scholarly journals DEVELOPMENT OF A MODEL OF MOTIVATION AND INCREASING LABOR FOR BANKING STAFF

2021 ◽  
Vol 56 (1) ◽  
pp. 205-213
Author(s):  
N.B. Kultanova ◽  
Keyword(s):  
Human Capital ◽  
Personnel Management ◽  
Management System ◽  
Employee Motivation ◽  
High Impact ◽  
Economic Science ◽  
Economic Aspects ◽  
Modern Economic ◽  
Bank Employees ◽  
Second Tier

This article presents an analysis of the system and methods of motivating and stimulating employees in second-tier banks in domestic and foreign practice. It is known that no organization can count on success if there is no employee motivation for high-impact work, their interest in the final results of work and their desire to contribute to the achievement of the set goals. That is why there is so much interest among managers and management researchers in exploring the reasons that make people work with full energy and in the interests of the organization. The peculiarities of banking work are also due to the specifics of banking, therefore, the study of the problems of personnel management in second-tier banks, and the search for ways to improve it are among the urgent tasks of modern economic science. The material analyzed, systematized and clarified the sections "stimulus" and "stimulation".In Kazakhstan, the economic aspects of this problem are devoted scientists and practitioners like A.K. Belgibaev, A.A. Abishev, T.S. Satkalieva, S.A. Svyatov, N.N. Khamitov, G.S. Seitkasimov and others. The author studied on the basis of the analysis of domestic and foreign literature, as well as the results of the study, the following recommendations were developed for improving the personnel management system in second-tier banks based on labor motivation. The models for motivating bank employees have been clarified. The factors that are directly related to the development of human capital and the motivation of bank employees are highlighted.

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 INVESTING IN PERSONALITY DEVELOPMENT AS THE MOST VALUABLE ASSET OF LONG-TERM COMPETITIVENESS OF THE ENTERPRISE

2020 ◽  
pp. 73-82
Author(s):  
Olena Hurman ◽  
Viktoriia Tserklevych
Keyword(s):  
Human Capital ◽  
Personnel Management ◽  
Personal Development ◽  
Management System ◽  
Personality Development ◽  
Personnel Development ◽  
Management Service ◽  
Favourable Environment ◽  
Management Services

Purpose. The aim of the article is a scientific argumentation of the priority of investing in personal development as the most valuable asset of long-term competitiveness of the enterprise. Methodology of research. The following general research methods are used in the article to achieve this goal and solve research problems,: logical analysis, comparison, systematization - to substantiate the relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practice of assessing individual employee value; reflection of Ukraine's position on the Global Competitiveness Index for 2014-2019; identification of goals and objectives of the personnel development system; theoretical generalization - to characterize the essence and place of personal development in the content of modern concepts of personnel management of the enterprise; graphical representation of materials - to reflect the integrated indicator of human capital in terms of psychology of happiness (human self-realization), the basic components of the personnel management system, features and functions of personnel management services in foreign countries. Findings. The article is devoted to the analytical understanding of the most pressing problem in the field of personnel management — the effective development of the employee's personality. The essence and place of personal development in the content of modern concepts of personnel management of the enterprise are characterized. The relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practices of assessing the individual value of the employee are substantiated. The foreign experience of personnel development, first of all — the managerial level — as a priority function of the personnel management service is presented in an annotation. It is investigated that the definition of personnel development priorities should be carried out in two directions: by determining the priority of the goals of personnel policy of personnel management of the enterprise; by determining the priority or severity of individual problems within the existing human capital system that meet the objectives of the enterprise. It is recognized that the main source of stability and long-term competitiveness in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for the growth of staff competence and its comprehensive development. Originality. According to the results of the study it is argued that the main source of stability and long-term competitiveness of the enterprise in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for staff competence and systemic professional development. The content and functions of personnel management services are systematized on the example of multinational corporations of the world. The basic components of the personnel management system in the general system of corporate governance are specified. An integrated indicator of human capital from the point of view of the psychology of happiness (human self-realization) has been formed. Practical value. The obtained results of the research can be used by top managers of service economy enterprises in Ukraine to determine the priority of investment measures in the development of their employees. Key words: personality, development, motivation, diagnostics, personnel department, personnel management service, career chart.

scholarly journals Management of the development of human capital of the airline using personnel logistics tools

2019 ◽  
Vol 67 ◽  
pp. 03012
Author(s):  
Sergey Smerichevskyi ◽  
Yuri Kolbushkin ◽  
Anatoly Mikhnenko ◽  
Olga Polous
Keyword(s):  
Human Capital ◽  
Personnel Management ◽  
Management System ◽  
Process Approach ◽  
Unified Approach ◽  
Personnel Management System ◽  
Definition Of ◽  
Size And Structure

The article deals with the main approaches to the definition of “personnel logistics”. The study of approaches to the definition of “personnel logistics” can reveal the lack of a unified approach to its understanding. The expediency of using personnel logistics tools in managing the development of human capital of the enterprise is established. The human capital of the enterprise is in constant motion, varying in size and structure, it can be said that to create a system for managing the development of human assets of the enterprise appropriate to apply a logistic approach. The sectoral features of airline personnel management are presented. The system of management of development of human capital of the airline with the use of personnel logistics tools is offered. The process approach to the system allows constructing an adaptive personnel management system with feedback on the basis of the logistic concept, since these processes act as objects of management of this scientific direction. The technologies of management of development of human capital of the airline with the use of personnel logistics tools are systematized.

Theory of Creation of Model of Competences As Key Element of a Personnel Management System of the Organization

2018 ◽  
pp. 31-36
Author(s):  
Николай Дмитриев ◽  
Nikolay Dmitriev ◽  
Елена Верховская ◽  
Elena Verkhovskaya
Keyword(s):  
Economic Growth ◽  
Sustainable Development ◽  
Human Capital ◽  
Personnel Management ◽  
Management System ◽  
Economic Systems ◽  
Competitive Advantages ◽  
Successful Performance ◽  
Effective Activity ◽  
Personnel Management System

In modern conditions the human capital is the main value of society, the defining factor of sustainable development and economic growth as competitive advantages of economic systems are in many respects reached due to knowledge, information, innovations as which source the person acts. Effective activity of the modern organizations in many respects is defined by effectiveness of work of workers which depends on existence of competences of personnel, necessary for successful performance of work. In article concepts of competence and model of competences, feature and an order of her construction in the modern organizations are considered, practical approaches to development are considered the concept of model of competences and his interrelation with a personnel management system is defined. The structure of model of competences and also recommendations about her formation is offered. The conclusion is drawn that for management of the company correctly developed model of competences becomes a basis of development of management and motivation of personnel. In the conclusion the value of introduction of model of competences in a personnel management system of the organization as a key element is defined.

scholarly journals Responsibilities of personnel management in questions of ensuring the quality of production of the enterprise

2021 ◽  
pp. 5-9
Author(s):  
Tetiana AVERIKHINA ◽  
Maryna BURIACHENKO ◽  
Valeriia VASYLIEVA
Keyword(s):  
Quality Management ◽  
Personnel Management ◽  
Management System ◽  
Production Efficiency ◽  
Quality Management System ◽  
Employee Motivation ◽  
Human Potential ◽  
Increase Production Efficiency ◽  
A Company

Introduction. In the practice of companies based on quality management, there are two main goals of its development. First of all, it is about optimizing the company in order to ensure its viability, in particular the competitiveness of products and services and increase production efficiency. And if such a goal is really in the forefront of the company, especially for the first manager, it is already promising, and such a company has a chance to implement the current quality management system. It should be noted immediately that it cannot provide a quality management system. The quality management system is a kind of structure to which appropriate decisions to improve processes and product quality should be tied. The purpose of the paper is to show the optimization of the company in order to ensure its viability, in particular the competitiveness of products and services and increase production efficiency, to demonstrate to everyone, including potential consumers, that the company can constantly produce products of a certain level of quality. Results. The quality management system contributes to the release of human potential, which guarantees the performance of public service at the highest level. Increasing the motivational potential of the company's staff is carried out in order to create a system of incentives to meet the identified motivational needs of employees. Therefore, one of the options is the process "Staff motivation", recommended by the ISO 9001 MS, which registers the needs for employee motivation and measures the satisfaction of identified needs. Conclusion. Quality management is a system of personnel management, which should be supplemented by the introduction of a number of motivational measures, because the company needs not only to have qualified specialists, but also to motivate them to effectively use their potential.

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.

THE STUDY OF EMPLOYEE MOTIVATION IS THE BASIS OF THE MOTIVATION (USING THE EXAMPLE OF THE ADAM AND EVE RESTAURANT)

2021 ◽  
Vol 2 (12) ◽  
pp. 15-20
Author(s):  
S. A. Velikova ◽  
Keyword(s):  
Comparative Analysis ◽  
Personnel Management ◽  
Labor Productivity ◽  
Management System ◽  
Direct Contact ◽  
Employee Motivation ◽  
Practical Aspect ◽  
Anal Ysis ◽  
Adam And Eve ◽  
Personnel Management System

The article raises the question of studying the motivation of restaurant employees by the ex-ample of the development of a motivation system for the staff of the restaurant “Adam and Eve”. Significant indicators of the features of the motivational sphere of staff, both having direct contact with visitors and working in offices, have been identified. A comparative analysis was carried out, the features of the motivational sphere of the restaurant staff's personality, their impact on labor productivity were determined. The result of the anal-ysis of the restaurant's personnel management system is presented, the main proposals for the development of a motivation program are formulated. The practical aspect of the work and the insufficiently studied moti-vation of work in the field of restaurant business make the study more relevant and expedient than ever.

scholarly journals ON THE FORMATION OF A SYSTEM FOR MONITORING THREATS TO THE ECONOMIC SECURITY OF THE REGION

2021 ◽  
Vol 2 (9(73)) ◽  
pp. 52-59
Author(s):  
E. Valiullina
Keyword(s):  
National Security ◽  
Research Methods ◽  
Energy Security ◽  
Economic Security ◽  
The State ◽  
Economic Science ◽  
Economic Aspects ◽  
Effective Mechanism ◽  
Modern Economic ◽  
Analytical System

Economic security is an integral and integral part of modern economic science; it has its own subject and research methods. Economic security is an integral part of the national security of the state; it includes defense, information, environmental, and energy security. But, considering certain aspects of security, one cannot bypass their economic aspects. Without solving the problem of creating an effective mechanism, it is impossible to ensure the proper level of economic security of a particular region, and, consequently, the economic and national security of the country. Monitoring is an integral and integral part of the mechanism for ensuring economic security. It is an information-analytical system for observing the dynamics of its indicators. The basis for the study of the economic security of the region, as well as the state as a whole, are the criteria. The criteria, in turn, are expressed through indicators of economic security.

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