scholarly journals INNOVATIVE INSTRUMENTS FOR MANAGING PERSONNEL OF TRANSNATIONAL CORPORATIONS

2019 ◽  
pp. 86-93
Author(s):  
Dmytro Shushpanov ◽  
Mariana Lifanova
Keyword(s):  
Human Resources ◽  
Multinational Corporations ◽  
Personnel Management ◽  
Western Europe ◽  
Transnational Corporations ◽  
Effective Management ◽  
Management Tools ◽  
Use Of Resources ◽  
Scientific Principles ◽  
The Usa

The article explores coaching and mentoring as innovative personnel management tools and their importance for the effective management of human resources in order to increase the company's competitiveness. The interpretation of the term “coaching” is given. It has been analyzed as one of the important factors for improving the organization’s activity. At present, the topic of coaching has become one of the most sought after in the field of management and consulting. The benefits of coaching are presented and characterized. Successful experience of using coaching technologies in multinational corporations, in particular on the example of companies of the USA, Japan, Singapore and Western Europe is considered. Coaching was compared with mentoring. Mentoring puts more emphasis on the practical part when an experienced employee trains the less experienced. Mentoring is a long process. The main advantages of using these management tools in the context of globalization are substantiated. Basic coaching models are presented and characterized. Coaching technologies are aimed at transforming the company personnel management system. They are aimed at achieving the goal with the most optimal use of resources and the development of company employees. Coaching technologies create an environment where change happens most easily, quickly and naturally. For greater productivity, relationships between volume managers and employees must be based on partnership, trust and security. The scientific principles of coaching implementation in organizations as a method of managing their development and effectiveness are highlighted. It has been proven that coaching allows employees to adapt to change as quickly as possible and achieve maximum self-realization.

scholarly journals Personnel Policy as Effective Tool for Security-Oriented Personnel Management of the Organization

2020 ◽  
Vol 24 (1) ◽  
pp. 75-80
Author(s):  
A. Kovalenko ◽  
◽  
V. Grynenko ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Employee Motivation ◽  
Point Of View ◽  
Effective Management ◽  
Management Tools ◽  
Personnel Policy ◽  
Modern Business ◽  
The Right

Annotation. Introduction. In modern business conditions to increase the efficiency of human resources of the organization it is necessary to use a variety of tools. The basis of effective management of human resources of the organization is a system of personnel policy. With the rational use of available human resources, the time of implementation of the main strategy of the organization is significantly reduced. Purpose. The aim of the article is to determine personnel policy as effective tool for personnel management of the organization. Results. Personnel policy from the point of view of its formation is considered. The main problems of functioning and implementation of personnel policy of the organization are revealed. The role and place of personnel policy in the process of strategic personnel management are determined. The growth of the value of the employee, who acquires new forms of manifestation for the owner and head of the organization, is proved. The main content and goals of the personnel policy of the organization are substantiated, taking into account the strategy of its development, aimed at achieving not only economic but also social effect. Conclusions. Personnel policy plays a key role in building an effective management system for a security-oriented enterprise. An effective personnel policy should be implemented in stages, taking into account the risks and strategy of the organization. Given the growing value of the employee, it is necessary to build a progressively growing system of employee motivation, provided by personnel policy. Since the competitiveness of the enterprise depends on the tools of personnel policy, it is necessary to determine the operational and strategic goals of the organization as a whole, defining specific goals for each employee. Only if the right personnel policy is built, it is possible to build an effective management system for a security-oriented organization. Keywords: personnel policy, personnel management, enterprise strategy, management tools, human resources.

Personnel Management in the Hotel Business: the Importance of Training

2019 ◽  
Vol 8 (1) ◽  
pp. 56-60
Author(s):  
О. Кузина ◽  
O. Kuzina ◽  
М. Раденович ◽  
M. Radenovich ◽  
Р. Ашурбеков ◽  
...  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Effective Management ◽  
Material Costs ◽  
Cost Item

The enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises. In most hotels the payroll is the single biggest cost item, whilst in restaurants and bars it is usually second only to material costs. A valet, cleaning personnel and restaurant servers have different requirement than check-in clerks, concierge providers and managers. Yet, the entire workforce is a reflection of a hotel’s hospitality culture, which is why everyone needs to be trained from top to bottom on certain specific values and standards. The effective management of these human resources is therefore vital to the success of the enterprise.

Skyscrapers as an instrument for economic development: the case of Amman

2007 ◽  
Vol 11 (1) ◽  
pp. 81-88
Author(s):  
Samer Abu-Ghozalah
Keyword(s):  
Urban Development ◽  
Multinational Corporations ◽  
Political Ideology ◽  
Western Europe ◽  
City Planning ◽  
Local Community ◽  
Free Enterprise ◽  
City Region ◽  
The Usa ◽  
The City

Concern with economic performance dominates the urban agenda of most modern cities, but this objective is pursued differently according to the ideology of the community. Amman follows distinctive development trajectories that reflect both the interactions of global forces and the local community. The primary global force affecting Amman is the competitive international environment engendered by economic globalisation that makes the city an increasingly attractive location for investment. This competition is manifested in city marketing strategies that reflect the desire to attract multinational corporations and specialists. The political ideology of the city plays an important role in the globalisation process currently taking place in Amman. In the USA, city planning is undertaken by different developmental agencies with limited participation of the city-region scale, while in Western Europe the state is involved in urban development and planning. Amman's situation is a mixture between state control and economic liberalism in which urban development is determined by the planning vision of attracting foreign investment and reduced restrictions to free enterprise.

scholarly journals Optimization Mathematical Model of the Distribution of Tasks and Labor Resources in the Enterprise

2021 ◽  
Vol 93 ◽  
pp. 03001
Author(s):  
Irina Eremina ◽  
Denis Lysanov ◽  
Izida Ishmuradova ◽  
Alexey Isavnin
Keyword(s):  
Mathematical Model ◽  
Human Resources ◽  
Human Factor ◽  
Effective Management ◽  
Mathematical Methods ◽  
Use Of Resources ◽  
Overall Performance ◽  
Partial Elimination ◽  
Labor Resources

In article one of aspects of a solution of the problem of improvement of management is considered. Effective management is based on optimum use of resources and competent complex assessment of the organization. The modern IT market offers ON, capable to automate activity of any enterprise by full or partial elimination of a human factor. However in the companies where the overall performance is characterized by use of human resources, everything is not so simple. The research of authors is devoted to modeling of process of distribution of tasks and human resources by mathematical methods and combinatory optimization of process of distribution of tasks between employees within the company.

scholarly journals Situational management of human resources as a basis for ensuring the economic security of the enterprise

2020 ◽  
pp. 16-20
Author(s):  
Tetiana HANUSHCHAK ◽  
Yuliia MAISTRENKO
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Economic Security ◽  
Management Tools ◽  
Endogenous Factors ◽  
Resources Management ◽  
Situational Management ◽  
Foreign Enterprises

Introduction. The development of human resource management of the enterprise becomes especially relevant during the pandemic. The acute problem facing HRs across the country requires a comprehensive solution in the process of ensuring the economic security of the enterprise. The main driving force at the enterprise is personnel. Therefore, to effectively ensure the economic security of the enterprise it is necessary to apply situational management of human resources. Adaptation to change should be considered as an opportunity for rapid application of all long-term experience. The purpose of the paper is to study the situational management of human resource in the process of ensuring the economic security of the enterprise. Results. The paper presents the approaches of domestic and foreign scientists to situational management. The authors have developed a model for managing the human resources of the enterprise. An example of personnel management of leading foreign enterprises is given. The author’s vision of solving the problem of human resources management of the enterprise is presented. Conclusions. The generalization of scientific achievements in situational management of domestic and foreign researchers is given. For a better understanding of management in solving the problems of situational management, the authors present knowledge management tools. It is important to promote self-education, self-organization, learn to manage managers first, foremost, be flexible to exogenous, endogenous factors influencing the development of the enterprise. The authors propose a model of human resources management as a basis for ensuring the economic security of the enterprise. This model will provide a clearer idea for managers and HRs about personnel management in terms of situational adaptability. It differs from existing models in its focus on anthropocentrism. Every good successful leader must become a perfect HR.

scholarly journals AUTOMATION HR PROCESSES

2021 ◽  
pp. 179-184
Author(s):  
Е.А. Крылова ◽  
В.К. Бережнова
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Programming Language ◽  
Human Resources Management ◽  
Digital Technologies ◽  
Management Tools ◽  
Resources Management ◽  
Python Programming Language ◽  
Python Programming ◽  
E Mail

Статья посвящена изучению эффективных инструментов для автоматизации HR процессов. Чтобы разобраться в современных цифровых технологиях и быстро меняющихся условиях в области HR, специалисту по кадровому производству необходимо интегрировать в свою работу инновационные IT-инструменты, одним из которых является внедрение корпоративного программного обеспечения. Проведено исследование инструментов управления персоналом в условиях глобальной цифровизации, выявлены положительные и отрицательные аспекты автоматизации HR процессов. Рассмотрен вопрос развития автоматизации HR процессов в условиях эпидемиологической ситуации. Приведены наиболее перспективные ИТ-технологии в управлении персоналом. Автоматизация HR процессов экономит время, которое кадровый работник может использовать для выполнения других важных задач. Для этого на языке программирования PYTHON разработан проект извлечения телефонных номеров и адресов электронной почты. Данный проект протестирован на браузере страницы контактов сайта Ykt.ru. The article focuses on the study of effective tools for automating HR processes. To understand modern digital technologies and the rapidly changing environment in the field of HR, an HR specialist needs to integrate innovative IT tools into his work, and one of such tools is the implementation of corporate software. A study of human resources management tools in the context of global digitalization is carried out, the positive and negative aspects of the automation of HR processes are identified. The issue of the development of automation of HR processes in the context of an epidemiological situations is considered. The most promising IT technologies in personnel management are presented. Automating HR processes saves time that an HR worker can use to complete other important tasks. For this purpose, a project for extracting telephone numbers and e-mail addresses has been developed in the Python programming language. This project has been tested on the browser of the contact page of the website of Ykt.ru

EPIZOOTOLOGICAL FEATURES OF MODERN CATTLE LEUKEMIA

1970 ◽  
pp. 53-58
Author(s):  
V. V. Makarov ◽  
D. A. Lozovoy
Keyword(s):  
Dairy Cattle ◽  
Western Europe ◽  
Control Programs ◽  
Foreign Countries ◽  
Negative Order ◽  
Dairy Cattle Breeding ◽  
The Usa ◽  
Epizootic Process ◽  
National Programs

  Enzootic bovine leucosis (EBL) has been known for more than a century and a half. Its occurrence and registration may have historically been associated with intensive breeding of dairy cattle in Western Europe to increase target productivity. It is known that any limiting intervention in the nature of the animal organism is always accompanied by an uncontrolled and unpredictable change in the genotype of a wider range than the required, particularly negative order. In particular, a decrease in the resistance to macroorganisms and the possibility of the new diseases emergence, including infectious ones (for example, immunodeficiencies such as BLAD syndrome of black-motley cattle and stress syndrome in pigs, the occurrence of scrapie and other slow sheep infections). In the last two decades of the last century, in many disadvantaged countries, primarily Western European, national programs for the eradication of EBL have been developed and subsequently successfully implemented. First of all the motivation was the economy of dairy cattle breeding (mainly the extension of productive age, as well as the tightening of requirements in international trade in cattle and bull products, breeding, pricing, etc.). In an analytical article are reviewed the elements of epizootology of EBL in the foreign countries with special attention to the situation in the USA, scenarios of various control programs, and promising methods for assessing the role of infected animals in the epizootic process. A critical assessment of the problem of EBL in the Russian Federation is given, the reasons for the ineffectiveness of against leucosis measures are discussed.

Concept of Power Decentralization in Political Science and Approaches to its Methodological Study

2017 ◽  
pp. 229-235
Author(s):  
Halyna Kuzub
Keyword(s):  
Political Science ◽  
Moral Education ◽  
Symbolic Interactionism ◽  
Western Europe ◽  
Central Government ◽  
Local Level ◽  
Perfect State ◽  
Political Ideas ◽  
The Usa ◽  
Structural Functionalism

The problem of power decentralization is up to date in a modern political science. We can trace its historical genesis first in European and further in the USA political ideas. Decentralization of power was considered along with the study of a perfect state system, civil society and local self-government. It is argued that the major part of successful process of power decentralization in the Western Europe was due to the idea nature for their political culture. The article attempts to retrace the history of the idea of power decentralization. As a background of the investigations of such thinkers as J. Bodin, J. Althusius, J. Locke, J.-J. Rousseau, C.-L. Montesquieu, R. Owen, C. Fourier, J. S.Mill, T. Jefferson, A. de Tocqueville and M. Dragomanov were thoroughly investigated. The paper also considers the modern definitions of power decentralization. Likewise the value of structural functionalism, symbolic interactionism and constructivism are argued in terms of further surveys of power decentralization. To conclude, the author opines that civil servants training, their theoretical teaching and moral education have to become the main objectives in perspective investigations. Furthermore, the success of power decentralization depends not only on devoting authority by central government, but also on capacity of its implementation by deputies on the local level. Keywords: Decentralization of power, deconcentration of power, administrative and political decentralization, classical and non-classical philosophy, structural functionalism, symbolic interactionism, construc-tivism

scholarly journals “A debriefer must be neutral” and other debriefing myths: a systemic inquiry-based qualitative study of taken-for-granted beliefs about clinical post-event debriefing

2021 ◽  
Vol 6 (1) ◽  
Author(s):  
Julia Carolin Seelandt ◽  
Katie Walker ◽  
Michaela Kolbe
Keyword(s):  
Interpersonal Relationships ◽  
Western Europe ◽  
Ad Hoc ◽  
Scientific Evidence ◽  
Clinical Event ◽  
Clinical Settings ◽  
Healthcare Organizations ◽  
The Usa ◽  
Open Coding ◽  
Healthcare Administrators

Abstract Background The goal of this study was to identify taken-for-granted beliefs and assumptions about use, costs, and facilitation of post-event debriefing. These myths prevent the ubiquitous uptake of post-event debriefing in clinical units, and therefore the identification of process, teamwork, and latent safety threats that lead to medical error. By naming these false barriers and assumptions, the authors believe that clinical event debriefing can be implemented more broadly. Methods We interviewed an international sample of 37 clinicians, educators, scholars, researchers, and healthcare administrators from hospitals, universities, and healthcare organizations in Western Europe and the USA, who had a broad range of debriefing experience. We adopted a systemic-constructivist approach that aimed at exploring in-depth assumptions about debriefing beyond obvious constraints such as time and logistics and focused on interpersonal relationships within organizations. Using circular questions, we intended to uncover new and tacit knowledge about barriers and facilitators of regular clinical debriefings. All interviews were transcribed and analyzed following a comprehensive process of inductive open coding. Results In total, 1508.62 min of interviews (25 h, 9 min, and 2 s) were analyzed, and 1591 answers were categorized. Many implicit debriefing theories reflected current scientific evidence, particularly with respect to debriefing value and topics, the complexity and difficulty of facilitation, the importance of structuring the debriefing and engaging in reflective practice to advance debriefing skills. We also identified four debriefing myths which may prevent post-event debriefing from being implemented in clinical units. Conclusion The debriefing myths include (1) debriefing only when disaster strikes, (2) debriefing is a luxury, (3) senior clinicians should determine debriefing content, and (4) debriefers must be neutral and nonjudgmental. These myths offer valuable insights into why current debriefing practices are ad hoc and not embedded into daily unit practices. They may help ignite a renewed momentum into the implementation of post-event debriefing in clinical settings.

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