The role and place of personnel management in the management system of the organization

The article considers the approaches of modern researchers to the study of personnel management system. It is difficult to disagree with the fact that in many organizations the system of work with personnel, namely the structure of professional and job promotion of employees in accordance with their business and personal merits, qualitative composition and level of wages of employees do not meet the objectives of the formation of personnel policy. Correctly developed strategy of personnel management will help to eliminate the problem.

Modernization Issues of Staffing the Penal Enforcement System in the Context of Formation of an Administrative Constitutionalism Doctrine in Modern Russia

Introduction: today the state policy in the sphere of public service and PES staffing is focused on providing penitentiary institutions with competent and skilled specialists capable of performing state tasks in the field of execution of criminal penalties in difficult conditions. The processes of formation and development of the staffing system, meeting modern needs of the state and society development, are due to a variety of political, social, economic, legal and organizational factors that have both external and internal effects on its functioning. Neutralization of negative factors is possible only by increasing the efficiency of management activities in the PES as a whole and staffing in particular. The purpose of this article is to identify key directions for elaboration of administrative legislation in the field of public service and staffing the penal enforcement system in the framework of a new stage of constitutional transformations in modern Russia. The methodological basis of the work is formed by general scientific and private scientific (logical-legal, comparative-legal, descriptive, content analysis) methods of cognition of legal reality. Conclusions: the proposed directions for the formation of a theoretical doctrine of public service and PES staffing on the basis of integrative legal understanding of processes and phenomena of social development, improvement of administrative legislation on public service in the PES through its further constitutionalization, development of personnel policy through the adoption of the Concept for personnel policy in the penal enforcement system will lead to a systematic change in the mechanism of staffing the penal enforcement system, strengthening its resistance to countering threats of a criminal nature, and enhance performance of penitentiary institutions in general. The scientific and practical significance of the work consists in substantiating practical proposals for improving current administrative legislation in the field of public service and PES activities.

Human resources in a healthcare institution as the management efficacy improvement factor

The article analyzes the current HR of the local healthcare organization. There was carried a SWOT-analysis of personnel management has been out, disclosed the main problems of the management system of a medical institution. Development strategies and an algorithm for improving personnel policy are formulated in order to increase the efficiency of management and the quality of medical care to the population.Purpose of the study. Is to analyze the current personnel policy, SWOT-analysis of personnel management, develop a strategies and set of practical recommendations for improving the management system of a public health institution while ensuring high quality medical services to the population.Materials and methods. An analysis of the personnel policy in a phthisiatric institution (Makeevka Municipal TB Dispensary, Donetsk region) was carried out, the heads of the main structural divisions were questioned. The analysis results are structured using the SWOT scale.Results. Based on the results of the sociological survey, the main advantages and disadvantages of personnel policy were identified, a SWOT analysis matrix was drawn up, and strategies for the development of a budgetary healthcare institution were developed. The breakthrough strategy is based on improving the material and technical base, attracting funding and investment, increasing the speed and quality of TB care at the regional level using information technology, while the survival strategy is based on increasing the income of health workers, social protection, improving working conditions and developing personnel motivation systems. The main recommendations include increasing the number of employees, creating a strategy for the formation of qualified personnel, improving the quality of the working environment, creating a favorable psycho-emotional climate, and developing an effective system of incentive payments.Conclusion. The medical industry is in dire need of modernization in order to improve personnel processes, financial, economic and regulatory support. The conducted research and developed recommendations will have a beneficial effect on the achievement of the main strategic goal - improving the health and quality of life of the population of the state.

PERSONNEL POLICY OF THE STATE CIVIL SERVICE OF RUSSIA AT THE PRESENT STAGE AND WAYS TO IMPROVE IT

В статье рассматриваются ключевые вопросы кадровой политики в области государственной и муниципальной службы на современном этапе, проводится переосмысление подходов к отбору персонала в связи с появлением в Конституции Российской Федерации понятия «публичная власть», выявляются пробелы и недостатки существующей системы комплектования сотрудниками органов власти, предлагаются пути их устранения.

About Some Risks Associated with Subjective Factors, and the Methodology for their Assessment

The authors propose a methodology for assessing the risk associated with subjective factors that may affect the achievement of the final goals of business projects, including ensuring information security. Such factors may include the level of salary, the level of professionalism, and others. At the same time, we propose carrying out the risk assessment by using the fuzzy logic method, which allows us to determine the dependence of the risk on various parameters under conditions of their uncertainty. According to the authors, the proposed methodology will help avoid some incorrect management decisions in the formation of author (working) teams, which could lead to negative consequences in the further implementation of the business project. These negative consequences can be expressed in delaying the implementation period, increasing the project’s cost, or even losing business due to critical information and personnel leakage. Also, this method allows you to increase the effectiveness of personnel policy in the organisation or the company. We noted that this method is applicable not only for individual enterprises but also for corporations and associations with complex network structures.

Resource-based approach to defining human resource policy in medical organizations

Purpose of work — analysis of modern scientific literature on the resource approach to the definition of personnel policy in medical organizations, analysis of personnel management system, personnel policy in a particular medical organization, justification of definition: "Personnel policy is personnel management, which is carried out taking into account the levels of organizational and economic, socio-psychological (huemonizing), legal, technical (5S, lean production, medical organization of a new type), training and pedagogical (mentoring) in combination and interrelation with the determining role of socioeconomic factors of the surrounding society". Materials and methods. The subject of the study — personnel policy in a medical institution on the example of the State Autonomous Institution «Serov City Hospital», using certain resources for the formation of its levels. The following methods were used in the study: analysis, classification, synthesis of scientific theoretical literature on the problem of research; analysis of documents related to the activities of a medical institution, comparison, socio-psychological testing of a number of mental and psychophysiological functions of medical workers in the professional environment. Results and discussion. The definition of "personnel policy" in a medical organization is clarified, taking into account the systematic and resource-based approach. Recommendations on the implementation of personnel policy in Serov City Hospital during the period of organizational changes and preventive measures to prevent the spread of COVID-19 were developed. Conclusion. The use of a systematic approach in the formation of personnel policy, taking into account the organizational and economic, sociopsychological, legal, technical, training and educational levels proposed by us in the aggregate and interrelation, with the determining role of socio-economic factors, allows to solve the most important issues of sustainable functioning of the medical institution in the period of organizational changes and preventive measures to prevent the spread of COVID-19.

INNOVATIVE POLICY IN THE FIELD OF PERSONNEL TRAINING IN THE CIVIL SERVICE

The hypothesis of the presented article is the idea that the innovation policy in the field of public administration personnel training is based on two principles: 1) training of personnel of a new format, corresponding to the requirements of reality and ready for quick and not always anticipated changes, 2) careful attitude to the human resource, that is, the human potential of the public administration system. The introduction describes the archaic system of Russian personnel policy. The introduction of relevant principles into the state personnel policy will improve the professional competencies of employees, adapt them to the process of changes in public administration, and allow interested employees to plan and build a career perspective. The formulated principles are a consequence of the teamwork of the educational organization and government authorities in order to understand new staffing requirements for the public administration system. These principles include the principle of corporate training, the principle of customizing educational content, the principle of personalizing additional professional programs, the expert principle, the principle of innovative methodology, the blended format principle, the motivational principle, the principle of independent assessment of the quality of training of students, the principle of independent assessment of the quality of conditions, the principle of internal evaluation systems, analysis principle. In conclusion, the author substantiates the statement that it is necessary to expand the range of fundamental principles in connection with the openness and dynamism of the structure of innovative personnel policy.

Human capital management of an organization and methods for assessing its effectiveness

At present, the personnel policy is increasingly beginning to cover areas that were not previously taken into account, including the sphere of labor conflicts and relationships, the role of social programs carried out by the organization, etc.