PERSONNEL DEVELOPMENT OF INNOVATIVE-ACTIVE ENTERPRISE AS AN OBJECT OF MANAGEMENT IN INCREASING COMPETITIVENESS

2021 ◽  
Vol 298 (5 Part 1) ◽  
pp. 146-149
Author(s):  
ОLENA BABCHYNSKA ◽  
Keyword(s):  
Staff Development ◽  
Personal Characteristics ◽  
Personnel Development ◽  
Development Management ◽  
Professional Activities ◽  
Economic Concept ◽  
Strategic Goals ◽  
Innovative Potential ◽  
The Moment ◽  
Intellectual Potential

Personnel development is a complex economic concept, which is proposed to be understood as the management activities of the enterprise, which involves the formation and increase of quality professional, social, personal characteristics of staff to ensure the current and strategic goals of the enterprise. In addition, staff development is a process consisting of a series of successive stages. In the structure of personnel development of the enterprise it is expedient to separate professional, social, personal directions which have various tasks, and at the same time are elements of a uniform complex of actions having common methods of realization of tasks. The basis of development is professional development, which is proposed to understand the process of formation and increase of professional potential of employees of the enterprise, due to the acquisition of qualitatively new characteristics for the maximum realization of human abilities in professional activities. The peculiarities of forming an effective management system of development and use of the enterprise’s personnel are investigated. Some measures to improve the effectiveness of the management process of development and use of personnel are proposed. The scientific approaches concerning formation of the mechanism of management of development and use of personnel are considered. The task of personnel development management of an innovatively active enterprise is to ensure compliance of quantitative and qualitative characteristics of personnel with the existing needs of the enterprise at the moment; development of innovative potential of the enterprise personnel. The innovative potential of an innovatively active enterprise should be understood as objective opportunities to maximize the intellectual potential of employees to achieve goals, as well as a set of tools, sources, opportunities and abilities, the use of which is aimed at solving any problems in innovation. The support system contributes to the realization of the goal of personnel development management of an innovatively active enterprise, by providing the necessary resources and creating the appropriate prerequisites.

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 DIGITAL OILFIELD PERSONNEL DEVELOPMENT MANAGEMENT

2021 ◽  
Vol 2 (17) ◽  
pp. 287-296
Author(s):  
I. М. Stankovska ◽  
V.B. Kochkodan ◽  
E. Yanton-Drozdovska
Keyword(s):  
Staff Development ◽  
Complex Analysis ◽  
Oil And Gas ◽  
Mechanistic Model ◽  
Practical Significance ◽  
Personnel Development ◽  
Gas Field ◽  
Development Management ◽  
Oil And Gas Field ◽  
Digital Oilfield

The article is aimed at studying the problems associated with the digital oilfield personnel development. The purpose of the article is to study the digital oilfield personnel development management. During the research we used the methods of theoretical generalization - to form definitions of concepts and general approaches and principles; of analysis and synthesis; of system and complex analysis, modeling - for management model formation of digital oilfield personnel development. To achieve this goal, the directions of oil and gas field digitalization are considered; the production process problems faced by managerial and engineering personnel are surveyed. It is shown that for the effective functioning of digital oilfield the highly qualified personnel with the appropriate level of knowledge and experience is needed. The components that should be managed by the organization for staff development and its effective use are identified. The scientific novelty of the study is to solve problems that have theoretical and practical significance in the field of digital oilfield personnel development management. To achieve this goal, the following tasks were solved: - the components of digital oilfield are determined; - the problems that arise during the oil and gas field management are identified; - the concept of personnel development management is defined in order to justify further actions related to the choice of appropriate areas, methods, technologies and forms of training; - the model of digital oilfield personnel development management is formed and its components are analyzed; - the characteristic features of staff development in the mechanistic model of enterprise management are highlighted; - the motivators of professional development of employees are determined, in particular, for advanced training of oil and gas enterprises’ employees resulting in the international IWCF certificate acquisition; - the competence and meta-competence approach of personnel development is analyzed, which should be used to improve the enterprise’s activity.

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.

Modern professional educator: conditions and factors of its formation

2020 ◽  
pp. 79-88
Author(s):  
Nikolai Petrovich Senchenkov
Keyword(s):  
Personal Characteristics ◽  
Internal Factors ◽  
Personal Traits ◽  
High Productivity ◽  
Professional Activities ◽  
Self Development ◽  
Professional Educator ◽  
Higher Institution ◽  
Personal Qualities ◽  
Social Orders

The article analyzes the view of a number of Russian scientists (V. A. Slastenin, A. Ya. Savelyev, A. A. Verbitsky etc.) on the problem of pedagogical professionalism as a system of stable personal traits, ensuring high productivity and effciency of work aimed to form individual students competencies. The external and internal factors for the formation of a modern professional teacher are also determined: state and social orders for a competent teacher, an educator, a teacher of a higher institution, their personal characteristics and desire to develop. It is noted that as a result of self-development, teachers realize the needs for the development of such personal qualities and competencies, which guarantee them high results in their professional activities and success in life.

scholarly journals Personal characteristics as predictors of professional thinking of cadets of the military educational institution of the national guard of the Russian Federation

2020 ◽  
Vol 47 (5) ◽  
pp. 330-342
Author(s):  
Mergaljas M. Kashapov ◽  
◽  
Yuliya M. Perevozkina ◽  
Roman A. Bidenko ◽  
Ivan O. Smolentsev ◽  
...  
Keyword(s):  
Russian Federation ◽  
National Guard ◽  
Statistical Significance ◽  
Educational Institution ◽  
Personal Characteristics ◽  
Professional Activities ◽  
High Statistical Significance ◽  
The Russian Federation ◽  
Discriminative Analysis ◽  
The Military

Problem and purpose. The relevance of the study is due to the specifics of military education, which is characterized by increased requirements for the training of future officers. A special place among these requirements is occupied by professional thinking, the formation of which presupposes both intellectual and certain personal characteristics. The purpose is to determine the prognostic capabilities of personal characteristics for the differentiation of types of professional thinking of cadets of a military educational institution of the National Guard of the Russian Federation. Research methodology and methods. According to the diagnostic results, all cadets (N = 150) were divided into three groups according to the prevalence of a certain level of professional thinking in them; 1) oversituational type of thinking, 2) situational type of thinking, and 3) mixed type of thinking. This variable acted as a response in discriminative analysis, and personality traits of cadets, measured by the 16 PF method, and a number of other questionnaires were chosen as predictors. Research results. The results of direct discriminative analysis indicate a high statistical significance of the empirical model (p = 0.000), having good discrimination (λ = 0.04), consisting of two discriminative functions and 16 predictors. All respondents were absolutely correctly assigned to their «own» groups (100%). At the same time, the highest probability of getting into «their» group is for servicemen with a oversituational type level of professional thinking (82%). Discussion of results and conclusion. The predictive influence of personal qualities on the dominance of cadets of a certain type of professional thinking does not have a separate effect of each quality, but has the character of structural interaction. This research contributes to the psychology of work, contributing to the expansion of scientific knowledge about the professional activities of the military.

scholarly journals MAIN PROBLEMS OF TRANSITION OF UNIVERSITIES TO REMOTE LEARNING UNDER MODERN CONDITIONS OF FUNCTIONING

2020 ◽  
pp. 52-57
Author(s):  
Т. Р. Магомаев
Keyword(s):  
Distance Learning ◽  
Negative Impact ◽  
Educational Institution ◽  
Educational Process ◽  
High Quality ◽  
Higher Education System ◽  
Professional Activities ◽  
Wide Range ◽  
Information And Communication ◽  
The Moment

В современных условиях функционирования системы высшего образования целью внедрения дистанционного обучения является организация качественного учебно-воспитательного процесса «на расстоянии» с использованием новейших информационно-коммуникационных средств и открытым доступом к образовательным ресурсам. Именно такая форма обучения может быстро адаптироваться к требованиям информационного общества и подготовить будущего специалиста к вызовам цифровой среды. В сочетании с традиционными формами, дистанционное образование в высшем учебном заведении может предоставить широкий спектр образовательных услуг как для абитуриентов и студентов для приобретения необходимых навыков и умений для будущей профессиональной деятельности, так и для преподавателей с целью повышения квалификации. На данный момент основными проблемами внедрения качественного свободного образовательного пространства является отсутствие технической и финансовой поддержки, законодательной основы дистанционного обучения, и это является ведущим фактором сдерживания развития технологий в вузе. Отсутствуют специально подготовленные к работе в дистанционном режиме квалифицированные преподаватели. Однако, учитывая готовность вузов осуществлять обучение преподавателей для работы в дистанционном режиме, негативное влияние этого фактора в ближайшее время может быть устранено. При условии решения вышеописанных проблем будет создано эффективное дистанционное обучение, которое всесторонне раскроет потенциал студента, учитывая как индивидуальные, так и общечеловеческие потребности. In modern conditions of functioning of the higher education system, the goal of introducing distance learning is to organize a high-quality educational process “at a distance” using the latest information and communication tools and open access to educational resources. It is this form of training that can quickly adapt to the requirements of the information society and prepare the future specialist for the challenges of the digital environment. In combination with traditional forms, distance education in a higher educational institution can provide a wide range of educational services for both applicants and students to acquire the necessary skills for future professional activities, and for teachers to improve their skills. At the moment, the main problems in introducing high-quality free educational space is the lack of technical and financial support, the legislative basis of distance learning, and this is a leading factor in curbing the development of technology at the university. There are no qualified teachers specially prepared for working in remote mode. However, given the willingness of universities to train teachers to work remotely, the negative impact of this factor in the near future can be eliminated. Subject to the solution of the above problems, an effective distance learning will be created that will comprehensively reveal the student’s potential, taking into account both individual and universal needs.

scholarly journals The development of conscious self-regulation of workers of coal industry enterprises as a condition for ensuring the safety of professional activities

2021 ◽  
Author(s):  
Irina Stanislavovna Morozova ◽  
Evgeniia Aleksandrovna Medovikova ◽  
Daria Nikolaevna Grinenko ◽  
Anastasiia Evgenevna Kargina
Keyword(s):  
Time Perspective ◽  
Self Regulation ◽  
Coal Industry ◽  
Professional Activity ◽  
Actual Problem ◽  
Professional Activities ◽  
Broad Concept ◽  
The Subject ◽  
The Moment ◽  
The Individual

The actual problem of our time at the enterprises of the Kuzbass coal industry is the moment of ensuring the psychological security of the employee's personality. Psychological security is a fairly broad concept that includes many components and is exposed to various factors [2]. The aim of the study is to consider the importance of self-regulation of the individual as a condition for ensuring the safety of the subject of professional activity. The following methods and techniques were used in the study: The method "Style of self-regulation of behavior" by V. I. Morosanova; Test "Meaning-life orientations" by D. A. Leontiev; Questionnaire by H. Zachera and M. Freze "Professional time perspective of the future". The research is based on the development and testing of the technology of psychological and pedagogical influence in the form of reflexive seminars, which allows to increase the level of awareness of self-regulation of subjects of professional activity.

scholarly journals Restoration of the military self-administration in the Terek cossak army in spring of 1917

Kavkaz-forum ◽  
2021 ◽  
pp. 90-100
Author(s):  
Ф.С. Киреев
Keyword(s):  
Historical Analysis ◽  
Historical Event ◽  
Practical Implementation ◽  
Self Administration ◽  
Political Situation ◽  
History Of ◽  
The Moment ◽  
Intellectual Potential ◽  
The Military ◽  
First Time

В статье анализируются причины возвращения войсковой системы самоуправления Терского казачества и показан сам процесс создания выборности войсковой власти. Актуальность исследования казачьего самоуправления обусловлена необходимостью теоретического обоснования и практического осуществления самоорганизации казачества России. Исторический анализ процесса организации самоуправления Терского казачества на войсковом уровне может послужить фундаментом для лучшего понимания и оценки современных процессов и явлений в казачьей среде и поможет выстраиванию государственной политики в отношении казачества в современной России. В отечественной историографии отсутствуют работы, посвященные конкретно восстановлению выборности власти в Терском казачьем войске. Поэтому научная новизна исследования определяется тем, что впервые предпринята попытка хронологической реконструкции истории создания войсковой системы самоуправления Терского казачества. Методологической основой исследования является принцип историзма, что предусматривает изучение момента возникновения исторического события и этапы его развития. Анализ событий на Тереке в 1917 г. показывает, что терские казаки смогли самоорганизоваться, создать полноценное административно-территориальное образование, и лишь изменение социально-политической ситуации в России в целомпомешало укрепить и продолжить это начинание. Еще необходимо отметить, что терские казаки к моменту восстановления войскового самоуправления подошли уже с готовыми проектами соответствующих документов, что позволило Терскому войску первым среди других войск создать свою выборную власть. Это говорит о высоком интеллектуальном потенциале в среде терских казаков. The article analyzes the reasons for the restoration of the military system of self-government of the Terek Cossacks and shows the very process of creating the elective military power. The relevance of the study of Cossack self-government is due to the need for theoretical justification and practical implementation of the self-organization of the Cossacks of Russia. Historical analysis of the process of organizing self-government of the Terek Cossacks at the military level can serve as a foundation for better understanding and assessment of modern processes and phenomena in the Cossack environment and will help to build state policy towards the Cossacks in modern Russia. In the Russian historiography, there are no works devoted specifically to the restoration of the election of power in the Terek Cossack army. Therefore, the scientific novelty of the research is determined by the fact that for the first time an attempt was made to chronologically reconstruct the history of the creation of the military system of self-government of the Terek Cossacks. The methodological basis of the research is the principle of historicism, with its focus on the study of the moment of occurrence of a historical event and the stages of its development. An analysis of the events on the Terek in 1917 shows that the Terek Cossacks were able to organize themselves and create a full-fledged administrative-territorial entity and only a change in the socio-political situation in Russia as a whole was placed, strengthened and continued this initiative. It should also be noted that the Terek Cossacks, by the time of the restoration of military self-government, came up with ready-made drafts of relevant documents, which allowed the Terek army to be the first among other troops to create their own elected power. This indicates a high intellectual potential among the Terek cossacks.

TRANSFORMATIONAL FACTORS OF THE FORMATION AND IMPLEMENTATION OF THE INNOVATIVE POTENTIAL OF THE REGIONAL ECONOMY

2021 ◽  
Vol 27 (7) ◽  
pp. 122-132
Author(s):  
M. Oborin ◽  
Keyword(s):  
Economic System ◽  
Innovation Process ◽  
High Growth ◽  
Human Potential ◽  
High Tech ◽  
Technical Factor ◽  
Intellectual Activity ◽  
Main Research ◽  
Innovative Potential ◽  
Intellectual Potential

The article is devoted to the problems of the development of the innovative potential of regional economic systems, which determines the vector and the intensity rate of the formation of competitive goods, services and innovation environment. The object of the study is the factors of regional influence on the change in the innovation potential. The purpose of the study is to determine the role of the human factor in the system of transforming and transforming innovative potential as a driving force of socio-economic development. The research objectives are related to the increasing importance of human capital in solving complex strategic problems. The main research methods: system and situational approaches, analysis of statistics on the development of the intellectual potential index. Determining the conditions for the favourable development of the innovation process of the economic system was carried out on the basis of determining the factors that contribute to the effective development of innovations, conditionally divided into transformational and transactional. The greatest importance in this study is given to intangible assets created as a result of human intellectual activity: the foundations of intellectual potential. The active realization of intellectual potential in various socio-economic spheres creates opportunities for regional development, intensification and innovative progress. The analysis of intellectual activity was carried out on the basis of indicators of the Southern Federal District, as a result, a weak level of development and influence on the domestic product was established. Despite a sufficient number of favorable factors, the district can provide high growth rates with the participation of state support for human potential. The technical factor that affects the development of the innovative potential of the economic system is situationally manifested in high-tech industries that depend on the modernization of industry elements, which may differ in the rate of re-equipment and determine the directions of integration of the regions of the district in different ways. The results of the innovation process and the success of their integration into the real sector of the economy determine the effectiveness of digitalization of various types of economic activities and the development of more flexible innovative approaches

Classification of persons attracted to cooperation in places of deprivation of liberty depending on the motivational criteria

2019 ◽  
pp. 135-139
Author(s):  
Алевтина Юрьевна Крипулевич
Keyword(s):  
Social Status ◽  
Personal Characteristics ◽  
Information Base ◽  
The Subject ◽  
The Moment ◽  
Selection Of

Статья посвящена рассмотрению мотивов, руководствуясь которыми, лица, находящиеся в местах лишения свободы, идут на сотрудничество или оказывают содействие оперативным подразделениям уголовно-исполнительной системы. В местах лишения свободы мотивация негласного сотрудника наделена специфическими особенностями, присущими этой категории лиц исходя из их места нахождения и того правового, социального статуса, которым они в этот период времени наделены. Опираясь на мнение оперативных сотрудников, анализируя теоретическую, прикладную, информационную базу по данному вопросу, в статье представляется и рассматривается классификация лиц в места лишения свободы, которая основывается на мотивационных критериях, руководствуясь которыми, лица соглашаются сотрудничать с оперативными подразделениями учреждений уголовно-исполнительной системы. Выделение мотивационных критериев у лиц, привлекаемых к содействию в рамках работы негласного аппарата, принимая во внимание личностные особенности субъекта вербовки, является одним из основополагающих принципов, который позволяет оперативному сотруднику предопределять ход ведения беседы. Данные знания помогут оперуполномоченному эффективнее, качественнее проводить работу с лицами, привлекаемыми к негласному содействию. The article is devoted to the consideration of the motives on the basis of which persons in places of deprivation of liberty either cooperate or provide assistance to the operational units of the penitentiary system. In places of deprivation of liberty, the motivation of an agent is determined by the specific characteristics of that category of person, based on his or her location and the legal and social status to which he or she is entitled at the moment. Based on the opinion of operational staff, analysis of theoretical, applied, information base on this issue, the article presents and considers the classification of persons in custody, which is based on motivational criteria, guided by which people agree to cooperate with operational divisions of institutions. The selection of motivational criteria for the involvement of the secret apparatus, taking into account the personal characteristics of the subject of recruitment, is one of the fundamental principles that will allow the operative employee to determine the course of the conversation. This knowledge will help the operative to work more effectively and efficiently with the recruited persons.

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