The Impact of the Covid‑19 Pandemic on Student Affairs Practitioners: A Reflective Case Study from Bindura University of Science Education in Zimbabwe

The Covid‑19 pandemic has had an unprecedented impact on faculty and student affairs practitioners which has changed the future of higher education worldwide. This reflective practitioner account looks into its impact on practitioners working in student affairs, some of which is not immediately visible, but unfortunately very significant and will surface in the medium and long term. There has been tremendous uncertainty for Student Affairs practitioners as a result of disruption from familiar routines and unexpected disengagement with their clients, the students. The change management perspective and scholarship of practice were adopted as methods of observing how a department in a university deals with unplanned change. The study concluded that the Covid‑19 pandemic impacted practitioners negatively at the case university as new skills were required, practitioners were required to adjust to new work arrangements, lost income, suffered mental health problems and faced resource constrains. Training and development, social media, employee support systems and employee incentives were catalysts in the early adoption of change.

Analysis of Employee Attrition using for Machine Learning Techniques

Nowadays, the daily forecast for employee losses becomes a major issue. Staff participation is an important issue for the organization, especially when professional technical staff and key people in the organization come from good positions. This leads to a loss of finances to replace skilled labor. Therefore, we use data from current and former employees to analyze common causes of employee access or influence. To avoid employment, we use several planning methods, namely: Decision Tree, Log-log of Backlog, SVM, KNN, Random Forest, Bayes Naive. To do this, we use the method to select employment information and analyze the results to avoid employee income. Companies need to anticipate employee incentives and contribute to economic growth by reducing manpower.

Issues Of Employee Motivation In The System Of Market Relations

This article discusses the issues of employee motivation in the system of market relations. Employee incentives seem like a simple task from the outside, but it has its own complexities that can lead to a number of imbalances for the employer

The Application of Blockchain Technology in Equity Incentive

With the advent of the blockchain era, employee incentives need to open up new ideas. The application of blockchain technology can promote the advantages of traditional equity incentive schemes and avoid weaknesses. Although there is still no mature ESOP on-chain solution on the market, and ESOP onchain still needs to consider a series of legal issues. The combination of equity incentives and blockchain technology is feasible. Due to the consensus mechanism of blockchain technology, grant and exercise information is recorded at each node on the chain. The implementation of the plan will be open and transparent throughout the process, avoiding the possibility of dark box operations. This is conducive to enhancing the credibility of the enterprise and enhancing employees’ trust in the enterprise, which can really play an incentive role.

METHODOLOGICAL APPROACHES TO THE ASSESSMENT OF THE EFFECTIVENESS OF STAFF INCENTIVE AND ENGAGEMENT SCHEME

The article deals with the topical issues of the research of staff incentive and en-gagement essence at the enterprises of both budgetary and commercial spheres in the context of their effective management and improvement of innovative activity. The article states that the incentive and engagement scheme, based on a comprehensive assessment of staff, makes it possible to accomplish a number of important tasks: to identify the degree of professional compliance of a candidate with the requirements for specific job functions; to calculate the ratio of “cost-result of work” of an individual employee; to compare the labour costs of different employees in the team and identify factors that affect significant deviations in performance; to work out the optimal mechanism of staff incentive and engagement aimed at solving the identified problems; to determine the criteria for assessing the effectiveness of motivational and stimulating tools. On this basis, business entities form an objective need to develop effective instruments for tangible and intangible incentives, as well as to improve the existing ones and develop new methods of staff assessment. At the same time, the existing tools of staff incentive and engagement do not fully meet the needs of modern organizations. This contradiction determined the choice of the topic for our research. The purpose of the research is to develop methodological approaches and practical recommendations for improving staff incentive and engagement scheme. In our opinion, the methodology for assessing the effectiveness of the employee incentive scheme should consist of a set of indicators that evaluate “economic effectiveness”, “social effectiveness”, “effectiveness for employers” and “effectiveness for employees”. The author proposes the methodology of assessing the effectiveness of the incentive scheme, which will best reflect the specifics of an enterprise activity. This methodology includes a set of indicators to evaluate the “economic” and “social” components of the effectiveness, as well as to take into account the effect for both employees and employers. The article considers the identified disadvantages of employee incentive schemes in organizations of both budgetary and commercial spheres, which determines the necessity of a more in-depth and comprehensive study of the features and problems of employee incentives in organizations of any sphere. Thus, the use of the proposed methodology will make it possible to comprehensively assess the effectiveness of employee incentive schemes in both budgetary and commercial areas and on the basis of the obtained results will promote making reasonable management decisions.

SYSTEM OF EVALUATION AND MOTIVATION OF WORK, WAYS OF ITS IMPROVEMENT

In today's market conditions, one of the most important tasks faced by managers of any company is to identify and further the effective use of organizational resources. In an unstable environment, this process is of particular importance, which requires companies to constantly increase their competitiveness and flexibility in implementing internal and external changes. Among all the internal factors influencing the development of the enterprise, the leading role is played by the system of motivation of the enterprise. This article covers the concept of work motivation, considers the main types of motivation used in other times. Three types of work motivation are considered, such as primary, procedural and substantive. Identifies the main typical motivations of employees in the enterprise, as well as the main methods of encouraging employees. Consider the impact of a system of indicators of the effectiveness of the method of work motivation on business entities. The articles investigate the influence of labor motivation factor assessment on quantitative and, qualitative indicators, defined as the impact on the economic condition of the enterprise indicators of the effectiveness of methods of work motivation. The connection between indicators of economic activity of the company and indicators of efficiency of methods of motivation of workers is investigated. The article clarifies what is material and intangible motivation. The problems of material and immaterial motivation of work are considered. An algorithm of actions for employers regarding employee incentives is given. The regularities which should be guided by the heads of the company for successful motivation of employees are defined. The system of development of work motivation in the creative process is considered and the role of factors of intangible motivation of company employees is investigated. The system of management and organization of motivation in modern business conditions is analyzed. The necessity of the introduction of modern methods of management of workers is defined. Ways to improve the system of work motivation during the management process of the enterprise are considered.

IT project information system for risk management of human resources

The work is devoted to the research of sources of risks of formation and management of human resources of the company and the development of a project of an information system to minimize the risks of dismissal. Existing approaches to employee incentives and programmatic decisions on the human capital accounting are described. This work analyzes the most famous modern information systems for monitoring and management of personnel. A target tree has been built to address the current problematic situation. Alternative means for the realization of the project of the information system considering the peculiarities of the scope are considered. The hierarchy of the general purpose of choosing the optimal means of implementing the information system for minimizing the risks of personnel management is presented. Using the method of analytical hierarchy, the priorities of alternatives relative to the focus are calculated. The most appropriate project implementation for such a system is to use the WordPress platform. A complex of UML diagrams was developed for the project implementation. The structure of the project in the form of WBS is given. Gantt chart, which shows in detail the schedule of information system design. To track all possible deviations of the project, the critical path of the project is calculated. The prototype information system for minimizing the risks of dismissal of workers runs on an Apache Web Server using MySQL as a database. The design was based on a suite of tools for creating WordPress sites and web applications. The project of the information system implements the policy of identification and management of risks associated with the outflow of valuable employees, describes and allows to regulate the procedure of identification and accounting of employees who are the sole owners of project knowledge. It also defines the sequence of steps that make it impossible to incur the risks associated with the outflow of staff, complicate, and/or slow down the process. The information system in the field of software development, database design, and support of existing information systems is offered.