scholarly journals PERSONNEL DIAGNOSIS IN THE HUMAN RESOURCES MANAGEMENT SYSTEM OF THE HEALTHCARE INSTITUTION

2021 ◽  
Author(s):  
Kostiantyn Netudyhata ◽  
Eduard Kovalchuk ◽  
Victor Lyashenko
Keyword(s):  
Health Care ◽  
Decision Making ◽  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Health Care Institution ◽  
Dental Clinic ◽  
Length Of Service ◽  
Care Institution ◽  
Personnel Management System

The staff of the health care institution is its main resource, the quality and efficiency of which largely depends on the results of its activities and its competitiveness in the market of medical services. Prerequisites are being formed for the emphasis on staff diagnostics as a kind of tool for regulating the personnel management system in health care institutions. The theoretical and methodological aspects and results of personnel diagnostics in the personnel management system of a health care institution were revealed in the article. An example was UC “Subsidiary Company of Dental Clinic № 1” of the city of Nikolaev. It is noted that the goals of personnel diagnostics in personnel management systems are: improving the quality of management; unity of action in management; effective use of human resources; increase staff productivity. Carrying out diagnostics involves a step-by-step study of the following aspects: staffing; staffing of the enterprise; quantitative composition of staff by categories, gender structure, age, education and length of service; labor movement, use of working time. Emphasis is placed on decision-making based on its results. As the analysis showed, in 2018–2020 years the share of employees of the most important for the company categories of staff (managers, professionals, and specialists) not changed significantly. These categories of staff occupied the largest share in the structure of all staff. A study of the structure of the company’s staff by age, education and length of service, found that the basis of the staff UC “Subsidiary Company of Dental Clinic № 1” are young, energetic and highly educated people. The age category from 25 to 40 years largely prevails. Most of the staff of UC “Subsidiary Company of Dental Clinic № 1” works at the company from 10 to 20 years. However, there are some problems in the staffing of the clinic, the structure of health workers and the orientation of work to the end result. Emphasis is placed on decision-making based on the results of staff diagnostics. Considerable attention is paid to improving the motivational mechanism. Recommendations for the use of additional tangible and intangible incentives in personnel management are given.

The system of personnel adaptation in the company: theory and practice

2021 ◽  
pp. 52-66
Author(s):  
M.R. Afanasieva ◽  
E.E. Mirgorod
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Business Development ◽  
Theory And Practice ◽  
Highly Qualified ◽  
Present Stage ◽  
Qualified Personnel ◽  
Personnel Management System

At the present stage of business development, human resources are central to the activities of any organization. An effectively assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. are the key to the successful functioning of any organization. Thus, the successful construction and operation of the personnel management system influences the efficiency of work, profitability, competitiveness and prospects for the development of the company as a whole.

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.

scholarly journals The concept and classification of human resource risks in the personnel management system in local government bodies in Ukraine

2021 ◽  
Author(s):  
V. Fesenko
Keyword(s):  
Local Government ◽  
Human Resources ◽  
Human Resource ◽  
Personnel Management ◽  
Local Governments ◽  
Management System ◽  
Main Body ◽  
Local Authorities ◽  
Personnel Management System

Problem setting. More recently, the problem of the shortage of skilled personnel in Ukraine has become significantly aggravated, primarily due to emigratory mood of young people. To maximize the implementation of labor potential, it is necessary to identify and minimize the relevant human resource risks that may arise during the development of the organization, in particular of local authorities. After all, the functioning of many spheres of the state as a whole depends on the efficiency of local governments activities. Recent research and publication analysis. The concept and classification of human resource risks were considered and presented in the works of A. Alaverdov, O. Diomin, V. Zhukovska, L. Ischuk, V. Rodchenko, G. Rekun, O. Pakhlova, S. Lobazova, O. Smagulov. V. Fedoseev and M. Khromov investigated the causes of human resources risks. E. Bulanova developed methods for identifying the causes and factors of human resources risks, accounting for them, and minimizing the influence. N. Kazakova, Zh. Denisova, O. Kalmykova studied the minimization of human resource risks in the management of civil service personnel with the help of psychological influence. Highlighting previously unsettled parts of the general problem. Despite the elaboration of many aspects of this issue, the definition, specificity, and classification of human resource risks in local government bodies have been studied insufficiently and require a more thorough study and justification. The purpose of the paper is to identify and classify human resource risks in the personnel management system in local government bodies in Ukraine. Paper main body. Personnel management is a multifaceted and complex process, which is characterized by specific features and patterns. Human resource risks are an integral part of the HR management system. According to the majority of scientists, the activities of the organization are impossible without human resource risks. The main reason for human resource risks is the unpredictability of human behavior, which generates a significant range of possible solutions to problems and their consequences. Human resource risks in each area have their own characteristics. The wording of the concept of “human resource risks” in local government bodies is not officially fixed. Today, this term is also insufficiently developed in the scientific literature. Taking into account the specifics of these bodies, it can be taken as a basis that human resource risks in the personnel management system in local government bodies in Ukraine are a set of threats to personnel and the local government body as a whole, associated with factors of the personal factor, economic nature and the specifics of the social and professional environment of civil servants. The personnel hazard at each stage of work with the cadre potential can be generated by the following factors: technical, technological, motivational, psychological, and corruption. An important point in changing personnel hazards is circumstances that change over time. This includes the situation in the country, the team, the official's family, his/her character, needs, priorities. Today, during the quarantine period, technical and technological risks are especially relevant. They can simplify most procedures for obtaining services to protect workers from danger. However, there is another side to this situation – the psychological side. Not every official is capable of drastically changing his/her work schedule. These changes are especially difficult for aged employees. Conclusions of the research and prospects for further studies. Each personnel risk is constantly changing, crowding out stereotypes, and requires due attention from the management. It is extremely urgent today to increase the level of digitalization. It is the flexibility of the personnel management system that can become the basis for unlocking the long-term potential of local authorities, although the identification of human resource risks and their minimization is a long and difficult process.

OVERVIEW OF FOREIGN MODELS OF PERSONNEL MANAGEMENT

2021 ◽  
Vol 4 (8) ◽  
pp. 35-39
Author(s):  
Raykhon Olloberganova ◽  
Keyword(s):  
United States ◽  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Human Resources Management ◽  
The United States ◽  
Management Systems ◽  
Resources Management ◽  
Foreign Experience ◽  
Personnel Management System

Methods for improving the personnel management system have been studied. The advanced foreign experience in the field of personnel management is analyzed. The structure of the human resources management system abroad is disclosed. The main schools of management are American and Japanese. The main trends in the development of personnel management systems in the United States are revealed. The main problems in the field of human resources management in Japan are analyzed.Keywords:world economy, USA, Japan, Personnel management, management.

Recommendations for improving the personnel adaptation system at Stil Trade LLC

2021 ◽  
pp. 24-32
Author(s):  
M.R. Afanasyeva ◽  
E.E. Mirgorod
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Business Development ◽  
Highly Qualified ◽  
Present Stage ◽  
Qualified Personnel ◽  
Personnel Management System

At the present stage of business development, human resources are central to the activities of any organization. An efficiently assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. is the key to the successful functioning of any organization. Thus, the effectiveness of work, profitability, competitiveness and the prospects for the development of the company as a whole depend on the successful construction and operation of the personnel management system.

scholarly journals Personnel management features of medical institutions

2021 ◽  
Vol 2 (1) ◽  
pp. 44-53
Author(s):  
Olena Pavlenko ◽  
Vitalii Sukalenko ◽  
Oleksii Shkulipa ◽  
Meena Sunildutt Sharma
Keyword(s):  
Health Care ◽  
Staff Development ◽  
Personnel Management ◽  
Medical Staff ◽  
Management System ◽  
Health Care Services ◽  
Health Care Facilities ◽  
State University ◽  
Personnel Management System ◽  
The University

This article summarizes the arguments and counter-arguments within the scientific discussion on personnel management in health care organizations. The study’s main purpose is to identify opportunities to improve the efficiency of medical staff through innovative forms of labor organization and HR management. Systematization of scientific background and approaches on personnel management in health care showed that staff development is a priority in health care. The authors emphasized the high competition in the Ukrainian services market. Thus, improving the service quality is the key element for successful any business activity. The relevance of solving this scientific problem is a need to regulate the organization’s personnel policy. To achieve this goal, the study was conducted in the following logical sequence: 1) investigation of the theoretical advances devoted to personnel management of health care facilities and features of this process; 2) analysis of the activity and organizational structure of the University Clinic of Sumy State University; 3) assessment of the motivation and satisfaction of the medical staff of the University Clinic of Sumy State University; 4) identification of the main motives, incentives, and reasons to work; 5) analysis and generalization of the available personnel management tools of the University Clinic of Sumy State University regarding identifying the responsible for personnel management and determining main motivation methods of medical staff. The methodological tools of the study are statistical methods and questionnaires. The study involved data for 2019-2020. The object of the study is the personnel management system of the University Clinic of Sumy State University. The empirical analysis results showed a relationship between several problems, including personnel, organizational and economic. The study empirically confirms and theoretically proves that personnel management affects the effectiveness of health care services. With the study findings, the authors proposed a set of measures to improve the efficiency of the existing personnel management system of the University Clinic of Sumy State University.

scholarly journals Personnel logistics in the enterprise market system

2019 ◽  
pp. 53-58
Author(s):  
O. N. Kolomyts ◽  
I. O. Voznyuk ◽  
V. V. Nesterov
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
The State ◽  
Market System ◽  
Logistics System ◽  
Personnel Management System

The article is devoted to the conceptual provisions of one of the innovative modern approaches to the management of personnel potential of the enterprise – the logistics approach, which provides for the development and implementation of a logistics personnel system that ensures the optimal formation of personnel, ensuring its mobility, the distribution of jobs in the system and minimizing turnover. The authors identified the advantages of personnel logistics and proposed activities that can be used to assess the state of the personnel management system in a separate logistics system with the allocation of three blocks: the overall assessment of human resources; analysis of the activities and main functions of departments; evaluation of the implementation of key functions of personnel management. Studies conducted in this work prove the need to optimize personnel flows, which will create additional savings and optimize the movement of personnel.

scholarly journals ТЕОРЕТИЧНИЙ БАЗІС ФОРМУВАННЯ СИСТЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ МЕДИЧНОГО ЗАКЛАДУ

Economical ◽  
2020 ◽  
Vol 1 (1(22)) ◽  
pp. 97-105
Author(s):  
Ganna Myroshnychenko ◽  
◽  
Yuliya Polegenka ◽  
Keyword(s):  
Health Care ◽  
Human Resources ◽  
Personnel Management ◽  
Health Care System ◽  
Medical Staff ◽  
Management System ◽  
Medical Institution ◽  
Highly Qualified ◽  
Medical Institutions ◽  
Qualified Personnel

In modern market economy, among the variety of problems associated with the normal and efficient development of enterprises and organizations, one of the main problem is the personnel management. In the near future, the best development will be achieved by those organizations that focus on human resources and their management. Data shows that strategic personnel management in the current context of health care reform will increase the competitiveness of medical institutions. The paper analyzes the state of staffing in the healthcare sector. It was determined that there is a tendency to reduce medical facilities, and the outflow of highly qualified personnel to other sectors of the economy. Thus, since 1990, the number of hospitals has decreased by 43.5%, from 3.6 thousand to 1.1 thousand. Due to this, the number of hospital beds per 10,000 population decreased at the end of 2017, the number of beds decreased by 53.9%. The analysis revealed that in Ukraine there is a problem of layoffs. It is established that in the period from 1990 to 2017 there was a decrease in the number of paramedics in the health care system by a total of 32.1 people per 10,000 population, which is 27.3% of the total number of paramedics in 1990. Research shows that the movement of health workers depends on the movement of labor migration from districts to large cities, and is common in all countries, but in Ukraine there is a tendency to reduce the average number of medical staff at a faster rate than the reduction of doctors. This is due to difficult economic conditions in the country. The analysis of the personnel potential of health care institutions of Ukraine was carried out, which determined a significant reduction of medical staff, especially in the part of paramedical staff. It decreased by 27.3% of the total number of paramedics in 1990. It is determined that the main factors reducing the human resources of health care institutions of Ukraine are the inadequacy of staff training to modern requirements in the field of health care, insufficient material and social security of staff. An effective system of personnel management of a medical institution has been developed, which is based on the formation of human resources and the effective use of the personnel of the medical institution, which includes an analysis of the labor potential of the medical worker; planning and selection of staff depending on the demand for medical services of the institution; development of rules for hiring staff in accordance with labor legislation; application of methods of adaptation of medical staff; application of a transparent method of personnel certification. The characteristics of the functioning of the health care sector, which influence the formation of the personnel management system of medical institutions, have been identified. Directions for improving the personnel management system of medical institutions have been identified, which will ensure high quality of medical services with sufficient material security of medical institution staff and promote the retention of highly qualified personnel in medical institutions, which in turn will increase the efficiency of the health care system as a whole.

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