scholarly journals Formation of the Organizational-Economic Mechanism of Development and Preservation of the Staff of «Kyivstar» JSC

2020 ◽  
Vol 11 (514) ◽  
pp. 379-384
Author(s):  
I. G. Polotniak ◽  
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Human Resources Management ◽  
Main Task ◽  
Internal Factors ◽  
Economic Mechanism ◽  
Resources Management ◽  
Important Direction ◽  
Favorable Conditions ◽  
Telecommunications Company

The article is aimed at analyzing both external and internal factors of formation of the organizational-economic development and preservation of the staff of company «Kyivstar»; examining the methods and criteria for assessing the effectiveness of the employees’ performance, recommendations for implementing measures to improve the human resources management system. Today, the telecommunications company «Kyivstar» is one of the most successful Ukrainian employers due to modern approaches to human resources management and creation of favorable conditions for employee development. The main task of human resources management is to combine its effective training, qualification advancing and labor motivation to develop the skills of employees and encourage them to perform top-level work. The peculiarities of personnel policy of Ukrainian telecommunications company «Kyivstar» are considered; the quality staff composition, system of staff development and motivation are analyzed. The factors that have a direct impact on the development of personnel potential of the enterprise, in particular intrasystem and individual ones, are described. Measures are proposed to improve the system of development and preservation of the company’s staff. A further important direction of research in the field of staff development and preservation is the formation of an automated mechanism for the process of assessing the enterprise’s staff. Modern realities of the national economy to ensure the competitiveness of enterprises require the use of the latest management methods and technologies for the development of professional level of employees, new approaches to the formation of an organizational-economic mechanism of staff management, which necessitates further research.

Theoretical Basics for Building Economical and Effective Systems of Human Resources Management in Organizations

10.12737/5793 ◽  
2014 ◽  
Vol 3 (5) ◽  
pp. 43-47
Author(s):  
Кибанов ◽  
Ardalon Kibanov
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Economic Mechanism ◽  
Resources Management ◽  
Target Model

We continue publishing lectures on new Bachelor’s program – Economics of Human Resources Management. The article studies classifi cation and essence of elements of organizational economic mechanism of human resources management, and components and essence of functional target model of human resources management of an organization, which is the major source of building economical and eff ective systems of human resources management.

scholarly journals Features of Personnel Management in Humanitarian Universities

2021 ◽  
Vol 7 (9) ◽  
pp. 521-529
Author(s):  
K. Osmonbaeva ◽  
A. Dootaliev
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Human Resources Management ◽  
Main Task ◽  
Kyrgyz Republic ◽  
Service Market ◽  
Resources Management ◽  
University Personnel ◽  
The University ◽  
And Control

At present, when education has become a goods in the service market, it is necessary to competently approach the issue of managing the human resources of universities. The value of a university is determined by the value of its human resources. Today, there is a shortage of competent specialists in the humanitarian universities of the Kyrgyz Republic. The main task of the university's human resources management is to attract the most valuable employees to the university who are able to bring educational services to a new level. The article describes the features of human resources management of a humanitarian university, considers the classification of university human resources, studies the elements of university personnel management, such as planning, organization, motivation and control.

scholarly journals Principal’s Information Management as a Correlate to their Human Resource Management Practices in Ebonyi State

2018 ◽  
Vol 4 (6) ◽  
Author(s):  
Paul Nwakpa
Keyword(s):  
Staff Development ◽  
Secondary Schools ◽  
Human Resources ◽  
Information Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Resources Management ◽  
Level Of Significance ◽  
The Relationship

The study investigated the relationship between the principals’ information management and their human resources management practices in Ebonyi State Public Secondary schools. The paper focused on the relationship between information management and staff orientation and relationship between information management and staff development. The study was guided by two research questions and two null hypotheses which were tested at 0.05 level of significance. The study adopted correlational research design.The population of the study was 4,500 teachers. The sample size for the study was 450 teachers using proportionate stratified sampling technique which represents 10% of the 4,500 teachers in Ebonyi State Public Secondary schools. Self structured type of questionnaire entitled “Human Resources and Information Management Questionnaire (HRIMQ) was used to elicit responses from the respondents. The instrument was face validated by three experts from the department of Educational Foundations, Ebonyi State University, Abakaliki. A reliability index 0.74 was obtained using cronbach co-efficient. Data collected were analyzed with Pearson product moment correlation coefficient. The study found that a significant positive relationship existed between information management and the two aspects of human resources management studied, via, staff orientation and staff development. Based on the findings of the study some recommendations were made, to include: to upgrade the information resources and facilities of schools for improve service delivery, among others. 

Human Capital Investment: an Educational Perspective

2020 ◽  
pp. 130-144
Author(s):  
Olexandr Skibitsky ◽  
◽  
Volodymyr Lypchanskyi ◽  
Keyword(s):  
Higher Education ◽  
Human Capital ◽  
Labor Market ◽  
Staff Development ◽  
Human Resources ◽  
Human Resources Management ◽  
Main Element ◽  
High Tech ◽  
Personnel Policy ◽  
Resources Management

The directions of development of the system of investment of professional (educational) level of personnel and policy of human resources management are considered. The basis of effective activity of the enterprise, especially in a crisis situation, is an effective personnel policy and the strategy of motivation and promotion of the personnel derived from it promotes prevention of social conflicts. Continuous training and retraining of managers and ordinary employees, staff development based on the qualitative characteristics of its educational and professional level becomes the main element of personnel policy in the organization. The most important prerequisite for improving the efficiency of investment in education is forecasting labor market needs. An individual's investment in his or her own education may be ineffective if he or she does not have an assessment of the potential need of entrepreneurs for certain specialists. Inadequate assessment of the company's training and staff development needs will also negatively affect the effectiveness of the respective investments. Forecasting the situation on the labor market is necessary for the state to prevent structural imbalances in the labor market or mass unemployment. Higher education makes a significant contribution to the development of individual human capital. The contribution of higher education to individual economic growth is primarily related to improving the quality of work of employees with a high level of education and qualifications. The most important factor of success is the continuous theoretical and practical training of managers of a new type, with a high sense of responsibility for the results of the enterprise. This requires the intensification of research in this area, the development of specific ways and methods of implementing personnel policy, restructuring the formation and use of human resources management of organizations. In the most high-tech, prestigious and highly paid professional fields, preference will be given to freelance graduates. These considerations require the intensification of research in this area, the development of specific ways and methods of implementing personnel policy, restructuring the formation and use of human resources management of organizations.

scholarly journals Human Resources Management, Internationalization and Academic Staff Mobility

2019 ◽  
Author(s):  
Grischa Fraumann ◽  
Işıl Güney
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Academic Staff ◽  
Human Resources Management ◽  
International Mobility ◽  
Resources Management ◽  
Academic Staff Development ◽  
Support Tools ◽  
Institutional Strategies

In the following study (chapter 6), Human Resources Management, Internationalization and Academic Staff Mobility, Grischa Fraumann and Işıl Güney analyze the relationship between international mobility, academic staff development and human resources management. Giving some theoretical information about the role of HRM in academic staff development and academic mobility, the authors focus on internationalization of institutional strategies and HRM. Institutional structures, processes, support and incentive mechanisms in higher education institutions are examined. Drawing attention to the lack of human resources support tools, they emphasize the role of human resources unit in international mobility of academic staff for staff development and conclude that an effective institutional strategy in collaboration with HRM and international office is needed to overcome obstacles and promote mobility.

scholarly journals Pengembangan Sistem Peningkatan Motivasi, Komitmen dan Moralitas SDM di Lembaga Pendidikan Islam

2018 ◽  
Vol 9 (2) ◽  
pp. 21-34
Author(s):  
Fauzan Adhim
Keyword(s):  
Human Resources ◽  
Performance Guide ◽  
Human Resources Management ◽  
Educational Institutions ◽  
Internal Factors ◽  
Resources Management ◽  
Human Needs ◽  
Two Factors ◽  
Basic Human Needs ◽  
And Performance

Its role determines the succession of the process of administering education. Ignoring human resources is the same as making a death hole for educational institutions. It is on the basis of the urgency of human Resources that the concept and model of human Resources management emerge in educational institutions. In general, the concept can be categorized into two models. [1] human Resources as a person who has motivation, commitment and morality. Thus, the management efforts carried out must be in order to improve the overall personality above; [2] human Resources as a unified system in educational institutions. The efforts made by the manager are to build a system and a model that becomes a reference and performance guide for all human Resources. human Resources motivation is related to psychological drives that are influenced by two factors, namely internal and external, or intrinsic and extrinsic. Internal factors can be influenced by basic human needs as Maslow's theory. human Resources commitment is related to identification of feelings, participation and loyalty to the organization. So if you want to know someone's commitment then you can see their loyalty to the organization.

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