Management of the personnel and intellectual resources in Russia
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Author(s):  
A. Borisov ◽  
S. Shelonaev ◽  
T. Trofimova ◽  
M. Rasina

This article explores the innovation potential of the staff at industrial enterprises. The relevance of the research is confirmed by the increasing interest of companies in innovation. This manifests itself both in the changing organizational structure of enterprises and a new approach to human resource management, for instance, the revision of the key performance indicators of employees. One of the main goals of the research was determining the factors that influence the development of the innovation potential of staff and assessment of their impact. The institutional approach formed the conceptual basis of the study. It allowed the authors to consider the management of innovation potential as a special mechanism for achieving sustainability, stable development of an enterprise, and its strategic success in general. The authors established that organizational and administrative factors have the greatest influence on the formation and development of the innovation potential of staff, while the constraining factors are the lack of an innovative strategy, authoritarian management style, and bureaucratization. Studying the techniques aimed at the development of staff’s innovation potential, the authors concluded that the most effective ones for industrial enterprises are consultations of subject matter specialists. A significant novelty of this work is the model of interaction of participants in the innovation process developed by the authors. The research findings enabled the authors to devise recommendations for the formation and development of the innovation potential of the company’s employees.


Author(s):  
I. Maslennikov

The problem that is described in the article has become one of the most crucial and important during first pandemic months of 2020. All new working conditions were a tough challenge for companies that should change all their process to keep the business alive. But even in that crisis times companies have to hire the new personnel and especially crucial not only hire but to adapt people to work both in new company and new remote or partly remote conditions. In this article the manager’s adaptation and involvement management process is reviewed from the point of view of restricted communication methods. The implementation of project management theory approach is described as a tool that could improve and secure the adaptation aspect of human resource management.


Author(s):  
E. Gashe ◽  
A. Chalova ◽  
I. Shul'zhenko ◽  
A. Lobacheva

This article is devoted to the study of the current topic - the importance of digital etiquette as an employee competence. The percentage of modern employee's communications in the online space is increasing, more and more work issues are solved using computer technology and electronic systems. This trend requires the development of a new digital culture of communication, which includes the rules that are necessary to build clear business relationships. In order to form a relevant, understandable and succinct set of recommendations, it is required to assess the current level of knowledge of digital etiquette. To do this, a survey was compiled that included questions defining human behavior in various situations that may arise during online business communications. Based on the survey with 120 respondents, recommendations on business etiquette topics were developed.


Author(s):  
D. Zaharov ◽  
YEkatyerina Kashtanova

This article examines the current state, operating conditions and forecasts for the development of the Russian labor market after the coronavirus pandemic in 2020. The growth of the gross domestic product was revealed in July 2021, compared to July 2020. It was noted that the most important factor in the recovery and further development of economic activity in the first half of 2021 was the consumer demand of the population. General trends in the labor market are showing positive dynamics, and the process of increasing real wages has continued. The recovery processes brought workers' cash incomes closer to the indicators of 2019. It was noted that the development of the labor market in the near future will be based on the implementation in the Russian Federation of a state program called "Promotion of employment of the population", in addition, national projects have been developed: "Demography", "Small and medium-sized businesses and support for individual entrepreneurial initiative".


Author(s):  
A. Aristova ◽  
A. Aristova ◽  
R. Ashurbekov

This article is devoted to the development of organizations in the period of unexpected and rapidly changing conditions caused by the Covid-19 pandemic, and the analysis of whether organizations were ready to perceive the new reality and use this situation to rethink the norms of work, to apply innovative methods and technologies of the organization that were not previously available. The article discusses the statistics on the use of such a method of organizing work as remote work, as well as the advantages of electronic document management, the spread of modern technologies in organizing joint work.


Author(s):  
N. Zaharov ◽  
A. Kuznecov ◽  
M. Perfil'eva

The labor market in our time is experiencing revolutionary changes. The era of a relatively stable labor market is over. There is no balance of vacancies between the needs of the modern economy and specialists trained by the education system. New technologies lead to the emergence of new professions, new vacancies. And hence the main and paradoxical trend of the modern labor market of new technologies - a lot of “non-specialists” (that is, people who have not received a special education) who create new types of labor activity, and then new professions appear, and as a result, new vacancies, and, again, new "non-specialists" creating new specialties. From the point of view of the structure of modern education, it is ready to solve these problems. But, unfortunately, these education functions are not yet activated. And the labor market needs them more and more. Those. education should teach students to self-seek.


Author(s):  
Svetlana Sokerina

Innovative thinking of employees is the key to successful innovative activities of innovation-oriented companies. This paper considers mechanisms triggering innovative mental activities. The study centers on the types of thinking reflected in innovative reasoning, in particular - analytical, logical, systematic (holistic), imaginative / creative / varied, critical, conceptual / project, structured, intuitive, productive / impactful, positive. The phenomenon of motivational and semantic mechanism influencing innovative thinking company employees and being the main catalyst for the process of innovative thinking activities has been analyzed. The concept of "social inclusion" mechanism has been introduced, which allows to expand transformative opportunities and contribute to the formation and implementation of better ideas. The author laid down suggestions to promote the development of employee thinking in innovation-oriented companies.


Author(s):  
Oksana Shchegulina ◽  
F. Konobevcev

Theoretical aspects and practical developments in the use of corporate knowledge management technologies are considered. The importance of knowledge management in the company's personnel management system is analyzed. The technology of benchmarking as a source of obtaining new corporate knowledge is highlighted and described. Special attention is paid to HR analytics processes. The use of benchmarking research as a tool for analyzing the field of personnel management is proposed. Approaches to the development of metrics for benchmarking in the field of personnel management of the organization are described. Based on the study of the practical experience of the use of benchmarking research by companies, the need for the organization of storage and effective dissemination of results has been established. Considering that at present corporate knowledge is becoming the most valuable internal product of the organization, the use of modern information technologies is proposed to expand access to corporate knowledge and solve the problems of decentralization of knowledge, duplication and loss of information for decision-making in the field of personnel management.


Author(s):  
Tatyana Suvalova

The need for effective management of young talents is due to the modern conditions of globalization of the economy, the impetus for the development of which is the intellectualization of business processes, the use of advanced technologies, and the disclosure of the multipotential of employees of organizations. Talented employees are an important asset for solving business problems of companies, as well as a resource, the development of which must be planned. The aim of the study is to analyze modern practical approaches to managing young promising employees. The importance and significance of the development of soft skills (soft skills), such as critical thinking, analysis, problem solving and communication, was noted. The article discusses the concept of talent management: planning, selection, introduction to work, performance management, training and development, compensation, analysis of critical skills. Attention is focused on the connection between training and the implementation of assigned tasks, development of potential and strengths of each employee.


Author(s):  
YEkatyerina Kashtanova ◽  
A. Zavelickaya

The article discusses issues related to the main trends in corporate learning and the creation of a model of adaptive learning organizations. As one of the main conditions for their activities, the idea of forming a knowledge management system in adaptive learning organizations, widespread use of corporate knowledge portals, and empowering communities of practice is put forward and substantiated. In this regard, the article focuses on the peculiarities of their construction and functioning. A list of the main problems that arise in the knowledge management system is given, and the ways of their solution are determined. Particularly interesting is the question of modern new functions of the knowledge management system, an overview of the current existing experience of solving this using e-learning and vr-technologies is given.


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