STAFF MOTIVATION THROUGH TRAINING

2017 ◽  
Author(s):  
Olena Linkova ◽  
Keyword(s):  
Corporate Culture ◽  
Personnel Selection ◽  
Training System ◽  
Value Orientations ◽  
Psychological Climate ◽  
Business Success ◽  
Market Demand ◽  
Social Significance ◽  
Staff Motivation ◽  
Personnel Planning

The article examines the importance of staff motivation to ensure the flexibility of the enterprise. The purpose of the company's development is to accelerate the processes of adaptation to market changes. A model of personnel motivation based on the implementation of the training system is proposed, which contains: research of market demand and consumer values; audit of human resources; formation of a system for teaching skills to the project evaluating the effectiveness of the training program. The necessary conditions for effective motivation are: a positive relationship between the manager and subordinates; education system; corporate culture. Value orientations (endowing people with positive qualities; treating employees as a constantly developing personality; recognizing and positively using individual differences; effectively expressing and using possible feelings; emphasizing real behavior; using status only for organizational purposes; trust in people; willingness to defend one's point vision and take risks; consideration of participation in this process as important for the effective execution of the task; emphasis on cooperation) are maximally taken into account in the proposed model of personnel motivation through training. Measures to minimize the risks of implementing the training system: teamwork; formation of a structural unit of trainers; signing of long-term agreements on certain training programs. Effective implementation of the personnel training system will create a basis for motivation and ensure business success by: improving the results of personnel planning; improvement of the personnel selection system; make the most of the potential of the personnel in achieving the goals of the organization; create a positive social and psychological climate in the team; improve the qualifications, sense of professional responsibility and initiative of the staff; awareness of the social significance of the results obtained and the prestige of this work. The prospect of further research in this direction is the improvement of training techniques for managers.

Corporate culture of a university lecturer: theoretical and methodological basis of study

2021 ◽  
pp. 9-14
Author(s):  
Larisa V. Abdalina ◽  
Natalia I. Plaksina
Keyword(s):  
Corporate Culture ◽  
Value Orientations ◽  
Methodological Basis ◽  
Cultural Foundations ◽  
Effective Components ◽  
Self Development ◽  
Cultural Conformity ◽  
Personal Approach ◽  
Definition Of ◽  
The Individual

Based on the analysis of current scientific literature on the issues of improving the corporate culture of a university lecturer, the author’s definition of the concept of “corporate culture of a university lecturer” is formulated. The methodological basis of the study is represented by the following approaches. The ideas of systematic approach were the basis for considering the phenomenon under study as an integral, orderly, complexly organized education and building the process of its improvement. A culturological approach enriched the cultural foundations of considering and understanding the essence of the corporate culture of the lecturer, the process of its improvement by relying on value constructs of interaction, the presentation of cultural forms of self-development. The ideas of personal approach formed the basis for considering the personality of the lecturer with their value orientations, individuality, and subjective position as the main criterion and result of the productive transformation of corporate culture. An activity-based approach has determined the targeted, procedural, and effective components of the activity and interaction of lecturers, the special organization of which is the most important condition for the development of the lecturer’s personality and his corporate culture. The provisions of acmeological approach presented the essence of the development of the corporate culture of the lecturer by taking into account the individual nature of development, as a movement towards maturity, through its contradictions resolved by the lecturer-subject. We note the principles of consistency, humanization, unity of objective and subjective, joint activity, cultural conformity of the development of corporate culture of a university lecturer.

scholarly journals Formation of a toolset for human resource consulting

2020 ◽  
pp. 17-20
Author(s):  
Mariana BORTNIKOVA ◽  
Nataliia PETRYSHYN ◽  
Yuliia CHYRKOVA
Keyword(s):  
Human Resource ◽  
Personnel Management ◽  
Corporate Culture ◽  
Personnel Selection ◽  
Management System ◽  
Management Strategies ◽  
Employee Motivation ◽  
Production Performance ◽  
Strategy Development ◽  
External Labor Markets

Introduction. The implementation of progressive methods of human resource management is one of the most important vectors of enterprise development. The success of a business directly depends on how professional and responsible employees represent the company, how motivated they are and strive to apply management strategies in life, achieve the set goals and ensure results. The purpose of the paper is to form a toolset for human resource consulting as a factor of increasing the efficiency of personnel management in enterprises. Results. HR consulting is aimed at diagnosing the correspondence of professional and personal competencies of management personnel, improving the organizational structure and corporate culture of the enterprise, solving current problems related to improving production performance, and enhancing employee motivation. HR consulting is aimed at implementing policies in the field of personnel management based on the application of such fields as: HR audit, HR planning, HR strategy development, corporate culture formation, HR potential assessment, establishment of a motivation system, HR administration, improvement of the HR management system efficiency. Attracting external consultants to the personnel management system involves the formation and systematization of key tools for the implementation of personnel consulting, namely: coaching, recruiting, outsourcing, training, headhunting. The technology for the personnel consulting implementation at enterprises involves the realization of the following stages: pre-design, design, implementation and support. At each of the stages presented, the clarification and expansion of the functionality of the personnel consulting implementation takes place. Conclusion. People are an important element of business and the main source of its development. The correct personnel selection enriches the team with talented specialists of the required personal qualities, professional knowledge and skills. To improve staffing, the enterprise should search for employees both in the internal and external labor markets, combine various methods of personnel selection, and apply technologies of borrowed labor.

Rebuilding public trust through the lens of corporate culture: an inevitable necessity to sustain business success in Australia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Afroza Begum
Keyword(s):  
Corporate Culture ◽  
Public Trust ◽  
External Control ◽  
Business Success ◽  
Ethical Values ◽  
Legal Compliance ◽  
Content Type ◽  
Corporate Strategies ◽  
Legal Literature ◽  
Regulatory Approach

Purpose This paper aims to promote corporate culture (CC) of compliance to ensure responsible business by motivating self-felt and self-imposed strategies by corporations in Australia. It argues that the way “legal compliance” is pursued in Australia may develop undesirable features within corporate internal affairs ranging from adverse reactions to resentment rationalising or concealing of misconduct. This study showcases that the integration of corporation and ethical values in the compliance governance is inevitable to sustain productive CC and public trust in businesses. Design/methodology/approach This research is based on existing primary and secondary legal resources and different reports, including the Royal Commission’s Report 2019 and public submissions. It attempts to establish a claim that a self-felt and self-motivated approach to legal compliance contemplated by commitment and devotion to the company, and its consumers instead of external control can achieve consistent and positive outcomes that benefit both the company and its stakeholders. Findings While the sanction-deterrence based legal directives provide a strong and sophisticated foundation for detecting and punishing inappropriate culture and have traditionally been effective in fostering compliance, the inclusion of ethical values in the regulatory approach and self-led corporate strategies are required to stimulate sustained compliance, accountability and public trust. Practical implications There has been a dearth of intellectual inquiries (to the best of the author’s knowledge) about the role of CC and self-imposed corporate strategies in ensuring legal compliance. This paper will contribute to filling this gap in the legal literature and the wider academic deliberation on the standard and effectiveness of CC. Originality/value This research is the author’s original work and has not been submitted elsewhere for publication.

The Value Added by Cognitive Task Analysis

1995 ◽  
Vol 39 (9) ◽  
pp. 530-533 ◽  
Author(s):  
Gary Klein
Keyword(s):  
Data Analysis ◽  
Personnel Selection ◽  
Task Analysis ◽  
Market Research ◽  
Cognitive Task ◽  
Value Added ◽  
Cognitive Task Analysis ◽  
Training System ◽  
Knowledge Elicitation ◽  
Behavioral Task

Cognitive Task Analysis (CTA) attempts to describe how people perform tasks: the cues and patterns they use, their inferences and strategies, mental models, and other related topics. It differs from behavioral task analyses that seek to enumerate the steps that must be followed without examining the expertise needed to perform critical steps. Therefore, CTA provides a more in-depth picture, which complements the broader and more comprehensive behavioral task analysis. A CTA usually consists of five steps: Preparation, Knowledge Elicitation, Data Analysis, Knowledge Representation, and Application. The applications of CTA can take a number of forms, such as training, system design, personnel selection, and market research.

Dimensions of Market Demand Associated with Dance Schools

2012 ◽  
Vol 21 (3-4) ◽  
pp. 101-118
Author(s):  
Eleni Zaggelidou ◽  
Evangelos Tsamourtzis ◽  
Alexandros Malkogeorgos ◽  
Georgios Zaggelidis
Keyword(s):  
New Technologies ◽  
Strong Relationship ◽  
Business Environment ◽  
Marketing Strategies ◽  
Business Success ◽  
Cultural Learning ◽  
Market Demand ◽  
Program Differentiation ◽  
Market Promotion ◽  
Field Transforming

Dimensions of Market Demand Associated with Dance Schools Therefore the purpose of this study was to identify dimensions of market demand for dance schools. Dance is an activity requiring a strong relationship between the artist, marketer and audience. Marketing has generated sufficient commercial interest in the field, transforming dance into a thriving business. The growth of the dance industry has resulted in a highly competitive business environment. Effective management and marketing strategies (market segmentation, market promotion, program differentiation, and pricing strategy) may be formed for dance schools to ultimately satisfy consumer needs and also achieve business success. Cultural Learning, Personal Benefits, Program Offering, School Operation, Instruction Quality, and Economic Consideration would be positively predictive of the consumption level at dance schools. New technologies might also influence of purchase intent and must be consider by marketers.

scholarly journals Ensuring the professional and ethical orientation of the personality of a future specialist in banking

2019 ◽  
Vol 65 (2) ◽  
pp. 74-78
Author(s):  
Vitaliia Hrytsiv
Keyword(s):  
Value Orientations ◽  
Educational Process ◽  
Practical Significance ◽  
Professional Activity ◽  
Business Success ◽  
Ethical Orientation ◽  
Educational Materials ◽  
Ethical Knowledge ◽  
Ethical Content ◽  
Personal Content

The article highlights theoretical aspects of the professional and ethical orientation of the personality of a future specialist in banking. The author consistently examines the key concepts of the problem under study and defines the relationship between them. On the basis of this, specification of the professional and ethical orientation of the personality of a future specialist in the industry has been disclosed. It is shown that the professional and ethical orientation of the personality of a specialist in banking is strengthening of his/her positive attitude towards the future profession, interests, inclinations and abilities to it, the desire to improve his/her qualifications, the development of ideals, views, beliefs about the importance of following the ethical norms in professional activity. The author considers the need to increase the interest of students in studying the problems of professional ethics by means of potential of the educational process. The content of educational materials, a review of literature on the topic, the emphasis on the practical significance of the material and its importance for the profession are determined as important aspects for achieving set goals. It is pointed out that the basis of professional and ethical knowledge is the knowledge acquired in the study of such disciplines as «Ethics and Aesthetics», «Ethics of business communication», «Psychology of business success». The necessity to combine the material of the Humanities with the current problems of banking and the life aspirations of students and to help them to determine their value orientations, to enrich their moral personality potential has been noted in the article. According to the author the professional interest acquired by the students should have special personal content, related to their daily life and future life prospects. In order to do this, it is important to emphasize the importance of professional and ethical knowledge in the activities of the banking industry, to reveal its entirety with the ethical content of the chosen profession at the announcement of the topic at each class.

scholarly journals IMPLEMENTING PEDAGOGICAL CONDITIONS OF FORMATION OF FUTURE PILOTS’ READINESS TO INTERCULTURAL INTERACTION

10.23856/4214 ◽  
2021 ◽  
Vol 42 (5) ◽  
pp. 104-109
Author(s):  
Nadiia Martynenko
Keyword(s):  
Work Organization ◽  
Role Playing ◽  
Value Orientations ◽  
Team Work ◽  
Psychological Climate ◽  
Interactive Methods ◽  
Intercultural Interaction ◽  
Role Playing Games ◽  
Training Case

The need to prepare future pilots for intercultural interaction is related to globalization and integration processes, the requirements of international organizations and the factor of flight safety. It is stated that in flying institutions of higher education insufficient attention is paid to preparation for intercultural interaction, therefore it is necessary to develop purposeful pedagogical measures on formation of future pilots’ readiness to intercultural interaction. This article reveals the problem of preparing future pilots for intercultural interaction. The aim of the research is to define various methods of implementing pedagogical conditions of formation future pilots’ readiness to intercultural interaction. To achieve the purpose of the researching we have used the methods of analysis, synthesis, comparison and generalization of native and foreign psychological and pedagogical sources on the problem of forming future pilots’ readiness to intercultural interaction. The theoretical analysis of scientific research made it possible to identify the following pedagogical conditions for the formation of readiness of future pilots for intercultural interaction: the formation of value orientations through the creation of a positive psychological climate; team work organization in the process of learning professionally oriented disciplines; integration of the culturological aspect into professionally oriented disciplines; stimulating of reflexive attitude to the process of formation of intercultural interaction qualities. To implement the pedagogical conditions of future pilots’ readiness to intercultural interaction, we offer the introduction of various methods, such as: interactive methods, projects, video games, ice-breaking exercises, training, case study, role-playing games, brainstorming.

scholarly journals Psychological analysis of professional activities of heads of state authorities

2020 ◽  
Vol 26 (3) ◽  
pp. 67-72
Author(s):  
Andrey V. Vlasov
Keyword(s):  
Personnel Selection ◽  
Personal Responsibility ◽  
State Power ◽  
Value Orientations ◽  
Power Functions ◽  
Professional Activities ◽  
Power Motivation ◽  
Managerial Decisions ◽  
Intrapersonal Conflict ◽  
Heads Of State

The article discusses the problem of specifics of professional activities of heads of state power in modern conditions and the role of subjective psychological factors in the success of its implementation. It is noted that along with the function of "normative control", the head of power must take independent management decisions in conditions of increased social responsibility. This can give rise to intrapersonal conflict, moral and intellectual overload of the politician, which affect the effectiveness of its activities. When the hierarchical status of the manager increases, its power, freedom to exercise power, and therefore personal responsibility for making managerial decisions increase too. In this regard, the importance of subjective factors when exercising power functions of the head is increasing. The concepts “power” and “management” are analysed in the article, the characterisation of the subject exercising power is given in comparison with the “manager”, the psychological concepts of power and the compensatory nature of the need for power are highlighted. The author draws attention to the variety of studies of power motivation, the presence of various approaches to the analysis of power motives, the possibility of highlighting the instrumental and value, personality-oriented and socio-oriented components of power motivation. The importance of the existence of socially-oriented motives in the structure of motivation of heads of government bodies is emphasised, as well as the need to form a system of prosocial value orientations, which can determine the qualitative specificity and effectiveness of heads' activities. The importance of improving the personnel selection system for positions of heads of state power, taking into account value-motivating factors, is discussed.

scholarly journals HR-STRATEGIES AND TECHNOLOGIES OF COMPANY MANAGEMENT IN THE CONDITIONS OF THE COVID-19 PANDEMIC

2021 ◽  
Author(s):  
Iryna Horbachova
Keyword(s):  
Personnel Management ◽  
Development Strategy ◽  
Corporate Culture ◽  
Group Work ◽  
Technological Progress ◽  
Business Processes ◽  
Workforce Planning ◽  
Staff Motivation ◽  
The Individual ◽  
Management Staff

In 2020, one of the main factors influencing international business processes was the spread of the COVID-19 pandemic. In response to the COVID-19 pandemic, there have been significant changes in the activities of many countries and companies around the world. The development of personnel management technologies is characterized by modern ones trends, among which can be distinguished such as technological progress; mobility and other features of the new generation; new guidelines in communications and group work staff. Certain trends are intertwined. Technological progress in first of all it changes people, their habits, mobility in communications. In addition, the structure of the organization, its information environment changes. Emphasis in management staff focus on such human qualities as emotional intelligence, creativity, emotionality. Clear balancing of different activities of the company, reduction of routine operations and their executors, increase of a share of creative work, giving more weight to creative staff - trends in the organization of the future. Management technologies are changing under the influence of the COVID-19 pandemic and have their own characteristics. According to the mission of the organization and the individual, from development strategy to specific operational plans. The organization of relations with the employer also suffers changes both in the formal plane (today employees have several employers; work as freelancers, contractors, etc.). In addition, technology is changing interaction and organization of group work. The development of the management system of an international company involves the formation of a strategy for the development of the organization, HR-strategies that contain the values of the organization as a producer of goods and services and as an employer; enables the development of corporate culture and positioning of each employee in relation to the development of the organization. This approach allows us to consider modern technologies of personnel management in accordance with the main sub-functions. Among them: strategic workforce planning; search, selection of personnel; staff training and development; personnel efficiency management; staff motivation through recognition and rewards; career development of staff, motivation for leadership.

scholarly journals International experience in the formation of staff loyalty and the formation of the production team of service organizations

KANT ◽  
2020 ◽  
Vol 35 (2) ◽  
pp. 61-66
Author(s):  
Tatyana Sribnaya ◽  
Natalia Bodneva
Keyword(s):  
Corporate Culture ◽  
Human Factor ◽  
General System ◽  
Training System ◽  
Service Organizations ◽  
Loyalty Program ◽  
Extensive Experience ◽  
Work Program ◽  
Determining Factors ◽  
Training Of Personnel

Today, in leading Western companies, the creation of a loyalty program and the formation of a corporate culture is considered as an element of the general system of working with personnel that is inextricably linked with it. This approach assumes that the human factor is one of the determining factors in the success of an organization in a competitive market. Therefore, in addition to determining the forms and methods of stimulating employees, the personnel work program includes planning and quality training of personnel, the formation of assessment indicators for both jobs and labor results, the development of a training system, etc. In order to study the experience of working with personnel, The article describes the personnel activities of the American company Friday's, which has extensive experience in the market of services, worldwide fame, and offers customers impeccable standards of service.

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