scholarly journals Personnel management professional standards: development and implementation in Ukraine

2020 ◽  
Vol 9 (1) ◽  
pp. 71-84
Author(s):  
Oksana Kravchuk
Keyword(s):  
Labor Market ◽  
Personnel Management ◽  
International Standards ◽  
Professional Standards ◽  
Educational Institutions ◽  
Quality Level ◽  
Stakeholder Interests ◽  
Current State ◽  
Management Function ◽  
Methodological Aspects

The transformation of the modern labor market, the development of the educational services market and changes in the field of implementation of the personnel management function are accompanied by a number of problems that be facilitated by the introduction of professional standards in personnel management in Ukraine. The relevance of this research is exacerbated by the need to move the personnel management system in the country to a new quality level, to organize work with people in accordance with international standards and best practices, and to reform the state personnel policy. Therefore, it is relevant to justify the need and opportunities of developing a personnel management professional standard, to summarize its methodological aspects, and to generate recommendations for implementing activities of HR-departments and specialized educational institutions. The article deals with the current state of scientific research and regulation of development and implementation of professional standards in personnel management. It also substantiates the influence of professional standards on the development of personnel management, the system of vocational education and the quality of supply on the labor market in the personnel management segment. Stakeholder interests are broadened to develop and implement professional standards in HR. Proposals to improve methodological support for the development of personnel management professional standards have been developed. Prospective directions of introduction and use of personnel management professional standards in Ukraine are offered.

METHODOLOGICAL ASPECTS OF OCCUPATIONAL STANDARDS’ ACTUALIZATION “PERSONNEL MANAGEMENT SPECIALIST”

2017 ◽  
Vol 6 (2) ◽  
pp. 42-49
Author(s):  
Чуланова ◽  
Oksana Chulanova ◽  
Борисенко ◽  
N. Borisenko
Keyword(s):  
Personnel Management ◽  
Core Competencies ◽  
Subsequent Development ◽  
Professional Standards ◽  
Job Description ◽  
History Of ◽  
Training Motivation ◽  
Occupational Standards ◽  
Implementation Problems ◽  
Methodological Aspects

The article deals with problems of implementations professional standards in the organization and suggested guidelines to minimize such. Starting with a brief history of professional standards, the authors also highlight the possible risks in the event of implementation problems. Methodical recommendations is an attempt to develop a methodology for the correlation functions of labor specialist, professional standards set out in the personnel management — competences with the subsequent development of models and competency profiles, depending on the level positions. In this article, a modelscompetencies for each job description in accordance with the levels qualification, are allocated based on the core competencies of labor corresponding qualification level functions. When the correlation function of labor, registered in professional standards, with competences in the opinion of the authors, it becomes possible to more objectively a comprehensive assessment of staff. The results, to be used in work with the personnel of the organization: the certification, hiring, training, motivation, remuneration system, staff, etc.

Training for Nuclear Medicine

2019 ◽  
pp. 82-88
Author(s):  
О. Кузнецова ◽  
O. Kuznetsova ◽  
А. Самойлов ◽  
A. Samoylov ◽  
О. Волпянс­кая ◽  
...  
Keyword(s):  
Nuclear Medicine ◽  
Labor Market ◽  
Vocational Education ◽  
Medical Science ◽  
Professional Standards ◽  
High Tech ◽  
Educational Standards ◽  
Educational Organizations ◽  
Highly Qualified ◽  
Current State

Purpose: Due to the necessity of improving the education of medical workers it is vital to conduct a review of the current state of training for work associated with the use of high-tech equipment and the use of radiopharmaceuticals for nuclear medicine. Results: To ensure the availability of modern, high-quality medical care, oriented to world standards, it should be considered that the necessary conditions are based not only on the development of medical science and technology, material and technical equipment, but also on the provision of highly qualified personnel with a certain set of competencies. Currently, the training and professional development of personnel for this area is carried out at all levels of vocational education: secondary and higher in accordance with the Lists of specialties and areas of vocational education. At the same time, the issues of developing and approving relevant professional standards and Federal state educational standards (FSES) for the needs of nuclear medicine remain unsolved, which in turn is one of the factors that reduce the demand for specialists in this field in the labor market. At the same time, the issues of developing and approving relevant professional standards and FSES for the needs of nuclear medicine remain unsolved, which in turn is one of the factors that reduce the demand for specialists in this field on the labor market. The personnel crisis is overcome due to the implementation of additional professional programs and practical training at the bases of leading scientific, clinical and educational institutions that are leaders in the field of nuclear medicine and radiopharmaceuticals. Conclusion: In order to address the shortage of personnel for such a booming industry, a clear coordinated plan is needed, which would include systematic measures to train personnel both at the undergraduate level and to improve already prepared specialists. In addition, it is necessary to prepare a pool of highly qualified faculty for training specialists of a new formation. It is necessary to create federal educational standards taking into account that the current state of medical science and on the basis of professional standards. Work in this direction can be successful only if all stakeholders are actively involved: educational organizations, the professional community and government structures. At the same time, it is an obvious fact that, before the adoption of professional standards and the FSES, the available experience of leading scientific and educational organizations in the training of specialists should be adopted and they should receive support and development.

scholarly journals Professional self-determination of youth in the context of socio-economic reality

2021 ◽  
Vol 12 (1) ◽  
pp. 99-107
Author(s):  
Alexander A. Nechitaylo ◽  
Tatiana Yu. Deptsova ◽  
Anna A. Gnutova ◽  
Natalia V. Priadilnikova ◽  
Anna S. Nikitina
Keyword(s):  
Labor Market ◽  
Professional Standards ◽  
Self Determination ◽  
Educational Institutions ◽  
Professional Activity ◽  
Federal State ◽  
The Real ◽  
Flagship Universities ◽  
Professional Self

The main factors influencing the professional self-determination of university entrants and students are analyzed, the dynamics of the integration processes of universities with the domestic labor market is traced. Theauthors of the article tried to assess the competence status of a university graduate, which affects its implementation in the labor market. The problem of revising the criteria for assessing the quality of educational services within the framework of regulatory guillotine is comprehended. The article analyzes the effectiveness of creation and functioning of flagship universities, their potential in creating real competition for the capital's educational institutions due to the ability to provide regional labor markets with qualified scientific and professional personnel, in demand for solving the problem of developing a particular subject of the federation. The problems of conjugation of Federal state standards of higher education and professional standards, resulting from an insufficiently coordinated approach to the classification of areas of professional activity, are considered. The need to strengthen the connection between educational institutions and the real sector of the economy is emphasized. According to the authors, one of the aspects of solving this problem is the participation of employersboth in the development of professional standards and in the preparation of educational programs, in order tomaintain the composition of competencies in an up-to-date state that meets the real needs of employers.

scholarly journals Demand of HR-competency in Ukraine: changes and challenges at the labor market under pandemic COVID-19

2021 ◽  
Vol 11 (1) ◽  
pp. 14-30
Author(s):  
Oksana Kravchuk ◽  
Iryna Varis ◽  
Tetyana Bidna
Keyword(s):  
Labor Market ◽  
International Experience ◽  
Current State ◽  
Hr Management ◽  
The People ◽  
Management Processes ◽  
Management Function ◽  
Economic Reality ◽  
And Performance ◽  
Hr Competencies

The experience of the last year of business operation has highlighted the need to find new ways and approaches to managing people, through the crisis caused by the COVID-19 coronavirus pandemic. New socio-economic reality, digitalization and socialization are transforming the people management processes of, which, in turn, changes the modern requirements for HR competencies. The article’s purpose is to form a model of personnel manager competencies by clusters of general and professional competencies based on the implementation of best international experience in forming and developing HR competencies models and considering demand trends in the Ukrainian labor market in the segment «HR Management» in modern realities. To produce results, the following methods were used: abstract-logical to generalize the scientific literature; monographic and analogies to summarize the international experience of forming HR-competencies models; empirical for the analysis of trends in the formation of demand for HR-competencies in the Ukrainian labor market; modeling to develop a modern HR competencies model for Ukraine; generalizations to draw conclusions. The generalization of the current state of scientific research and international experience in modeling HR-competencies allowed to structure the current HR-competencies of SHRM, HRCI, CIPD and to develop proposals for their implementation in Ukrainian HR-practice. The analysis of the demand for HR-competence in Ukraine allowed to select the most popular of them by general, managerial, and special clusters; to identify the frequency of demand for HR-competences and calculate their weight level. On this basis, the structure of demand in the labor market of Ukraine in the segment of «HR-Management» was generalized. The influence of changes and challenges of the organization’s activity during the pandemic COVID-19 on the transformation of the roles of people management and the current HR competencies model in Ukraine is substantiated. Prospective directions of using the model for professional standard development, educational services improvement, and development of the national system of HR-certification for making better the quality and performance of the human resource management function in Ukraine are proposed.

scholarly journals Labor market of the Sverdlovsk region: current state and prospects

POPULATION ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 130-145
Author(s):  
Ruslan Dolzhenko ◽  
Dmitry Antonov
Keyword(s):  
Labor Market ◽  
Swot Analysis ◽  
Educational Institutions ◽  
Educational Organizations ◽  
Skilled Workers ◽  
Regional Labor Market ◽  
Current State ◽  
Qualified Personnel ◽  
Regional Labor ◽  
Labor Resources

The article is devoted to assessing the current state of the labor market in the Sverdlovsk region and its development prospects with the account of the situation in the regional economy. It provides analysis of the regional labor market from 2009 to the present and evaluation of the probable changes in its separate characteristics until 2023. The current problems of the labor market are highlighted. There are outlined the primary tasks that should be solved by the state authorities, municipalities, educational organizations and employers to ensure adequate conditions for effective functioning of the labor market. In order to assess the situation on the labor market a SWOT analysis was carried out, which was based on the results of rapid foresight “Employment in the Urals region”. The analysis showed that in the region there is still a shortage of qualified personnel in more than 70 occupations and specialties, the existing system of vocational education does not fully meet the needs of enterprises for skilled workers and specialists, that aggravates the problems of employment of graduates of educational institutions. Personnel provision of the economy of the Sverdlovsk region is worsened by the territorial imbalance of labor resources and the concentration of demand and supply of labor in certain localities. The directions for minimizing the problems in the region’s labor market in the medium term are proposed. They are related to bringing the educational services market in line with the current and future needs of the regional labor market, developing the materal and technical base of professional educational organizations in the Sverdlovsk region, and raising the efficiency of vocational guidance for young people. There are also formulated recommendations for development of dual education in the region, which will increase the efficiency of training on the order of employers.

Current State, Trends and Prospects of the Labor Market in the Nizhniy Novgorod Region

2019 ◽  
pp. 45-50
Author(s):  
M.E. Ozeryanik ◽  
◽  
E.V. Dabakhova ◽  
A.A. Serov ◽  
◽  
...  
Keyword(s):  
Labor Market ◽  
Current State

USE OF MODERN TECHNOLOGIES OF TEAMBUILDING IN WORK WITH THE PERSONNEL OF THE PENAL SYSTEM

2020 ◽  
pp. 18-22
Author(s):  
Денис Анатольевич Брыков ◽  
Александр Юрьевич Долинин ◽  
Александр Владимирович Паршков
Keyword(s):  
Organizational Culture ◽  
Personnel Management ◽  
Team Building ◽  
Penal System ◽  
Special Event ◽  
Current State ◽  
Initial Stage ◽  
Executive System ◽  
Building Activities ◽  
Modern Technologies

Статья посвящена проблеме внедрения в практику управления персоналом уголовно-исполнительной системы современных технологий командообразования. Рассматривая технологию командообразования в качестве одного из средств повышения эффективности работы с кадрами уголовно-исполнительной системы, авторы раскрывают содержание и значение технологии командообразования в деятельности организации, характеризуют современные способы формирования команды. Акцентируется внимание на проблемных аспектах, связанных с использованием современных технологий командообразования в работе с кадрами уголовно-исполнительной системы (ограниченные объемы финансирования, отсутствие навыков использования нестандартных инструментов воздействия на персонал и внутренней готовности к их применению). На основе анализа современного состояния работы с кадрами уголовно-исполнительной системы и положений концепции формирования команд сформулированы предложения по использованию технологии командообразования в учреждениях и органах ФСИН России: 1) кадровая политика учреждений и органов ФСИН России должна строиться на принципах командного менеджмента, что позволит согласовать взаимные интересы работников и уголовно-исполнительной системы, укрепить организационную культуру структурных подразделений; 2) мероприятия по формированию команды должны стать неотъемлемой составляющей деятельности системы управления персоналом учреждений и органов ФСИН России, касаться всех работников и носить регулярный характер; 3) характер и содержание мероприятий по командообразованию должны развиваться, видоизменяться и усложняться по мере сплочения команды; 4) на начальном этапе внедрения технологий командообразования наиболее приемлемой представляется такая форма, как организация профессиональных праздников и проведение специальных мероприятий-событий с элементами тимбилдинга. The article is devoted to the problem of introduction into the practice of personnel management of the penal system of modern command formation technologies. Considering the technology of teambuilding as one of the means of increasing the efficiency of work with the personnel of the penal system, the author reveals the content and importance of teambuilding technology in the activities of the organization, characterizes the modern ways of forming a team. Attention is focused on the problematic aspects associated with the use of modern teambuilding technologies in working with the personnel of the penal system (limited amounts of funding, lack of skills to use non-standard instruments of impact on personnel and internal readiness for their application). Based on the analysis of the current state of work with the cadres of the criminal executive system and the concept of the formation of teams, proposals are formulated on the use of teambuilding technology in the institutions and bodies of the FPS of Russia: 1) the personnel policy of the institutions and bodies of the FPS of Russia should be based on the principles of command management, which will allow to coordinate the mutual interests of employees and the penal system, to strengthen the organizational culture of structural divisions; 2) the activities to form a team should become an integral part of the personnel management system of the institutions and bodies of the FPS of Russia, concern all employees and be of a regular nature; 3) the nature and content of team building activities should develop, change and become more complex as the team rallies; 4) at the initial stage of introduction of teambuilding technologies, the most acceptable form is the organization of professional holidays and the holding of special event-events with elements of team building.

Establishment of the Principle of Professional Development in the State Personnel Policy of the Russian Federation: development of communication skills

Communicology ◽  
2020 ◽  
Vol 8 (1) ◽  
pp. 54-62 ◽  
Author(s):  
F.I. Sharkov ◽  
T.N. Lugovsky
Keyword(s):  
Professional Development ◽  
Personnel Management ◽  
Communication Skills ◽  
Russian Federation ◽  
Civil Servants ◽  
Current State ◽  
Modern Methods ◽  
The Russian Federation ◽  
Rapid Transformation ◽  
Comprehensive Study

This article gives a detailed description of the principle of a comprehensive study of the current state of the management system of civil servants’ professional, describes the development of practical measures and recommendations for its optimization, given the effectiveness of improving the professional development of civil servants. The relevance of this article is based on the need to develop a science-based approach to the rapid transformation of the civil service using modern methods of personnel management for the growth of potential and professionalism of civil servants.

Economy

2021 ◽  
Author(s):  
Semen Reznik ◽  
Zurab Mebaduri ◽  
Elena Duhanina
Keyword(s):  
Personnel Management ◽  
Educational Process ◽  
Educational Institutions ◽  
Career Management ◽  
Economic Knowledge ◽  
Higher Educational Institutions ◽  
Management Personnel ◽  
Effective Use ◽  
The University ◽  
Junior Students

The textbook provides the basics of economic knowledge, as well as discusses technologies that allow junior students to actively participate in the educational process and practical activities, to get a prestigious job while still studying at the university. Special attention is paid to the effective use of their abilities and time, career management. For junior students of higher educational institutions studying in the areas of "Management", "Personnel Management" and "Economics".

scholarly journals Case Study of the Deployment of Mobile Library Resources Application (MoLiRA) in Academic Institution

2021 ◽  
Vol 41 (6) ◽  
pp. 463-468
Author(s):  
‪Jose Naldrix D. Rivera
Keyword(s):  
Service Quality ◽  
Educational Process ◽  
Educational Institutions ◽  
Quality Level ◽  
Learning Material ◽  
Storage Devices ◽  
Resource Information ◽  
Library Resource ◽  
Library Resources

Technology in educational institutions had influenced a lot and even changed the educational process there in. In the mobile age, every system is moving towards mobile-based service wherein everything had become available at the tip of the finger. In response to the call digitisation, Mobile Library Resources Application (MoLiRA) was developed to cater to the needs of the academe in knowledge management and to provide quality service to the students in terms of library services. The study was conducted in one of the schools in Bacolod City, Philippines, with the intention of evaluating its e-service quality level. The result of the study was that the MoLiRA enables the student to search through not only book-related resources but every library resource such as e-books, multimedia storage devices, unpublished researches, and other learning material using their primary gadget such as a smartphone. The study shows that the developed MoLiRA is high in terms of e-service quality level as perceived by the IT experts and students. The users have the ease of accessing the library resource information since the smartphone has become the primary gadget nowadays. The student can easily search resources available in the library which is in line with the course syllabus. Every library user using a smartphone received a notification informing them of the availability of the new library resources.

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