scholarly journals Socionics as a tool to increase the efficiency of personnel management of the organization

2021 ◽  
Vol 26 (1) ◽  
pp. 116-120
Author(s):  
Tetiana Obydiennova ◽  
◽  
Mariia Vasylieva ◽  
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Personnel Management ◽  
Personnel Selection ◽  
Professional Activity ◽  
Innovative Behavior ◽  
Hr Management ◽  
Predictive Approach ◽  
Different Types ◽  
Practical Recommendations

Abstract. Introduction. In modern management, the main competitive advantage of a successful organization is its staff. The use of socionic models of personality in personnel management will be able to provide a predictive approach to personnel management, allowing to get the maximum return on human resources. And in this situation it is very important to involve for achievement of the set means those means which can give modern scientific knowledge, in particular, socionics. Socionics is an effective tool of HR-management, as it allows not only to manage employees, but also to predict the behavior of staff in a proactive manner. Purpose. The purpose of this article is to identify the features of the use of socionics to improve the effectiveness of personnel management of the organization, formulating a list and characteristics of basic sociotypes of individuals, as well as highlighting the behavior in the work environment of each type and formulating practical recommendations for interaction with them. The article reveals the need to develop theoretical provisions and implement practical recommendations for the use of socionics in personnel management of organizations. Results. The article identifies the features of the use of socionics in the activities of organizations, analyzes the problem of personnel selection using socionic models of personality, considers the typology of personalities and features of innovative behavior for different types, namely, presents 16 sociotypes of personality and recommended areas of professional activity. Conclusions. The conducted research allowed to reveal the main types of individuals and features of their management, to give practical methods of application of modern socionics and its technologies for personnel selection, creation or reorganization of working teams and collectives.

scholarly journals Yakiv Fleishman. Nonparadic Portrait of the Head of the NKVD Special Department in the Dnipropetrovsk Region

Kraêznavstvo ◽  
2019 ◽  
Vol 1 ◽  
pp. 83-99
Author(s):  
Oleh Bazhan ◽  
◽  
Vadym Zolotariov ◽  
Keyword(s):  
Personnel Management ◽  
Personnel Selection ◽  
Management System ◽  
Professional Activity ◽  
The Political ◽  
Soviet State ◽  
State Security ◽  
History Of ◽  
Complete History

Abstract: The complete history of communist terror in Ukraine cannot be created without a thorough study of the state security bodies staff. The disclosure and characterization of the personnel management system in Soviet state security agencies, the revealing of the Chekist personnel selection and rotation principles allow to reconstruct to some extent the mechanisms for managing mass repressions in the Soviet era, to identify those «driving belts» that were used by the Party and Soviet nomenclature to carry out their goals. The research is dedicated to the Soviet state security bodies employee Yakiv Fleishman, whose professional activity was inextricably linked with the political repressions of the Great Terror in the then Dnipropetrovsk region. Keywords: NKVD, Yakiv Fleishman, Great Terror, Dnipropetrovsk region.

scholarly journals Information management and means of computerization as a technology of management activity

2021 ◽  
Vol 7 (3B) ◽  
pp. 636-644
Author(s):  
Tetiana Zhytomyrska ◽  
Svitlana Diachenko ◽  
Oleksandr Kirdan ◽  
Oksana Polishchuk ◽  
Nadiia Ivanchenko ◽  
...  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Information And Communication Technologies ◽  
Human Resources Management ◽  
Professional Activity ◽  
Management Activity ◽  
Resources Management ◽  
Information And Communication ◽  
Pedagogical Research ◽  
The Right

The article considers the theoretical and methodological foundations and trends of effective use and implementation of modern information systems and technologies in the context of human resources management. It has been proven that the use of information and communication technologies plays a key role in ensuring the computerization of the human resources management process. It is noted that the computerization of the process of human resources management, which studies theories and methods of personnel management, as well as psychological, sociological and pedagogical research in personnel work, further creates an effective mechanism for personnel management in various fields of professional activity and society as a whole . It is determined that the personnel management system is a set of tools and methods that allow the company to have the right number of personnel and the appropriate quality required to carry out its effective activities.

Investigation of the Application of Human Resources Management Technologies in Telecommunication Company

2017 ◽  
Vol 6 (4) ◽  
pp. 32-35 ◽  
Author(s):  
М. Коробкина ◽  
M. Korobkina ◽  
Л. Ширяева ◽  
L. Shiryaeva
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Theory And Practice ◽  
Resources Management ◽  
Hr Management ◽  
The Social

Among all the social concepts of the 20th and 21st centuries, one of the most important is the concept of human resource management technologies. Personnel management technologies occur as a link between the theory and practice of HR management, acting as a way to increase the efficiency of staff activities, as well as to coordinate the interests of the organization and employees. The article raises the problems of using of the technologies of personnel management in the company’s activities and the prospects for implementing human resources technologies into the practice of personnel management. The authors made a research in order to study the situation of application of various HR technologies in the activities of the federal telecommunications company. The results of this study allow us to see not only the problems that now occur in the implementation of human resource management technologies in the practice of the company, but also to find the ways to solve them and to optimize the activity of HR departments.

Features of Personnel Management at the Enterprises of the Hotel Industry

2021 ◽  
pp. 55-60
Author(s):  
Marina Shostak ◽  
Mariya Yakovleva
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Hospitality Industry ◽  
Business Processes ◽  
Human Resources Management ◽  
Hotel Industry ◽  
Postgraduate Students ◽  
Resources Management ◽  
Hr Management ◽  
Hr Managers

The specific features of personnel management at hospitality industry’ enterprises have been identified and formulated in the article. Since personnel is a key multifunctional resource in the hotel business, the research analyses in close-up how the specificity of HR-management is manifested in the personnel management’s functions in hotels. The identified specific features define the characteristics of business processes in the hotel industry and reveal the mechanisms for improving the personnel management system. The factors having a direct impact on the characteristics of personnel management, the labor market in the hotel industry and the cause-and-effect relationships of influence will receive attention in the authors’ further research. HR managers, specialists interacting with human resources, undergraduate and postgraduate students specializing in Management will benefit from studying this material, as it will deepen their professional knowledge and competencies in the field of understanding the features of personnel and human resources management at the hospitality industry establishments.

scholarly journals Features of Personnel Management in the Process of Mergers and Acquisitions

2019 ◽  
Vol 2019 (1) ◽  
pp. 128-134
Author(s):  
Наталья Розумная ◽  
Natalia Rozumnaya
Keyword(s):  
Human Resources ◽  
Mergers And Acquisitions ◽  
Personnel Management ◽  
Theoretical Basis ◽  
Labor Relations ◽  
Russian Market ◽  
Current State ◽  
Methods Analytical ◽  
Practical Recommendations

The research features personnel management in the process of mergers and acquisitions. The author analyzed the theoretical basis for personnel management in the process of integration and developed a number of practical recommendations. The analysis was based on the following methods: analytical, synthetic, inductive-probabilistic, statistical, and mathematical. The article deals with the theoretical aspects of transactions on the unification of enterprises. It describes the current state of the fast-developing Russian market of mergers and acquisitions, as well as the dynamics of transactions in terms of value and quantity. The study revealed the structure of transactions by sectors in 2017. It also included an analysis of foreign and domestic experience in the management of human resources in the process of merger or acquisition of enterprises. The author describes the main problems of personnel management in the process of unification of companies, as well as various existing methods of labor relations regulation in the process of integration. The conclusion features some recommendations for implementation in practice of the Russian companies.

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

PENGARUH KOMPENSASI, DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PADA PUSAT PENGEMBANGAN SUMBER DAYA MANUSIA REGIONAL MAKASSAR

2020 ◽  
Vol 2 (1) ◽  
pp. 21-27
Author(s):  
Auliyah Fajar ◽  
Hasanuddin Remmang ◽  
Firman Menne
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Human Resources ◽  
Work Environment ◽  
Sampling Method ◽  
Employee Performance ◽  
Human Resources Development ◽  
Analysis Technique ◽  
Data Collection Technique ◽  
Development Center

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kompensasi, disiplin kerja dan lingkungan kerja ter-hadap kinerja pegawai pada Pusat Pengembangan Sumber Daya Manusia Regional Makassar. Metode pengambilan sampel menggunakan sampling jenuh (sensus) terhadap seluruh pegawai yang berjumlah 49 orang. Teknik pengumpulan data yang digunakan adalah kuesioner dan teknik analisis data yang digunakan adalah regresi linear berganda dengan SPSS. Hasil penelitian ini menunjukkan bahwa kompensasi berpengaruh positif dan tidak signifikan terhadap kinerja pegawai, disiplin kerja berpengaruh positif dan signifikan terhadap kinerja pegawai dan Lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai PPSDM Regional Makassar.   This study aims to determine and analyze the effect of compensation, work discipline and work environment on employee performance at the Makassar Regional Human Resources Development Center. The sampling method uses saturated sampling (census) of all 49 employees. The data collection technique used was a questionnaire and the data analysis technique used was multiple linear regression with SPSS. The results of this study indicate that compensation has a positive and not significant effect on employee performance, work discipline has a positive and significant effect on employee performance and The work environment has a positive and significant effect on employee performance PPSDM Regional Makassar.

Probabilistic Assessment of Reliability and Risk Values by Certification Results

2020 ◽  
pp. 52-67
Author(s):  
Vladimir A. Lapin ◽  
Erken S. Aldakhov ◽  
S. D. Aldakhov ◽  
A. B. Ali
Keyword(s):  
Seismic Risk ◽  
Housing Stock ◽  
Seismic Resistance ◽  
Probabilistic Assessment ◽  
Quantitative Estimates ◽  
Different Types ◽  
Reduce Risk ◽  
First Time ◽  
Structural Solutions ◽  
Practical Recommendations

For the first time in Almaty full passport of apartment stock of multiapartment building was carried out. The structure of the housing stock was revealed with the allocation of groups of buildings according to structural solutions and assessment of their seismic resistance. Based on the results of certification, quantitative estimates of failure probability values for different types of buildings were obtained. Formulas for estimation of quantitative value of seismic risk are obtained. The number of deaths in the estimated zem-shakes was estimated. The results of the assessments will be used for practical recommendations to reduce risk and expected losses in possible earthquakes.

Effect of the principle of proportionality in deciding whether to dismiss from position of judge

2019 ◽  
pp. 46-57
Author(s):  
Olga Yavorska
Keyword(s):  
Key Words ◽  
Social Problems ◽  
Judicial Power ◽  
Legal Responsibility ◽  
Professional Activity ◽  
Special Place ◽  
Different Types ◽  
Legal Sanctions ◽  
Principle Of Proportionality ◽  
Judicial Protection

The article deals with violations, which are often grounds for bringing disciplinary liability of judges, as well as the enforcement of them in the form of a petition for the dismissal from position of judge. A special place in the system of legal responsibility of a judge is taken by the institute of disciplinary responsibility, the essence of which lies in the possibility of applying by a specially authorized body to an individual bearer of judicial power - judges of legal sanctions, directly provided by law, for violations in the sphere of professional activity. The institute of disciplinary responsibility is considered, the purpose of which is to solve social problems in the interests of implementing and maintaining the necessary level of efficiency of the system of judicial protection as a necessary guarantee of the protection of rights, interests and freedoms of people. The analysis of grounds for disciplinary liability of a judge and types of disciplinary punishment has been carried out. The obligatory signs of disciplinary violations that are the cause of prosecution are analyzed. It is considered about the application of the principle of proportionality to disciplinary authorities in determining the type of collection. The practice of applying the principle of proportionality of disciplinary organs in case of imposition of penalties and violation of the question of ambiguity of such practice is analyzed. The article states that with qualitatively similar offenses committed by different judges, the disciplinary bodies chose one type of collection, but in different proportions. The method of determining the principle of proportionality in differentiating the choice of terms in this type of collection for actually such mistakes seems unclear. Moreover, the use of the same principle in choosing different types of charges for virtually identical disciplinary offenses is unclear, in particular, when the repeat offense is a feature. Key words: disciplinary responsibility of a judge, principle of proportionality, disciplinary offenses, penalties, dismissal from position of judge.

FEATURES OF SELF-ACTUALIZATION OF CIVIL SERVANTS WITH DIFFERENT TYPES OF WORK MOTIVATION

2020 ◽  
pp. 119-134
Author(s):  
O. M. Kolesnikov
Keyword(s):  
Work Motivation ◽  
Social Recognition ◽  
Civil Servants ◽  
The Other ◽  
Professional Activity ◽  
Professional Work ◽  
Professional Recognition ◽  
Different Types ◽  
Self Actualization ◽  
Economic Work

An article presents the empirical study on the peculiarities of selfactualization of civil servants with different types of work motivation. The two groups of respondents (civil servants and non-governmental workers) were compared. “Professional”, “instrumental” and “patriotic” types of work motivation were more pronounced among non-governmental employees. Civil servants-respondents were less interested in work content, they were more likely to take an uninteresting job; their motives for self-improvement were less pronounced, and therefore, they were not so interested in difficult tasks, regarded by the respondents of the other group as a professional challenge and a way for self-expression. Professional recognition was not so important for civil servants as social recognition; they were less likely to think about fair remuneration for their labor. They did not so much need “the idea” as a driving force for work, as well as recognition by others of their indispensability in organizations where they worked. At the same time, a higher percentage of civil servants (in comparison with the other group) did not seek to improve their skills and were characterized by reduced professional activity, responsibility, desire to share their skills and achievements with others. It was more difficult for civil servants (compared to non-governmental workers) to live in the present, not to postpone life “for later”; they felt more insecure, were “up in the clouds”; such self-actualizing values as goodness, beauty, integrity, truth, uniqueness, psychological hardiness, justice, achievement, order, self-sufficiency, etc., although demonstrated quite closely by both groups, were still less pronounced among civil servants. The need for knowledge was also much less expressed by civil servants, as well as autonomy, independence, a sense of freedom. Civil servants were inclined to focus on other worker’s opinions and external social standards; it was more difficult for them to establish strong and friendly relationswith others; they were more anxious and insecure comparing to nongovernmental workers. Civil servants with instrumental work motivation had neither a general benevolent attitude towards people, nor the values of self-actualization in general. In contrast, civil servants with professional work motivation not only shared such values, but also valued life “here and now”, strived for knowledge and creativity in professional work. Patriotic and lumpenized types of work motivation were expressed by civil servants indirectly. At the same time, employees with the patriotic type had very similar tendencies to self-actualization as employees with the professional type: they tended to live today, appreciated a current moment, strived for harmonious relationships with others, felt natural sympathy, trust in people, sought for new knowledge. The main features of this type, according to the respondents, were increased anxiety, self-doubt, neuroticism. All identified correlations between self-actualization indicators and lumpenized work motivation were negative for civil servants. Economic work motivation was the rarest for civil servants, respectively, the corresponding selfactualization tendencies included only a friendly and impartial attitude towards other people.

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