THE COMPANY's PERSONNEL RECRUITMENT SYSTEM: THEORY AND PRACTICE

The definition and essence of hiring personnel, the process of searching, selecting and hiring employees are revealed. A comparative analysis of the points of view of different authors on the recruitment procedure is carried out. The historical foreign experience of different countries in the field of recruitment formation is considered. It is indicated what makes the process more efficient, the need for the correct choice of technologies and selection methods, their adaptation is noted. The main focus is on the process of forming the hiring procedure, its features and objectives. The main goal is considered - to find a person who meets the characteristics and criteria for the vacant position. The technology of hiring personnel of the enterprise is highlighted, which consists of a set of repeatedly reproducible and interrelated procedures, as a result of which a pre-programmed result is guaranteed to be obtained. The necessity of the correct organization of the recruitment procedure is emphasized, the purpose of which is to reduce the turnover of personnel at the enterprise, save time on the search, selection and hiring of candidates, as well as saving the organization's money. The analysis of statistical data of a specific organization is carried out before and after the introduction of the recruitment procedure. Reasonable conclusions are drawn about the need to develop a competent recruitment procedure for the successful development of the enterprise.

Use of international experience in the system of selection of ukraine’s penitentiary personnel

The peculiarities of candidates’ selection for work in the State Criminal and Executive Service of Ukraine are considered in the article. The statutory regulations that determine the requirements for applicants to serve in the SCES of Ukraine, among which the leading place is occupied by the Law of Ukraine “On the SCES of Ukraine” and the Law of Ukraine “On National Police” are analyzed. The advantages and disadvantages in the functioning of the domestic system of requirements for candidates for work in the SCES of Ukraine are revealed. Enough attention is paid to the Ukrainian and foreign approaches to the staffing of the Penitentiary System. The standard of requirements for candidates for employment in the Penitentiary System, enshrined in international legal acts, is analyzed, as well as the requirements for candidates for employment in such countries as Germany, Switzerland, Iceland, Austria, Canada and Denmark, which are not typical for the Ukrainian Penitentiary System, are considered and analyzed. In order to improve the current legislation governing the selection of persons to the SCES of Ukraine, the article provides a comparative analysis of the procedure for staffing foreign and Ukrainian penitentiary bodies and institutions, as well as the requirements for candidates for the SCES of Ukraine and foreign Penitentiary Systems. Due to this, promising approaches to improving the quality of staffing of the Penitentiary System of Ukraine are revealed and the feasibility of using foreign experience in recruiting for the penitentiary system of Ukraine is substantiated, as well as the changes to current legislation setting requirements for candidates for SCES of Ukraine are proposed. At the same time, it is emphasized that borrowing positive foreign experience of completing penitentiary positions requires amendments to the current legislation of Ukraine, as well as synchronization with the peculiarities of the Ukrainian Penitentiary System by creating a pilot project in order to actually test the results of world analysis, monitoring and tracking the changes, on the basis of which it will be possible to make further decisions. The expediency of creating a separate statutory regulation, the purpose of which is to regulate the procedure for passing the military medical commission exclusively by candidates for service in the SCES of Ukraine and junior enlisted as well as the command staff of the SCES of Ukraine, is substantiated. Key words: penitentiary system, personnel, vacant position, position requirements, selection system.

International Experience in Staff Management in the Process of Staff Recruitment for Vacant Positions with the Application of Social Networks in the Conditions of Digitalisation

The article researches the international practice of human resources management in the context of digitalisation. The method of expert assessments and analytical methods are used. The basic advantages of finding employees for vacant positions in social networks are revealed, which allowed the authors to propose the algorithm of an HR manager’s staff recruitment for an enterprise’s vacant position in social networks. In contrast to existing approaches, this methodology involves five basic steps. The usage of this algorithm will enable HR managers and executives to avoid the stage of work with staff agencies, will reduce the enterprise’s costs on staff recruitment for the vacant position, will form a staff reserve and, at the same time, will make the process of staff recruitment mobile in conditions of digital economy.

PSYCHOLOGICAL ASPECTS OF LIE DETECTION IN STUDIES USING A POLYGRAPH

The article analyses the psychological category of lies in the perspective of polygraph examinations, which are now popular and in demand. It is emphasized that polygraph examinations are the only tool for establishing the truth, which is built taking into account the patterns of neural connections in the human brain and involves comprehensive consideration of psychophysiological changes in an individual’s body. Testing with a lie detector is a unique instrumental technique, a complex process of special equipment depending on a polygraph examiner’s professionalism in order to establish the truth, because a polygraph is a device that detects lies, i.e. special hardware for special verification of truthfulness. In our country the use of the polygraph is indirectly regulated at the legislative level, in particular, examinations of people in general are allowed, but polygraph testing is not specified. There is still no special law determining an algorithm for polygraph using. The current regulations governing the procedure for polygraph inspections are departmental and relate to staffing. The activity of polygraph examiners in Ukraine is widespread, but in the format of services provided by public organizations. The essential content of lie detection, which is understood as a set of techniques that help determine the reliability and veracity of information, is analyzed. Because a lie means deliberate distortion of information and polygraph examinations are a type of research activity aimed at truth establishing, the concepts, functions, forms and types of lies are described. During a polygraph investigation, a lie means transmission of information that is completely or partially untrue; it means distortion (cognitive changes), untruth, insincerity (pretending), deception aimed at truth concealing or misleading. Given that the most common reasons for using a lie detector are a competition or examination of candidates for a vacant position, official investigations, forensic psychological examination or personal initiatives, the examined people mostly tries to convince, prove something, justify, etc., so the function of lies to protect interests, often their own. There are two forms of lies: silence and distortion. By default, the information is hidden, but not distorted; in the case of distortion, it is not only hidden, but also supplemented or replaced and pretended to be true. Common types of lies in polygraph research are: mystification, substitution of concepts, self-deception, lying for good, misleading, exaggeration / belittling, slander. Levels of lie recognition (psychophysiological, verbal, nonverbal) and approaches to its detection (emotional, volitional, cognitive) are determined. Emphasis is placed on the psychological aspects of lie detection when using a polygraph. Attention is paid to topical issues of lie detection with a polygraph.

Key directions for determining and reducing the level of conflict of the team

The article discusses the possibility of determining and reducing the level of conflict of the team. The aim of the work is to highlight the appropriate tools and the main directions of reducing the level of conflict of the team. The subject of the study is the behavior of the organization’s employees in a conflict situation, the object is JSC “DOM.RF” it is a Russian organization specializing in the provision of banking services. The study is based on the use of the methods of K. Thomas and R. Kilmann to determine the level of conflict of personality. On its basis had obtained the distribution of employees of one of the structural divisions of the organization according to such styles of behavior in a conflict as confrontation, cooperation, compromise, evasion and adaptation. The obtained results made it possible to propose integral indicators for assessing the level of conflict and team coordination. Their value for the examined organization’s structural subdivision indicates the dominance of employees who shows unconstructive behavioural patterns in conflict situation preventing this situation being solved. Taking to account the specifics of the activities of the examined staff the results are quite acceptable but suggest mandatory prevention of the increase of conflict of the examined team. Among the main directions of reducing the level of conflict of the team is proposed: identifying the level of conflict of employees according to the Thomas- Kilmann methodology, determining the levels of conflict and coordination of the team; using of psychological diagnosis of personality conflict during hiring for a vacant position; conducting psychological trainings for employees of a structural unit or organization as a whole with the aim to manage their behavior in a conflict situation.

ADMINISTRATIVE AND LEGAL SUPPORT OF PERSONNEL TRAINING OF THE NATIONAL POLICE OF UKRAINE

The article is devoted to the study of the current state of staffing of the bodies and units of the National Police of Ukraine. It is proved that the priority direction of law enforcement reform is to improve the staffing of the National Police, which consists in its timely and optimal provision, efficient and balanced process of selection, staffing, development and dismissal of personnel. The main legal acts on staffing the National Police of Ukraine are: the Constitution of Ukraine, laws of Ukraine: «On the National Police», «On the Disciplinary Statute of the National Police of Ukraine», Resolutions of the Cabinet of Ministers of Ukraine: «On the establishment of the National Police of Ukraine»; «On approval of the Regulations on the National Police»; «On the uniform of police officers»; «On the financial support of the National Police» and others. It is analyzed that the Law of Ukraine «On the National Police» adopted in 2015 contributed to the renewal of personnel work in the bodies and units of the National Police of Ukraine. It is substantiated that the positive aspects of staffing in accordance with the Law of Ukraine «On the National Police» are: 1) the establishment of permanent police commissions in the police to ensure transparent selection, competition and promotion of police officers; 2) mandatory presence of two members of the public in the permanent police commission; 3) holding a competition for service in the police, for a vacant position; 4) carrying out of attestation of the policeman by attestation commissions of bodies, institutions, establishments of police, in the cases directly provided by the specified Law; 5) the mechanism of movement of police officers in police bodies, institutions and establishments. However, despite the positive changes that have taken place since the establishment of the National Police, there are many issues that need to be addressed. It is argued that the essence of staffing is a timely, optimal and balanced process of selection, service, certification, dismissal of personnel and aimed at providing the National Police bodies and units with highly qualified personnel who serve society by protecting human rights and freedoms, combating crime, maintaining public safety and order.

THE PROCEDURE FOR SELECTION AND APPOINTMENT OF PROFESSIONAL JUDGES OF UKRAINE IN THE CONTEXT OF CONSTITUTIONAL AND LEGAL REQUIREMENTS FOR CANDIDATES

The article reveals the peculiarities of the selection and appointment of professional judges of Ukraine in the context of constitutional and legal requirements for candidates. It has been established that the specifics of the selection and appointment of professional judges in the context of constitutional and legal requirements for candidates are regulated by: the provisions and norms of the Constitution of Ukraine, the Law of Ukraine «On the Judicial System and the Status of Judges»; the Regulations on the procedure for considering issues and preparing materials for the selection of candidates for the position of a judge for the first time, the Regulations on holding a competition for the vacant position of a judge, approved by the Decisions of the High Qualification Commission of Judges of Ukraine; the Kiev recommendations on the independence of the judiciary in Eastern Europe, the South Caucasus and Central Asia. It is determined that the main stages of the procedure of selection and appointment of professional judges are 14 stages, which can be systematized and recommended in such as: announcement of a competition for the selection of candidates for relevant positions; submission of documents by persons who intend to become professional judges, and their admission to the procedure for selecting candidates applying for the position of judges; the process of organizing the procedure for conducting inspections, as well as collecting information about candidates applying for the position of judges; passing anonymous testing (exam) by candidates applying for the position of judges and sending them to undergo special training; drawing up a qualification exam by candidates applying for the position of judges; drawing up by candidates applying for the position of judges of a re-qualification exam (if the qualification exam was not drawn up successfully the first time, then the candidate applying for the position of a judge can draw it up again, but not earlier than one year later); determination of the rating of candidates applying for positions of judges; the formation and assignment of candidates applying for the positions of judges to the reserve for their replacement of vacant positions of the judge in the future; passing a competition to fill a vacant position of a judge. It is noted that the prospects for further research in this direction are the study of the peculiarities of the procedure for the selection and appointment of candidates for the posts of judges of the Supreme Court.

Chronicle and mix

For the vacant position of St. resident at the Department of Psychiatry of Kazan University enters Dr. V. Ya. Maleev.

Talent Management an Emerging Trend for Employee Effectiveness in Corporate Hospitals

Talent management is considered an important factor for attaining competitive advantage and development of the firm in the current era. It deals with filling a vacant position with a talented workforce than a skilled workforce for the long-run objective of the firm. The present study was carried with an objective to identify the effectiveness of talent management practices and strategies in corporate hospitals. The study was conducted with 290 respondents in corporate hospitals in the Madurai district using a structured questionnaire. The result indicates the intention of talent management practices and strategies was; to build a deeper reservoir of successors at every level, creating a culture that makes employees stay with the firm and to identify gaps in the current workforce and their competency level. But, the talent management practices and strategies are effective in; Aligning workforce with the mission and vision of the organization, creating suitable policies that encourage individual career growth and development opportunities and Identifying and locating the qualified professionals needed.

IMPROVEMENT OF ASSESSMENT METHODS FOR THE VACANT POSITIONS OF PUBLIC OFFICERS

The article investigates the theoretical and methodological foundations and the organizational and legal aspect of the selection and recruitment for holding public service positions in Ukraine, taking into account modern trends. The basic concepts «selection of personnels», «recruitment of personnels», «personnel assessment» and its importance for the effective functioning of public services are considered. The key methods and principles of personnel assessment popular in Ukraine and abroad were analyzed. The last publications the decision of this problem is examined in which are considered. The current legal framework regulating personnel issues for civil service positions and the competition procedure are analyzed. Application of modern methods of selection and recruitment of personnels is offered on government service. It is well-proven that a selection and recruitment of personnels is a difficult multistage and multidimensional process. Quality of realization of this process depends on introduction of control the system by quality of personnel. A selection of personnels is the process of search, selection and recruitment of workers on vacant positions and workplaces. The basic methods of search of personnels are certain, modern approaches of their selection are rotined. The necessary condition of high-quality selection of civil servant is an analysis of process of search and selection of candidates. The process of selection must engulf all of the stages of estimation of personnel during holding a competition, beginning from a serve announcements on vacant position to the decision-making by a commission in relation to the choice of applicant on position of civil servant. Possibility of the use of modern methods of selection and selection of personnels, in-use in the conditions of inert economy is well-proven, in activity of organs of public power. At the use of different methods of estimation of personnel criteria must be taken into account which activity of civil servant is determined on. In obedience to criteria, estimations must be realistic and to assume the certain measure of estimation of competence.