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.

scholarly journals STRATEGIC PERSONNEL MANAGEMENT AS A FACTOR OF IMPROVING COMPETITIVENESS OF AN ENTERPRISE

2021 ◽  
Author(s):  
Olena Ovcharuk
Keyword(s):  
Staff Development ◽  
Personnel Management ◽  
Trade Unions ◽  
Management Strategy ◽  
Business Processes ◽  
Development Programs ◽  
Management Planning ◽  
Management Concept ◽  
The One ◽  
Effective Use

The relevance of the research topic is conditioned by the need for a comprehensive study of strategic personnel management of an enterprise in order to ensure its competitiveness. The author states that the personnel management strategy should be all-embracing in the sense of targeting the staff of an organization to achieve the goals of its long-term development. In this case, personnel management planning becomes an integral part of business planning, and the development of personnel management strategy is considered as a priority business process. In the author’s opinion, to attract and consolidate personnel, the management of an enterprise should create and maintain the following conditions: a proper system of remuneration, engagement and favourable staff morale; continuous advanced training of employees; opportunities for career and scientific growth. It is noted that first, it will be advisable to implement a preventive staff policy, which provides not only control over the negative aspects of the work with personnel, causes and situation of the crisis development, the elaboration of measures to localize the crisis, but also the formation of enterprise development programs containing short-term and medium-term forecasts in recruitment needs, formulated tasks for staff development. The given research of personnel management strategy suggests that the first step in implementing measures to improve the effectiveness of strategic management is the development of a personnel management concept – a comprehensive understanding of the essence, goals, objectives, principles and methods of personnel management under specific conditions of production and management business processes. However, it is found that, on the one hand, there are financial restrictions that are conditioned by the limit of funds for staff maintenance and largely affect such decision-making (raise in salary of all employees or certain categories, staff expansion while maintaining the existing level of remuneration, purchase of office equipment, etc.). On the other hand, social restrictions are the result of general trends in the labour market in the country and the regions, the social policy of the state, the requirements of trade unions to employers. The article considers the main causes of instability of the staff of an enterprise and ways to solve the problems of strategic personnel management of the research subject. The proposed measures provide for the purposeful construction of an optimal system of personnel management and staffing structure according to quantitative and qualitative characteristics, which makes it possible to ensure the most effective use of human resources by an enterprise.

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.

scholarly journals MONITORING OF PERSONNEL DEVELOPMENT OF INNOVATIVE-ACTIVE ENTERPRISE

2020 ◽  
Vol 288 (6) ◽  
pp. 145-149
Author(s):  
О. BABCHINSKA ◽  
Keyword(s):  
Professional Development ◽  
Staff Development ◽  
Personnel Management ◽  
Environmental Conditions ◽  
Quality Characteristics ◽  
Personnel Development ◽  
Enterprise Development ◽  
Direct Training ◽  
Strategic Monitoring

The article deals with the monitoring of personnel development of an innovatively active enterprise as an essential component of personnel management. The paper presents the principles of monitoring staff development such as comprehensiveness, relevance, timeliness, acceptability, dynamism, evidence, flexibility, systematicity, comprehensiveness, independence and objectivity. Under the monitoring of personnel development it is advisable to understand a specially organized, systematic monitoring of the state of personnel development of the enterprise in order to assess and adjust its quality characteristics. Any monitoring is characterized by its own parameters. Based on the classification of costs, the main parameters of personnel development monitoring are determined, which include the scope of the goal, the stage of implementation of management, frequency, form of organization, type of information used; implementation methods. When forming the strategy of the enterprise it is a question of strategic monitoring of personnel development. If it is necessary to assess the situation for a certain period of time, or at the end of some activities, we need to talk about tactical monitoring. When it comes to assessing the development of employees, it is worth talking about operational monitoring. All these parameters create the contours of monitoring the development of personnel development, but the content depends on the structure, ie on what exactly is embedded in the concept of personnel development and personnel development management. The key areas of monitoring are identified in accordance with the understanding of staff development as a combination of professional, social and personal. Professional development of staff takes place in the process of acquiring skills and abilities, as well as direct training and is to reveal his professional potential. It is worth noting that the purpose of professional development is the accumulation of potential, not just its disclosure, ie activation. In turn, professional potential consists of qualification, psychophysiological, personal. Thus for development of the personnel of the innovatively active enterprise development of all directions is important. Monitoring of personnel development should be carried out comprehensively, taking into account the need for development not only of qualification characteristics, but also of values, stability and adaptability of employees to environmental conditions.

Methodological and Practical Issues of the Organization of the Personnel of the Enterprise and the Implementation of Changes to its Structure

2021 ◽  
Vol 39 (8) ◽  
Author(s):  
George Abuselidze ◽  
Yuliia Bilyak ◽  
N. K. Mračkovskaya
Keyword(s):  
Staff Development ◽  
Personnel Management ◽  
Practical Implementation ◽  
Normal Functioning ◽  
Economic Relations ◽  
The Face ◽  
Enterprise Level ◽  
Labour Potential ◽  
Effective Use ◽  
Strategic Goal

The article is devoted to the study of methodological features and substantiation of practical measures in the organization of the enterprise personnel system and the introduction of changes in its structure. It is proved that personnel management is a system of interdependent, organizational, economic and social measures aimed at implementing the conditions of normal functioning, development and effective use of labour potential at the enterprise level. Emphasis is placed on the fact that the active development of the labour market and related processes of economic relations have given rise to new theoretical ideas about the organization of personnel management, a critical understanding of this problem requires adequate approaches to solving the problems of labour management. The main goal of personnel management is highlighted, which is to effectively combine staff training, training and motivation to perform work with a more complex level. The authors, on the basis of general approaches, have developed a methodology for improving the structure of personnel in order to increase the efficiency of the enterprise. It is established that the personnel management system at the enterprise should provide the optimal balance of the processes of arrival and dismissal of employees, i.e. updating the number of staff; development of high-quality staff in accordance with the needs of the enterprise. It is revealed that the practical implementation of personnel strategy at the enterprise is carried out by the systematic use of means of implementation, and the means in turn involve ways and methods of action. As a result of elaboration of ways and means to achieve the strategic goal, the formation of personnel strategy is possible under the conditions of assessment of opportunities and threats of the external environment. Enterprises should create such a system of protection so that in the face of risk factors, it can improve its competitive position in relation to other enterprises that do not have such a system.

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.

scholarly journals PERSONNEL DEVELOPMENT MANAGEMENT

2021 ◽  
Author(s):  
Olena Polishchuk ◽  
Kateryna Poliak
Keyword(s):  
Staff Development ◽  
Development Strategy ◽  
Business Strategy ◽  
Professional Growth ◽  
Interactive Methods ◽  
Personnel Development ◽  
Development Programs ◽  
Development Management ◽  
Wide Range ◽  
Points Of View

The article considers the current goals of staff development, areas of staff development, some principles of staff development, namely: individuality, interest of the company and employee in career development, material incentives, moral incentives, compulsory professional growth, social and psychological comfort and objectivity. The process of personnel development management has many aspects, as evidenced by the large number of points of view and different management methods; they include professional growth, continuing education in the workplace, staff development, and renewal of human resource management methods, talent management and other combinations of these aspects. Particular attention is paid to staff development strategies. After all, the need to train staffs that are able to qualitatively solve a wide range of problems necessitates a strategy of staff development. Situational and system strategies, as well as their components, as a set of actions and a sequence of decisions to assess, analyze and develop the necessary system of influence on staff to ensure the achievement of the necessary overall competitive potential to implement the chosen development strategy. Directive, interactive and personal methods of personnel development are also highlighted. It is noted that the basis of directive methods is the interaction of the student with the mentor, instructor, teacher, coach. There are such methods as: lectures, seminars, mentoring, instruction, training, secondment. In turn, interactive methods are seen as the participation of staff in training, in which a large role is given to modern technological capabilities. Interactive methods are presented: adaptation of personnel in the organization, distance learning, online conferences and webinars, video lessons. And personal methods are based on self-education and self-training of staff. Considerable attention is also paid to the types and forms of staff training. The need to synchronize detailed personnel development programs with the main business strategy is considered. After all, a successful program of personnel development management in the organization starts from the synchronization of personnel development strategy and enterprise development strategy.

scholarly journals PROBLEMS OF FORMATION AND EFFECTIVE USE OF ENTERPRISE STAFF

2020 ◽  
pp. 115-121
Author(s):  
Halyna Babiak ◽  
Nataliya Kotys
Keyword(s):  
Labor Market ◽  
Personnel Management ◽  
Limited Liability ◽  
Market Development ◽  
Personnel Development ◽  
Limited Liability Company ◽  
Negative Effects ◽  
Knowledge And Skills ◽  
Social Perspectives ◽  
Effective Use

Introduction. The article studies the processes of formation and implication of the personnel of the enterprise in terms of labor market development. The recommendations for improving the formation of the personnel as a factor in improving the efficiency of activities are developed. Goal. Study of processes of formation and efficiency of implication of the personnel of the enterprise in the conditions of development of the labor market, as well as development of recommendations on improvement of formation of the personnel of the organization as the factor to increase the efficiency of its activity. Results. The peculiarities of the personnel formation and implication the LLC «Pearl of Podillya» have been revealed, in particular, the open personnel policy of the LLC indicates the transparency of the enterprise for potential employees of any level. More than 30% of the employees are under 40years of age and have the appropriate professional knowledge and skills. Disappointing trends in the dynamics of the number of employees of the LLC (the annual decrease in the number of employees, which is reflected in the increase of fluctuation on dismissal (30% in mid –2020), decrease in fluctuation on admission – 35%) are pointed at. The article emphasizes that combination of economic and social perspectives must be taken into account when improving the personnel management system at a limited liability company. It is proposed to take into account the experience of other countries and successful companies in the sphere of personnel development. However, copying foreign methods of work with staff without taking into account the characteristics of Ukrainian enterprises can have a significant negative effects – both economic and psychological, because in the work with people the mentality, traditions, features of the spiritual and socio-economic environment in which individuals grew and formed are of great importance. The recommendations, proposals and measures have been developed to improve the problem of raising the efficiency of the organization in the sphere of formation and implication of the personnel.

scholarly journals System Model of Professional Development Process

2021 ◽  
Vol 10 (2) ◽  
Author(s):  
Partyka Partyka ◽  
Keyword(s):  
Professional Development ◽  
Staff Development ◽  
Development Strategy ◽  
Staff Training ◽  
Development Process ◽  
Professional Staff ◽  
System Model ◽  
Personnel Development ◽  
Development Organization ◽  
Definition Of

System approach to management professional development organization is explored in the article. The importance and urgency of the problem of personnel development of a modern organization in a competitive environment is proved. The professional development of personnel as a component of personnel management and a means of increasing the competitiveness of the organization is considered. Different views of scientists on the definition of personnel development, professional development and personnel development system have been clarified.The tasks of professional development of personnel are outlined. System model of professional development process has been developed. The elements of the developed model are characterized, namely:development of professional staff development strategy;setting goals and objectives for professional development of staff; organization of professional development process; diagnosing the needs of professional development of staff; drawing up a plan for professional development of staff;budgeting professional development; determining areas of staff training; definition of methods and forms of teaching; implementation of the staff training process and evaluation of the effectiveness of professional staff training.

STRATEGI PENDAYAGUNAAN ZAKAT PRODUKTIF UNTUK PEMBERDAYAAN KESEJAHTERAAN MUSTAHIQ

2017 ◽  
Vol 18 (2) ◽  
pp. 257-289
Author(s):  
Dewi Dewi
Keyword(s):  
Management Strategy ◽  
Program Management ◽  
Health Programs ◽  
Network Approach ◽  
Education Programs ◽  
Program Monitoring ◽  
Economic Program ◽  
Business Condition ◽  
Effective Use

Abstract : The Utilization Program of zakat, infak, and alms LAZISNU Banyumas there are four namely: Nu-Preneur, Nu-Smart, Nu-Skill, and Nu-Care. However, by 2017 following LAZISNU provisions, the Center will be replaced with education programs, economic programs, health programs and disaster programs. In maximizing the four programs, especially the Nu-Preneur (economic) program management strategy is using network approach, mustahik character, and business condition mustahik. The utilization of productive zakat in order to empower the mustahik welfare is valued effective. The effective use of zakat is considered effective in empowering the mustahik welfare and it can be measured from several elements, namely: The accuracy of program targets, program socialization, program objectives and program monitoring. Keywords: Program, utilization, LAZIZNU.

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".

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