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.

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 TRANSFORMATION OF THE PERSONNEL MANAGEMENT SYSTEM OF A TYPICAL HOSPITALITY ENTERPRISE INTO AN INNOVATIVE STRUCTURE

2020 ◽  
Author(s):  
Sergiy Tsviliy ◽  
◽  
Denys Vasylichev ◽  
Darya Gurova ◽  
◽  
...  
Keyword(s):  
Staff Development ◽  
Personnel Management ◽  
Management System ◽  
Self Organization ◽  
Management Systems ◽  
Enterprise Management ◽  
Social Partnership ◽  
The Social ◽  
Specialized Service ◽  
Personnel Management System

The article analyzes the social and labor processes occurring in the hospitality industry. The general algorithm of transition to the new personnel management system of innovative type for the company in the field of hospitality is investigated. Regularities of innovative development of personnel management systems at a typical enterprise in the field of hospitality and their characteristics are revealed. The following steps for the transition to a system of "human resource management" are proposed: the formation of the principles of social partnership; creation of differentiated subsystems that are focused on individual social groups; decentralization of personnel management and transformation of the relevant specialized service into a consulting and methodological one with some integration into other enterprise management systems; development of forms of relations that allow investing in staff development; development of motivational bases of management, formation of collectives focused on creativity and self-organization.

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 Tourist enterprise marketing complex: international and national aspect

2021 ◽  
pp. 124-127
Author(s):  
О.В. Птащенко ◽  
В.А. Вовк
Keyword(s):  
Development Strategy ◽  
Modern Technology ◽  
Machine Building ◽  
Enterprise Management ◽  
Goods And Services ◽  
Marketing Activities ◽  
Marketing Variables ◽  
Business Entities ◽  
The Right

The main features of the marketing complex for the enterprises of the tourist branch are considered in the article. In a market economy, the concept of marketing, as part of improving enterprise management, becomes an integral part of its activities. With the help of a number of controlled marketing variables, business entities can influence customers, stimulate them, encouraging them to certain, desirable for the company actions in the market until the purchase. One of the elements of the marketing complex is the brand. Increasingly, it is important to use it as one of the most important marketing factors that can ensure the success of the company in the market. To a large extent, this success is due to choosing the right branding strategy. This choice, as well as the positioning and development strategy of the brand directly depend on the chosen variety. In addition, it should be noted that the purpose of marketing is not only to benefit companies, but also to build long-term relationships with consumers, meet their demands, improve the quality of goods and services, improve the conditions of their acquisition. It should also be noted that the formation of marketing activities at the enterprise today is impossible without a focus on modern technology. Such technologies include Internet marketing as a modern way of building a business. Principles of tourism marketing: constant search and maximum respect for the consumer, focus on his needs and requirements, which provide the market is not goods and services, and ways to solve consumer problems; flexibility in achieving the set goal by adapting to the requirements of the market with a simultaneous targeted impact on it; a comprehensive approach to the development of marketing plans, which involves the use not of individual marketing activities, and a set of marketing, a combination of individual elements which allows you to achieve a certain goal; focus on the long-term prospects of the enterprise. Thus, the main purpose of each enterprise is to achieve profitability and stability of services. Today it is possible to achieve only through the introduction of basic principles of marketing and the formation of a comprehensive mechanism of marketing activities. At the same time, the high cost of enterprises, for example, machine-building industry, agricultural machinery enterprises should be compensated by the introduction of modern advanced production technologies, rational use of fundamentally new materials, introduction of modern technological policy, including marketing and work aimed at improving skills. All this once again confirms the importance of marketing management today and as a consequence of the constant introduction of the latest marketing tools.

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.

scholarly journals Methodological tools to ensure economic security in the personnel management system of enterprises

2019 ◽  
Vol 135 ◽  
pp. 04008 ◽  
Author(s):  
Guzaliya Klychova ◽  
Alsou Zakirova ◽  
Angelina Dyatlova ◽  
Aigul Klychova ◽  
Evgenia Zaugarova ◽  
...  
Keyword(s):  
Personnel Management ◽  
Management System ◽  
Economic Security ◽  
Enterprise Management ◽  
Effective Management ◽  
Key Factors ◽  
Factors Affecting ◽  
Financial Condition ◽  
Economic Entity ◽  
Personnel Management System

Economic security of the enterprise is designed to ensure stable and continuous functioning of the economic entity. The study of the state of economic security is one of the key factors for enterprises, as the level of its security depends on the financial condition. The purpose of personnel management in the system of economic security of the enterprise is to find ways to minimize risks and threats to employees. Ensuring economic security is one of the most important problems faced by enterprises. The overall system of integrated enterprise management is closely related to security and personnel management. The article examines the main threats and factors affecting economic security, as well as measures to improve the system of protection of the organization, the factors affecting the external and internal environment, measures for the organization of economic security in the enterprise, developed a methodology for assessing the personnel management system to make effective management decisions.

Model of Development of Competences of Workers and Experts As Element of Personnel Marketing in the Personnel Management System

2020 ◽  
Vol 8 (6) ◽  
pp. 38-43
Author(s):  
Ol'ga Antipova
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Development Strategy ◽  
Management System ◽  
Educational Organizations ◽  
Resource Saving ◽  
General Direction ◽  
Personnel Management System ◽  
Management Approaches ◽  
Relationship Of

Subject. Strategic management of human resources defi nes the general direction in which the organization intends to follow, solving strategic problems and achieving the planned objectives. Such management defi nes in the long term practice of formation and development of human resources, managements of indicators of personnel work, etc. The modern competitive strategy of improvement of quality of labor in modern productions, has to be based on formation at workers of the key competences caused by branch specifics. Purposes. A main objective is to open one of human resource management approaches — marketing of the personnel representing the system of relationship of the organization with personnel. In modern conditions marketing of personnel promotes planning and realization of functional management of human resources. Methodology. For achievement of the planned results modeling methods — a structurization method are used. Results. Need of use of personnel marketing as resource-saving mechanism is proved in a personnel management system: the model of development of competences of workers and experts as one of elements of personnel marketing directed to increase in labor productivity in structural divisions of the oil company is off ered; it is provided creations of the centers of development of competences of organizational structure of large corporations and its interaction with the structural divisions which are responsible for development of a production system, the educational organizations and the companies which are carrying out the assessment of competences. Conclusions. Within the research it is noted that the model of development of competences of workers and experts has to be in the center of attention when forming the development strategy of the organization, representing one of elements based on which the organization forms competitive advantages of the personnel.

Video Interview as the Modern Tool of Personnel Selection: Myths and Reality

2016 ◽  
Vol 5 (4) ◽  
pp. 78-81
Author(s):  
Михелашвили ◽  
T. Mikhelashvili ◽  
Иванова ◽  
I. Ivanova
Keyword(s):  
Personnel Management ◽  
Personnel Selection ◽  
Management System ◽  
Selection Process ◽  
Retrospective Survey ◽  
The Real ◽  
Advantages And Disadvantages ◽  
Personnel Management System ◽  
Modern Tool ◽  
Video Interview

This article presents a retrospective survey of methods of personnel selection. Particular emphasis is placed on the newest tools and technologies applied in the practice of the organizations, in particular the video interview. The relevance of the emergence of the video resume service, and then the video interview caused by needs of organizations in ability of mobile response to changes in demand of required staff, which causes an accelerated search for candidates and recruiters. The emergence of such innovation in the staff selection process is accompanied by a set of myths, caused by the different interpretation of its advantages and disadvantages. Drawing on the experience of organizations, which are developing this technology of personnel selection and its software and maintenance, as well as the reviews of organizations which are using such a tool, the authors of the article are trying to uncover the real prospects of personnel management system enhancement.

scholarly journals Classification of methods for implementing enterprise strategy

2020 ◽  
Vol 16 (5) ◽  
pp. 102-109
Author(s):  
A. R. Khachemizov ◽  
V. Z. Zarubin ◽  
A. K. Dorgushaova
Keyword(s):  
Strategic Planning ◽  
Strategic Management ◽  
Management System ◽  
Planning Process ◽  
Educational Process ◽  
Strategy Development ◽  
Enterprise Management ◽  
Enterprise Strategy ◽  
Strategic Planning Process

Strategy development is one of the most important functions of enterprise management. In addition to a sound strategic plan for the successful development of an enterprise, an effective mechanism for its implementation is required. The set of actions to develop the strategy and its implementation create the prerequisites for the formation of a strategic management system. The purpose of the research is to develop and use a new approach to the classification of methods for implementing enterprise strategy, which is based on the principle of separation of methods in accordance with the tasks of strategic management. Functional approach has been used as a methodological basis of the research. It provides for the division of the strategic planning process into a number of aggregated functional tasks. Scientific publications and works of foreign and domestic scientists were used, devoted to the analysis of the formation of strategic prospects for the enterprise development. The eventual result of the research was a classification of strategic planning methods, where the main stages of the strategic planning process, the tasks of strategic choice and methods of their solution are put in logical correspondence. The main features of the classification of methods for developing and implementing a strategy are: scientific specificity or specialization; characteristics of expert information; stage of the strategy development process; the degree of determinism of the problem conditions. Theoretical significance of the research lies in the development of methodological foundations for the formation and functioning of the strategic management system of an industrial enterprise. The classification of methods of strategic planning proposed in the article in accordance with the functional characteristics of the stage of strategic planning is of practical importance. The results can be used in subdivisions of an enterprise management system that solve the problems of developing and implementing a strategy, as well as in the educational process when training bachelors in the areas of «Management» and «State and Municipal Management».

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