scholarly journals PERSONNEL MANAGEMENT: THEORY AND METHODOLOGY

2019 ◽  
pp. 20-25
Author(s):  
G. G. Vukovich
Keyword(s):  
Staff Development ◽  
Organizational Behavior ◽  
Personnel Management ◽  
Development Strategy ◽  
Management System ◽  
High Performance ◽  
Professional Training ◽  
Workforce Planning ◽  
Practical Significance ◽  
Personnel Management System

The article is devoted to the study of the theoretical platform of the personnel management system. One of the key problems remains the lack of unified methodological approaches to personnel management, which needs innovations, where workforce planning should be formed according to the company's development strategy, and additional professional training and retraining support innovation. The methodological base of the study includes the theoretical provisions of personal management. The theoretical and practical significance of the study is to substantiate the need to improve the personnel management system based on innovations in social and labor relations. System approaches covering the functionality of HR-service in a particular company and the workload of employees of this service are highlighted. It is proved that it is advisable not only to stimulate organizational behavior and encourage high-performance work, but also to motivate employees to maximize the implementation of human capital, including creativity to achieve goals. Identify and describe the direction of introduction of innovations in personnel work: the first is staff development and management of business career; the position of the employer, which involves first invest in employee knowledge and then to profit at the expense of increased loyalty; the second is the alignment of the model of material employee compensation for work performed.

Model of Development of Competences of Workers and Experts As Element of Personnel Marketing in the Personnel Management System

2020 ◽  
Vol 8 (6) ◽  
pp. 38-43
Author(s):  
Ol'ga Antipova
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Development Strategy ◽  
Management System ◽  
Educational Organizations ◽  
Resource Saving ◽  
General Direction ◽  
Personnel Management System ◽  
Management Approaches ◽  
Relationship Of

Subject. Strategic management of human resources defi nes the general direction in which the organization intends to follow, solving strategic problems and achieving the planned objectives. Such management defi nes in the long term practice of formation and development of human resources, managements of indicators of personnel work, etc. The modern competitive strategy of improvement of quality of labor in modern productions, has to be based on formation at workers of the key competences caused by branch specifics. Purposes. A main objective is to open one of human resource management approaches — marketing of the personnel representing the system of relationship of the organization with personnel. In modern conditions marketing of personnel promotes planning and realization of functional management of human resources. Methodology. For achievement of the planned results modeling methods — a structurization method are used. Results. Need of use of personnel marketing as resource-saving mechanism is proved in a personnel management system: the model of development of competences of workers and experts as one of elements of personnel marketing directed to increase in labor productivity in structural divisions of the oil company is off ered; it is provided creations of the centers of development of competences of organizational structure of large corporations and its interaction with the structural divisions which are responsible for development of a production system, the educational organizations and the companies which are carrying out the assessment of competences. Conclusions. Within the research it is noted that the model of development of competences of workers and experts has to be in the center of attention when forming the development strategy of the organization, representing one of elements based on which the organization forms competitive advantages of the personnel.

scholarly journals TRANSFORMATION OF THE PERSONNEL MANAGEMENT SYSTEM OF A TYPICAL HOSPITALITY ENTERPRISE INTO AN INNOVATIVE STRUCTURE

2020 ◽  
Author(s):  
Sergiy Tsviliy ◽  
◽  
Denys Vasylichev ◽  
Darya Gurova ◽  
◽  
...  
Keyword(s):  
Staff Development ◽  
Personnel Management ◽  
Management System ◽  
Self Organization ◽  
Management Systems ◽  
Enterprise Management ◽  
Social Partnership ◽  
The Social ◽  
Specialized Service ◽  
Personnel Management System

The article analyzes the social and labor processes occurring in the hospitality industry. The general algorithm of transition to the new personnel management system of innovative type for the company in the field of hospitality is investigated. Regularities of innovative development of personnel management systems at a typical enterprise in the field of hospitality and their characteristics are revealed. The following steps for the transition to a system of "human resource management" are proposed: the formation of the principles of social partnership; creation of differentiated subsystems that are focused on individual social groups; decentralization of personnel management and transformation of the relevant specialized service into a consulting and methodological one with some integration into other enterprise management systems; development of forms of relations that allow investing in staff development; development of motivational bases of management, formation of collectives focused on creativity and self-organization.

scholarly journals Personnel management features of medical institutions

2021 ◽  
Vol 2 (1) ◽  
pp. 44-53
Author(s):  
Olena Pavlenko ◽  
Vitalii Sukalenko ◽  
Oleksii Shkulipa ◽  
Meena Sunildutt Sharma
Keyword(s):  
Health Care ◽  
Staff Development ◽  
Personnel Management ◽  
Medical Staff ◽  
Management System ◽  
Health Care Services ◽  
Health Care Facilities ◽  
State University ◽  
Personnel Management System ◽  
The University

This article summarizes the arguments and counter-arguments within the scientific discussion on personnel management in health care organizations. The study’s main purpose is to identify opportunities to improve the efficiency of medical staff through innovative forms of labor organization and HR management. Systematization of scientific background and approaches on personnel management in health care showed that staff development is a priority in health care. The authors emphasized the high competition in the Ukrainian services market. Thus, improving the service quality is the key element for successful any business activity. The relevance of solving this scientific problem is a need to regulate the organization’s personnel policy. To achieve this goal, the study was conducted in the following logical sequence: 1) investigation of the theoretical advances devoted to personnel management of health care facilities and features of this process; 2) analysis of the activity and organizational structure of the University Clinic of Sumy State University; 3) assessment of the motivation and satisfaction of the medical staff of the University Clinic of Sumy State University; 4) identification of the main motives, incentives, and reasons to work; 5) analysis and generalization of the available personnel management tools of the University Clinic of Sumy State University regarding identifying the responsible for personnel management and determining main motivation methods of medical staff. The methodological tools of the study are statistical methods and questionnaires. The study involved data for 2019-2020. The object of the study is the personnel management system of the University Clinic of Sumy State University. The empirical analysis results showed a relationship between several problems, including personnel, organizational and economic. The study empirically confirms and theoretically proves that personnel management affects the effectiveness of health care services. With the study findings, the authors proposed a set of measures to improve the efficiency of the existing personnel management system of the University Clinic of Sumy State University.

scholarly journals STAFF DEVELOPMENT STRATEGY IN THE SYSTEM OF STRATEGIC MANAGEMENT

2021 ◽  
Author(s):  
Viktoriia Voronina ◽  
Anna Horopashna ◽  
Danyila Stovbun
Keyword(s):  
Staff Development ◽  
Strategic Management ◽  
Personnel Management ◽  
Development Strategy ◽  
Personnel Selection ◽  
Management System ◽  
Enterprise Management ◽  
Personnel Development ◽  
Personnel Planning ◽  
The Right

The purpose of the article is to research and develop theoretical and practical recommendations for improving the strategy of personnel development in the strategic management system of a modern enterprise. The author's definition of the concept of strategic management is offered. The important components of strategic enterprise management have been studied. It is noted that strategic personnel management gives advantages to organizations. These advantages lie in the rational use of limited resources. Strategic management builds trust in organizations' people and their leaders. Strategic management contributes to the consistent development of management decisions in market conditions. Enterprise development is impossible without personnel development. The leader must understand external and internal factors. This allows you to manage your staff. Strategic personnel management in the strategic management system provides for: personnel selection, assessment of their activities, remuneration and development. An important task of strategic personnel management is to determine the ways of its implementation. Problem solving consists in finding and recruiting the right personnel. It is important to prepare and implement a career plan. It is necessary to train personnel. And evaluate their resources. It is important to create an appropriate system of labor motivation. It is necessary to create an effective system for assessing the intellectual and professional level of workers. It is important to define the required knowledge and competencies. It is necessary to develop a personnel development structure. There are problems with personnel at Ukrainian enterprises. Therefore, it is important to develop staff. The article proposes a methodology for assessing the results of training and personnel development. The stages of the implementation of this technique are considered. The system of strategic management of the enterprise should be linked to the strategy of personnel management. Strategic personnel management includes: goal selection, goal setting, personnel planning, determining how to implement the strategy, evaluation. The success of strategic management depends on an effective HR strategy system.

THE SYSTEM OF PERSONNEL SUPPORT OF MUNICIPAL GOVERNMENT BODIES IN MODERN RUSSIAN CONDITIONS

2021 ◽  
Vol 1 (5) ◽  
pp. 125-132
Author(s):  
L. A. OBUKHOVA ◽  
◽  
R. B. GOLOVIN ◽  
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Professional Training ◽  
Municipal Government ◽  
Institutional Development ◽  
Professional Competencies ◽  
Personnel Development ◽  
Municipal Service ◽  
Municipal Employees ◽  
Personnel Management System

The article analyzes the factors of formation and development of the system of personnel support for municipal government bodies, considers the features of the institutional development of the system of professional training and personnel development in Russia. The analysis of the dysfunctions of the personnel management system of the municipal service, the factors of its deprofessionalization is presented. A set of measures to level the problems of formation and development of professional competencies of municipal employees is defined.

scholarly journals Current State of the Personnel Management System of the Penal Enforcement System

2021 ◽  
pp. 878-885
Author(s):  
Denis Brykov
Keyword(s):  
Personnel Management ◽  
Russian Federation ◽  
Management System ◽  
Professional Training ◽  
Legal Regulation ◽  
Dialectical Logic ◽  
Legal Method ◽  
Current State ◽  
The Russian Federation ◽  
Personnel Management System

Introduction: the article analyzes a current state of the personnel management system in the penal enforcement system, which developed after the adoption of the Federal Law No. 197-FZ dated July 19, 2018 “On service in the penal enforcement system of the Russian Federation and on amendments to the law of the Russian Federation “On institutions and bodies executing criminal penalties in the form of deprivation of liberty”. Purpose: to analyze key elements of the system of organizing work with personnel in the penal enforcement system and propose measures to improve it. Methods: the comparative legal method and the theoretical method of formal and dialectical logic were used. The specific sociological method was also applied when collecting and analyzing information received from students taking Higher Academic Courses at the Academy of the Federal Penitentiary Service of Russia. Results: the personnel function is one of the most important elements of penal system performance. Activities of personnel units requires appropriate legal regulation not only in terms of work with personnel of the penal enforcement system, but also internal organizational activities of human resources departments themselves. The most attention is required in the areas, such as recruitment, professional training, service, organization of work with a talent pool, termination of service. Conclusions: it is difficult to determine a legal status of structural subdivisions of the personnel departments in territorial bodies of the penal enforcement system due to the problem of distributing functions among structural subdivisions and legal consolidation of the organization of systems and information flows, as well as regulation of certain types of personnel work. To solve this problem, it is advisable to improve regulations on structural subdivisions of personnel departments and programs for regular training of succession pool members, etc.

Staff Development as a Component of Management Strategy in the Information Society

2021 ◽  
Vol 26 (1) ◽  
pp. 160-166
Author(s):  
Vеra Chyzh ◽  
◽  
Yana Gavrylenko ◽  
Keyword(s):  
Staff Development ◽  
Personnel Management ◽  
Development Strategy ◽  
Knowledge Economy ◽  
Management Strategy ◽  
Personnel Development ◽  
Information Economy ◽  
Personnel Staffing ◽  
Management And Development ◽  
Effective Use

Annotation. Introduction. The market economy obtains the features of information economy or knowledge economy, due to the global spread of information, telecommunications systems and technologies, the needs of society that graw in various information services. Thereafter, it highlights the problem of studying the information communications impact on all areas of economic activity. Labor potential is not an exception, the formation and effective use of which in new conditions is the key to ensure the competitiveness of the enterprise. Purpose. The purpose of the article is to study the theoretical foundations and develop practical recommendations for the formation of personnel management strategy, taking into account the requirements of the information economy to the competencies changes. In order to reach this goal the following tasks have been solved: firstly, it has been studied the main features and tasks of the information economy; secondly, the influence of society informatization on the competence of labor personnel has been determined; thirdly, developed proposals for the personnel management strategy formation and enterprise staff according to the needs of the information economy. Results. It is determined the influence of information economy on the labor personnel of the enterprise. Based on the analysis of existing approaches to the information economy, its characteristics are established. The tasks of information economy which require changes in the competencies and skills of labor personnel are considered. It has been developed the algorithm of a sole approach to the management and development of labor personnel, staffing and development of the enterprise in the information economy. It is offered the strategy of personnel development in information economy which includes the purpose, sequence of development, tools of development of workers and methods of their training. Defining the goals of staff development in the information economy has become the basis for highlighting the skills of staff, which allow them to become qualified professionals and achieve career growth. The tendencies of personnel management in the conditions of knowledge economy are established. Conclusions. The use of the proposed personnel development strategy will ensure the formation and implementation of the competencies of workers which are necessary to ensure sustainable competitive advantages of the enterprise in achieving strategic goals. Further research should be aimed at determining the means of staff development to master new competencies, detailing the tools of employee development.

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