THE UPGRADE OF PERSONNEL MANAGEMENT SYSTEM EFFICIENCY AND TECHNOLOGIC TRANSFORMATION OF ACCOUNTANT SPECIALIZATION

В статье исследуется тема разработки многофункциональной автоматизированной системы эффективного управления персоналом бухгалтерской службы банка с применением экономико-математического моделирования. The article studies the creating of the multifunctional automated personnel efficient management system of bank’s accounting staff based the economic and mathematical modeling. The author describes the relevance and feasibility of this task due to technological transformation of accountant functions.

PERSONNEL MANAGEMENT OF THE ENTERPRISE IN THE CONTEXT OF THE INFLUENCE OF ORGANIZATIONAL CULTURE

The article highlights the urgency of the problem. The essence of the personnel management system and its components are emphasized. The directions of influence of organizational culture on separate aspects of personnel management of the enterprise are described. Some examples of personnel management are given in the context of the importance of organizational culture. It is determined that the spiritual and ideological elements of organizational culture determine the content of employee culture and their interpersonal relationships, they directly determine the behavior of employees in the process of their individual and collective actions in the relevant stages of use and development of material elements. It is substantiated that this is an integrating factor that characterizes human relations in the process of formation, development and corresponding changes in the activities of the organization. It is proved that another element of organizational culture is the culture of labor and production, which is presented in the norms, standards and principles of internal regulations established by the owner (manager) and enshrined in regulations that ensure internal relations, stability and efficiency.

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.

Current State of the Personnel Management System of the Penal Enforcement System

Introduction: the article analyzes a current state of the personnel management system in the penal enforcement system, which developed after the adoption of the Federal Law No. 197-FZ dated July 19, 2018 “On service in the penal enforcement system of the Russian Federation and on amendments to the law of the Russian Federation “On institutions and bodies executing criminal penalties in the form of deprivation of liberty”. Purpose: to analyze key elements of the system of organizing work with personnel in the penal enforcement system and propose measures to improve it. Methods: the comparative legal method and the theoretical method of formal and dialectical logic were used. The specific sociological method was also applied when collecting and analyzing information received from students taking Higher Academic Courses at the Academy of the Federal Penitentiary Service of Russia. Results: the personnel function is one of the most important elements of penal system performance. Activities of personnel units requires appropriate legal regulation not only in terms of work with personnel of the penal enforcement system, but also internal organizational activities of human resources departments themselves. The most attention is required in the areas, such as recruitment, professional training, service, organization of work with a talent pool, termination of service. Conclusions: it is difficult to determine a legal status of structural subdivisions of the personnel departments in territorial bodies of the penal enforcement system due to the problem of distributing functions among structural subdivisions and legal consolidation of the organization of systems and information flows, as well as regulation of certain types of personnel work. To solve this problem, it is advisable to improve regulations on structural subdivisions of personnel departments and programs for regular training of succession pool members, etc.

Analysis of the Success of the Personnel Management Information System at the Purwakarta District Attorney with the Delone and Mclean Method

Management information system is an information provider system that is used to support the operating system in the process of returning certain decisions within an institution/organization. The application of technology in government agencies is needed to create an accountable, transparent and trustworthy government. The personnel management information system is a useful application for managing administrative data, based on the Decree of the Attorney General of the Republic of Indonesia Number: KEP-155/J.A/12/1997 concerning the operational organization of the management information system of the Indonesian Attorney General's Office. This study aims to determine the success rate of the personnel management system at the Purwakarta District Attorney's Office using the Delone and McLean information system success model. The variables used in this research are system quality, information quality, service quality and user satisfaction. This research is a type of descriptive analysis research that is used to interpret the data that has been processed quantitatively. Based on the results of the study, there is a successful implementation of the Personnel Management Information System (SIMPEG) using the Delone and Mclean method, the quality of information has a positive and significant impact on user satisfaction of the Personnel Management System (SIMPEG), with a significance value of 0.007 <0.05 and a t value of 2,838 > t table 2,021.

Adapting the Swedish Experience of Corporate Culture Management to Russian Branches on the Example of «Daniel Wellington LLC»

The corporate culture of an organization plays an important role in the personnel management system. Its influence is especially important in branches that operate in another country. The article examines the Swedish experience of corporate culture management and the possibility of its adaptation to Russian branches on the example of the organization "Daniel Wellington". The article contains a study to identify the difficulties in applying the corporate culture of the brand of the founding country to the Russian reality. The reasons that can hinder the implementation are identified, and the readiness of the Russian brand staff for possible changes is determined. The Russian and Swedish corporate cultures of the brand are compared. The current attitude of employees to the use of online platforms used for the exchange of experience is revealed.

Digital Economy and Human Resource Management: Challenges and Opportunities

The article examines the key trends in human resource management within the digitalization of the economy, lists the main “digital” factors of influence on the personnel management system and gives their qualitative assessment.

Personnel management in the context of the development of the digital economy

The problems of adaptation of the state, citizens, organizations to the realities of the digital economy of Russia and the world reveal a number of tasks that require study and search for solutions. The results of the digital economy, depending on its subject, can be different: for the state, it is the improvement of legislation and control over its implementation; for citizens – the availability, reliability of information, as well as the availability of goods and services of appropriate quality; for businesses – strengthening competitive advantages with the use of IT; for innovators promoting the ideas of the digital economy – the implementation of IT solutions in practice, etc. Process management implemented in organizations also requires rethinking in order to digitalize business processes and “embed” enterprises into the digital economic environment of the state and the world. The digitalization of the personnel management sphere requires a revision of the functions of the personnel management system in order to develop and apply new tools in the HR industry, which will make it possible to implement the digitalization of the personnel management system. In the context of the digitalization of society, digital skills and digital competencies have become in demand, the basis of which is information literacy: the ability to work effectively in search engines, knowledge of search operators, the skill to quickly find the necessary information in authoritative sources; the skill of collecting relevant data and conducting research based on large amounts of digital data. The presentation of the skills of a modern employee in the form of such categories as Hard-skills, Soft-skills, Digital-skills, Power-skills is the basis for the implementation of the competence-based approach at the stages of human resource development in an organization that implements the functions of personnel management in the context of the development of the digital economy.