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 Creation of added value in the context of measurement complexity of the digital economy

E-Management ◽  
2020 ◽  
Vol 3 (1) ◽  
pp. 68-74
Author(s):  
Ya. V. Miller
Keyword(s):  
Large Scale ◽  
Business Processes ◽  
International Comparisons ◽  
Value Added ◽  
Digital Economy ◽  
Added Value ◽  
Digital Data ◽  
Demand And Supply ◽  
The World ◽  
Key Indicators

In the last decade unprecedented technological changes have taken place, resulting in the emergence of a fundamentally new economic model. Based on the widespread spread of smartphones, the world has become more “connected”. The digitalization of demand and supply contributed to the creation of entirely new digital markets managed by platform enterprises based on an open business model, that enabled external consumers and producers to connect and interact with each other. A more interconnected world generates vast amounts of data, allowing platform companies to invest in machine learning and artificial intelligence and ultimately improve their efficiency. Finally, a steady digitalization of business processes, markets and global value chains is observed. In these circumstances, approaches to value addition are fundamentally changing in the context of new dimensions of the digital economy, the analysis of which was the purpose of our study. It has been identified, that in the absence of a standardized international methodology for measuring the digital economy, the latter is so far possible on disparate development-left and national statistics. Initiatives taken at the international level to overcome national differential approaches are still insufficient, as there is a lack of statistics and variables related to digital data. It has been revealed, that the lack of quality statistics on key indicators of the digital economy makes it difficult to assess the value added in the world economy scale and international comparisons. Much of the challenges of measuring value added in the digital economy, as shown in the article, are related to the principle of “scale without mass,” the intangible nature of capital, the intense growth of large-scale cross-border data flows, and the emergence of new sources of value creation.

Transformation of the Personnel Management System in the Conditions of Digitalization of HR Processes

2021 ◽  
Vol 39 (6) ◽  
Author(s):  
Sergii Kholod ◽  
Valentyna Pavlova ◽  
Anhelina Spitsyna ◽  
Yuliia Maistrenko ◽  
Oksana Anufrieva ◽  
...  
Keyword(s):  
Artificial Intelligence ◽  
Personnel Management ◽  
Digital Technology ◽  
Management System ◽  
Digital Data ◽  
Ability To Work ◽  
Hr Management ◽  
Innovative Solutions ◽  
Personnel Management System ◽  
The Impact

Human capital is the driving force behind the digital economy. The use of digital technology has a significant impact on the entire life cycle of personnel in an organization, including hiring, onboarding, and firing. The authors examined the essence of the personnel management system, various models for building a personnel management system in an organization, and studied applying a particular model for a specific organization. The authors studied and visually presented the features of objects, subjects and goals of the personnel management system. The authors also examined the impact of digitalization on the personnel management system, what requirements are imposed on personnel's professional competencies, and new and already used trends in HR automation and recruiting that will help to work better and more efficiently. Generalization of theoretical and empirical experience, cognitive technologies based on the use of artificial intelligence and digital data in HR management allowed the authors to highlight innovative solutions and propose an algorithm for transforming the personnel management system in the context of digitalization of HR processes. Besides, the authors proposed criteria and a scale for assessing the effectiveness of the transformation of the personnel management system in the context of the digitalization of HR processes. Thanks to this, as well as the use of such elements in the framework of personnel management as cloud technology, the ability to work remotely, big data, social media and artificial intelligence, companies, can increase their lead over competitors.

Improvement of information support of personnel management system on the basis of competence approach and individual career tracking of civil servants

2019 ◽  
Author(s):  
Natal'ya Altuhova ◽  
Aleksandr Belyaev ◽  
Vladimir Bondarenko ◽  
Elena Vasil'eva ◽  
Vitaliy Emel'yanov ◽  
...  
Keyword(s):  
Personnel Management ◽  
Public Service ◽  
Management System ◽  
Civil Service ◽  
The State ◽  
Civil Servants ◽  
Information Support ◽  
Personnel Management System ◽  
Individual Tracking ◽  
The Individual

The monograph presents approaches to improving information support of the personnel management system based on competence approach and the individual tracking of career civil servants in the context of digitalization of public service, as well as the research results of domestic and international experience information and analytical support to the personnel management systems of the public service taking into account characteristics of professional work standards and application of the ontologies. Methodical recommendations on the formation of competence-qualification model of personnel reserve in the system of the state civil service, methodology of modeling of individual career tracking of civil servants, recommendations on the use and improvement of the software of personnel management of the state civil service are offered. It is intended for students of economic areas of training, as well as for professionals involved in improving the system of public administration in the Russian Federation.

scholarly journals Development of the personnel management system of the State Border Guard Service of Ukraine

2020 ◽  
Vol 45 (2) ◽  
pp. 196-203
Author(s):  
Mykola Malanchii
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Decisive Role ◽  
The State ◽  
Structural Units ◽  
Traditional Management ◽  
Military Organization ◽  
Administrative Management ◽  
Institutional Approach ◽  
Personnel Management System

The features of personnel management development of the State Border Guard Service of Ukraine are considered in the article. It is substantiated that the decisive role in the combat service of the State Border Service of Ukraine belongs to the system of personnel management. It is proved that the development of stable interaction of the elements of the system of personnel management of the State Border Guard Service of Ukraine is ensured due to the coordinated functioning in it of the following types of personnel management of the organization: traditional management of the organization based on the principle of unity; the administrative management of an organization that allows the appropriate management and management methods to be applied to it; self-organization, which is based on the active inclusion of different categories of military personnel in the process of making, making and implementing management decisions related to the organization of state border protection for one or another period of its protection; organizational and structural management aimed at ensuring the interconnection between the structural units within the State Border Guard Service of Ukraine. The application of this approach allows the State Border Guard Service of Ukraine to be considered most comprehensively as a state military organization and the development of an organizational personnel management system in it. The development of the personnel management system in the context of the institutional approach is considered.

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 Methods of improving personnel management at enterprise as factor of labor efficiency and productivity

2020 ◽  
Vol 2020 (2) ◽  
pp. 38-49
Author(s):  
Nikolay Alekseevich Nikolaev
Keyword(s):  
Personnel Management ◽  
Labor Productivity ◽  
Management System ◽  
The United States ◽  
The State ◽  
Management Systems ◽  
Empirical Dependence ◽  
Labor Efficiency ◽  
Personnel Management System

The paper highlights the relevance of increasing the labor efficiency of personnel at the enterprise level. The level of labor productivity at Russian industrial enterprises is found several times lower than at the enterprises in the United States of America. There has been carried out a review of modern Russian scientific and methodological literature to evaluate the effectiveness of the personnel management systems. A significant number of methodological tools for assessing and improving the personnel management system of the enterprise have been identified. At the same time, there are no studies of methods assessing the personnel management systems ensuring the key properties of the personnel, which is especially important for the survival, increase of competitiveness and enterprise development in a highly competitive innovation environment. There has been presented the methodical approach to the assessment and improvement of the personnel management system of the enterprise as a factor in increasing the productivity and efficiency of labor. The criteria and indicators for assessing the personnel management system of the enterprise are developed. The key properties of the personnel management system are the goal-directedness of the personnel’s activities, the level of motivation to achieve the goals of the enterprise, the coordination of staff interaction, the correspondence of the quantity and quality of personnel to the requirements for the performance of labor functions and the goals of the enterprise, and the quality of personnel labor management. The author’s approach to assessing the type of social and labor relations of staff based on the ratio of values, interests, coordination of interaction and socio-psychological working conditions is formulated. There has been revealed an empirical dependence of the impact of the state of the personnel management system on performance indicators, personnel labor productivity, as well as the dynamics of the enterprise. Based on the studies, a direct empirical dependence of personnel performance factors on the integral indicator of the state of the personnel management system was established. The results of testing methodological recommendations on improving the personnel management system at the enterprise using the author's approach are presented.

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.

scholarly journals Personnel logistics in the enterprise market system

2019 ◽  
pp. 53-58
Author(s):  
O. N. Kolomyts ◽  
I. O. Voznyuk ◽  
V. V. Nesterov
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
The State ◽  
Market System ◽  
Logistics System ◽  
Personnel Management System

The article is devoted to the conceptual provisions of one of the innovative modern approaches to the management of personnel potential of the enterprise – the logistics approach, which provides for the development and implementation of a logistics personnel system that ensures the optimal formation of personnel, ensuring its mobility, the distribution of jobs in the system and minimizing turnover. The authors identified the advantages of personnel logistics and proposed activities that can be used to assess the state of the personnel management system in a separate logistics system with the allocation of three blocks: the overall assessment of human resources; analysis of the activities and main functions of departments; evaluation of the implementation of key functions of personnel management. Studies conducted in this work prove the need to optimize personnel flows, which will create additional savings and optimize the movement of personnel.

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: New Opportunities and Threats for the Development of the World Economy

2018 ◽  
Vol 11 (2) ◽  
pp. 18-26 ◽  
Author(s):  
I. A. Strelkova
Keyword(s):  
World Economy ◽  
Practical Experience ◽  
Business Environment ◽  
Digital Economy ◽  
The State ◽  
Market Exchange ◽  
Country Level ◽  
The World ◽  
Business Structures ◽  
Definition Of

The paper examines various approaches to the definition of the term «digital economy» in the scientific and business environment along with factors and forms of its development in different countries taking into account the specifics of the current stage of the Russian economy, which is a matter of particular importance in seeking new sources of the world economy growth. The subject of the research is opportunities and threats inherent in the process of digitalization of economies and their impact on the operation of international and national markets as well as the development of the world economy as a whole. The purpose of the paper was to analyze the practical experience in the formation and development of the digital economy in foreign countries and Russia and identify the changes it brings to the activities of state institutions and business structures, established rules of market exchange, the process of promotion and use of innovations. All the above made it possible to determine the country-level specifics of the digital economy evolution reveal the contradictory nature of its manifestations and justify the necessity for active participation of the state in stimulation and support of potentially promising digital innovations in various sectors of the economy. It is concluded that the level of the digital economy development depends on the real-sector performance, the maturity of markets, the state of the national economy. It is highlighted that the criteria for a comprehensive assessment of the results of the economy digitalization must be developed.

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