MONITORING OF PERSONNEL DEVELOPMENT OF INNOVATIVE-ACTIVE ENTERPRISE

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.

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Staff Development as a Component of Management Strategy in the Information Society

Modern Economics ◽

10.31521/modecon.v26(2021)-24 ◽

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.

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STAFF DEVELOPMENT STRATEGY IN THE SYSTEM OF STRATEGIC MANAGEMENT

Herald UNU. International Economic Relations And World Economy ◽

10.32782/2413-9971/2021-36-8 ◽

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.

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System Model of Professional Development Process

Intellectual Archive ◽

10.32370/ia_2021_06_6 ◽

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.

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