implementation of IT solutions in practice, etc. Process management implemented in organizations also requires rethinking in order to digitalize business processes and “embed” enterprises into the digital economic environment of the state and the world. The digitalization of the personnel management sphere requires a revision of the functions of the personnel management system in order to develop and apply new tools in the HR industry, which will make it possible to implement the digitalization of the personnel management system. In the context of the digitalization of society, digital skills and digital competencies have become in demand, the basis of which is information literacy: the ability to work effectively in search engines, knowledge of search operators, the skill to quickly find the necessary information in authoritative sources; the skill of collecting relevant data and conducting research based on large amounts of digital data. The presentation of the skills of a modern employee in the form of such categories as Hard-skills, Soft-skills, Digital-skills, Power-skills is the basis for the implementation of the competence-based approach at the stages of human resource development in an organization that implements the functions of personnel management in the context of the development of the digital economy.

scholarly journals Integration of biometric technologies into a personnel management system in a digital economy

2020 ◽  
Vol 186 (11-12) ◽  
pp. 103-111
Author(s):  
Irina Tomakova ◽  
◽  
Zhanna Kopteva ◽  
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Digital Economy ◽  
Global Market ◽  
World Population ◽  
Labour Standards ◽  
Modern Business ◽  
Personnel Management System ◽  
Working Day ◽  
Distance Work

Digital technologies are widely used by the world population and development of digital economy is reflected in national projects, as well as in federal and regional programs. Therefore, the topic of biometric technologies is especially important now because such technologies have been used in various areas of economic activity. Yet, despite great opportunities which biometric technologies have, their use in personnel work has not been sufficiently studied. The paper presents a comprehensive analysis of the possibility of integration of biometric technologies into the personnel management system and provides an assessment of their impact on the efficiency of modern companies. Statistical data analysis is theoretical and practical basis of the study. Problems and negative factors that prevent the introduction of biometrics in modern business segment are determined more relevant on its basis. The authors of the paper have analyzed the current state and growth rate of the global market of biometric systems. As a result of this study, the approach to assessing the effectiveness of introducing biometric technologies into personnel management system of modern companies has been scientifically proven. Also, it has been determined that biometric technologies can simplify the procedure for normalizing labour processes because biometric time recorders allow for tracking the time of employees’ stay in various departments, detailed movement schemes, the efficiency of each employee’s activity during the working day. Due to biometric time recorders, it is also possible to prepare reports about work and rest conditions of employees, evaluate the effectiveness of their work and keep records of employees transferred to distance work. Further, it is possible to formulate labour standards of various categories of employees and form the total wage fund. It has been found that the integration of biometric technologies into personnel management system will increase the intensity of the use of organizations’ labour resources.

CRITERIA FOR THE EFFECTIVENESS OF THE PERSONNEL MANAGEMENT SYSTEM

2021 ◽  
Author(s):  
Elena Ivanovna Danilina ◽  
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Current State ◽  
Personnel Management System

This article discusses the concept and role of criteria for the effectiveness of the personnel management system. The analysis of methods for studying the current state of the organization's personnel management system is also presented. The necessity of creating a model of criteria for the effectiveness of the personnel management system for a specific organization is justified.

scholarly journals The role of intracorporate communications in the personnel management system of the organization

2019 ◽  
pp. 34-35
Author(s):  
Mariia Vadimovna Bobyleva
Keyword(s):  
Personnel Management ◽  
Management System ◽  
High Efficiency ◽  
Internal Communication ◽  
Corporate Communications ◽  
Correct Usage ◽  
Personnel Management System ◽  
Internal Communications ◽  
Communications System

The paper considers the influence of intracorporate communications on the organization's personnel management system. Internal corporate communications are one of the most important factors that directly affect the productivity and motivation in a company. The formation and improvement of the internal communications system and the correct usage of internal communication tools in the company's personnel management activities allow to achieve high efficiency and help build a strong HR brand.

scholarly journals Enhancement of process of adaptation of new employees on industrial enterprise

2018 ◽  
Vol 11 (4) ◽  
pp. 403-411
Author(s):  
E. A. Kolesnichenko ◽  
M. V. Bespalov ◽  
Ya. Yu. Radyukova ◽  
D. V. Sergeev
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Practical Importance ◽  
Industrial Enterprise ◽  
New Employees ◽  
Industrial Enterprises ◽  
Financial Investments ◽  
New Employee ◽  
Personnel Management System

The research purpose consists in identification of features of adaptation of new employees on industrial enterprise and development on this basis of recommendations about adaptation process enhancement. In the course of carrying out a research such methods of a research as were used: observation, questioning, selective observation, analysis, comparison, generalization, observation, questioning. In article types, methods and a role of adaptation of new employees in a personnel management system of industrial enterprise are researched. On materials of one of the largest industrial enterprises of the Tambov region features of the developed personnel management system are revealed, process of adaptation of new employees on industrial enterprise is analysed and recommendations about enhancement of process of adaptation of new employees are developed. The complex of recommendations about enhancement of process of adaptation of new employees on industrial enterprise became result of a research: including the instruction sheet for the new employee beginning to work in the organization; regulations on adaptation of employees in the organization which will provide a legal force of process of adaptation; the plan of adaptation of the new employees who are working directly in the sphere of production, including the actions which are directly connected with productive activity. The offered recommendations can be realized without financial investments. The practical importance of work consists in a possibility of use of developed recommendations about enhancement of process of adaptation of new employees on industrial enterprises with a similar personnel management system and difficulties in case of adaptation of new employees.

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