Effective Personnel Management Research Articles

ПРОБЛЕМНЫЕ АСПЕКТЫ В РАБОТЕ С КАДРОВЫМИ РЕЗЕРВАМИ УЧРЕЖДЕНИЙ И ОРГАНОВ ФЕДЕРАЛЬНОЙ СЛУЖБЫ ИСПОЛНЕНИЯ НАКАЗАНИЙ И НАПРАВЛЕНИЯ ПОВЫШЕНИЯ ЕЕ ЭФФЕКТИВНОСТИ

The article provides theoretical justifications for the need to manage the personnel reserve, including in the public administration system. The personnel situation in the penal enforcement system is analyzed and the main problematic aspects of the formation of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia are identified, as well as proposals for improving work with personnel reserves are formulated. The topic raised is relevant due to the fact that in modern socio- economic and political conditions, the main purpose of staffing the Federal Penitentiary Service of Russia is to preserve and strengthen the human resources of the penal enforcement system. In the mechanism for achieving this goal, the most important task is the formation and effective use of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia to meet the needs of the system in qualified managerial personnel in a timely manner. The analysis made it possible to substantiate a set of measures to improve work with the personnel reserve of territorial institutions and bodies of the Federal Penitentiary Service of Russia, including proposals to increase the salary of employees filling the positions of managers (chiefs); to stimulate employees enrolled in the personnel reserve; to increase the number of professional training programs for employees. A systematic approach to the formation and training of a reserve of senior personnel of institutions and bodies of the Federal Penitentiary Service of Russia will ensure the creation of an effective personnel management system of the penal system.

Leadership and Employee Analysis A Case Study of Pakistani Banking Industry

This research examines how leadership, motivation, and training affect job satisfaction and performance in a corporation. This inquiry seeks to discover how firms may boost employee productivity and pleasure by evaluating these attributes. We will utilize surveys to collect primary quantitative data from workers. This research seeks to understand these elements' connections and causalities. Businesses are continuously looking for new methods to boost employee productivity and job satisfaction. Due to the competitive and complex business climate today. It is crucial to consider these two interconnected traits since they directly affect a company's performance, productivity, and profitability. These concerns must be followed. Training, motivation, and leadership are considered the most essential variables affecting employee performance and work satisfaction. These components are considered most crucial. After measuring and analysing these three independent variables, this study found that these are the key factors. Understanding how these components interact and contribute to results can help companies design more effective personnel management and development strategies. This knowledge will help firms improve personnel management and development initiatives. This is possible because you must understand how these components interact. Training is considered essential to worker development. This is because training gives worker’s new skills and experiences.

DIFFERENTIAL PSYCHOLOGICAL FEATURES OF ATTITUDES TOWARD WORK IN A STATE OF WAR

DIFFERENTIAL PSYCHOLOGICAL FEATURES OF ATTITUDES TOWARD WORK IN A STATE OF WAR

Organizational-economic and psychological aspects of personnel management as a factor of organization development in crisis conditions

Modern business conditions require organizations to develop and implement new approaches to personnel management, which is the leading resource of their business activities. Crisis conditions can be challenging for any organization, but they can also stimulate development and promote change in a positive direction. The research aims to determine the organizational, economic, and psychological aspects of personnel management as a factor in the organization's development in crisis conditions. The article examines the general factors of organizational development in crisis conditions: stability, flexibility and adaptability, innovation, resources and finances, strategic planning, effective management, leadership and communication, personnel, customer orientation, public relations, and optimism. The necessity of combining and considering organizational, economic, and psychological aspects of personnel management in crisis conditions is substantiated. The fundamental aspects of personnel management of the organization in crisis conditions are singled out: organizational, economic, and psychological. Organizational and economic aspects of personnel management of the organization in crisis conditions: retention of qualified personnel, optimization of the number of personnel, reduction of personnel costs, and increase of labor productivity. Psychological aspects of personnel management of the organization in crisis conditions: informing, supporting, motivating, creating a favorable microclimate, and providing development opportunities. The proposed approach to highlighting the fundamental aspects of the organization's personnel management in crisis conditions will allow: to develop effective methods of personnel management in crisis conditions; increase the motivation and productivity of employees; reduce staff turnover; increase the level of financial stability and competitiveness of the organization. The principles of anti-crisis personnel management are defined. Implementing an effective personnel management system will allow the organization to maintain qualified personnel and competitive advantages, reduce personnel maintenance costs, increase labor productivity, and work efficiency, and ensure sustainable functioning and development of the organization in crisis conditions. Keywords: organization development, personnel, organization management, personnel management, development factors, management principles, organizational and economic aspects of management, psychological aspects of management.

Pentingnya Peran Pengelolaan Tenaga Kependidikan dalam Meningkatkan Efektivitas Administrasi Sekolah di SMP Negeri 34 Surabaya

The management of education personnel plays an important role in improving the effectiveness of school administration. This study aims to explore the relationship between the management of education personnel and administrative effectiveness in SMP Negeri 34 Surabaya. Through a qualitative descriptive approach, we use interviews, observations, and documentation studies as data collection techniques. Interviews were conducted with administrative staff, teachers, and principals to gain comprehensive insights. Observations were made in various parts of the school to understand the practice of managing education personnel directly. In addition, documentation studies are used to analyze policies and procedures related to the management of educational personnel. In conclusion, effective management of education personnel is the key to achieving educational goals and improving the quality of administrative services at SMP Negeri 34 Surabaya. In this context, an emphasis on continuous development of management teams and training will be an important step to improve the effectiveness of overall management of education and school administration personnel. The results of the analysis confirm that the management of education personnel has a significant effect on the quality of administrative services and the overall performance of the school. The importance of a well-trained management team and periodic training is highly regarded in improving administrative efficiency. Despite challenges, such as gaps in technology capabilities, strong collaboration and commitment overcame those barriers.

АДАПТАЦИЯ МОДЕЛЕЙ УПРАВЛЕНИЯ КАДРАМИ ДЛЯ СТИМУЛИРОВАНИЯ РАЗВИТИЯ ГОРНОДОБЫВАЮЩИХ ПРЕДПРИЯТИЙ

This article examines the issue of adapting HR management models in the context of mining companies in order to stimulate their development. In today's dynamic economic environment, mining companies face a number of challenges that require effective personnel management to ensure competitiveness and sustainable growth.
 The author analyzes the features of personnel management in the mining industries, highlighting key aspects such as the specifics of the production process, the characteristics of the workforce and the risks associated with occupational safety. Then modern models of personnel management are considered, including approaches to the selection, development and motivation of employees.
 The concept of adapting these models to the specifics of mining companies, taking into account their unique needs and challenges, is also proposed, which includes the development of specialized training and development programs, the introduction of motivation systems that take into account the dangers and difficulties of the working environment, as well as the creation of flexible management structures for rapid adaptation to changing market conditions.
 In conclusion, the importance of continuous improvement of human resources management models in mining companies in a rapidly changing economic environment is emphasized, which will allow them not only to survive, but also to thrive in modern competitive conditions.

Formation of a personnel management system as a factor of increasing competitiveness and the enterprise security level in the context of digital transformation and new legal challenges

The relevance of the subject of forming a personnel management system in the context of the problem of increasing the competitiveness and level of security of enterprises lies in the need to adapt to the challenges of digital transformation and growing internal and external threats. The purpose of the study is to present a modern approach to the formation of an effective personnel management system, considering the emphasis on countering internal threats and ensuring the rights of workers. The research methodology involves the use of the expert analysis method for identifying key threats (the Delphi method as an auxiliary one), the hierarchical analysis method for organising threats and paired comparison for comparing threats. As a result, a list of the most substantial threats to the formation of the personnel management system is presented. Calculations determined that in the second half of the 2020s, the impact of internal threats on the personnel management system and the competitiveness of enterprises is expected to increase, which may negatively affect the provision of labour rights. It is established that the formation of a personnel management system is a complex process that is influenced by various factors and threats. Analysing threats through the prism of this theoretical and methodological framework, it is identified that not only the identified threats are critical, but also the dynamics of their development and interaction are crucial for the development of personnel management strategies. It was established that the complex impact of these threats requires not only a one-time response but also continuous adaptation of the personnel management system. The study highlights the importance of countering internal threats, which is crucial for ensuring enterprise security. The practical application of the research results can help businesses create a stronger and safer work environment that will help ensure workersʼ rights

Modern Technologies of Strategic HR Management in the Conditions of Innovative Development of Entrepreneurial Structures

In an era of rapid change and the introduction of new technologies, effective personnel management is becoming a key element in the successful development of business structures, and innovative technologies are becoming an integral part in strategic personnel management, optimizing current management processes and creating adaptive, high-performance and innovation-oriented teams. They help companies not only attract, develop and retain talent, but also create innovative corporate cultures capable of continuous growth and transformation. The purpose of researching innovative technologies in strategic personnel management is related to identifying the potential of innovative technologies to improve business processes, increase efficiency, create a favorable environment for employees and ways of their optimal implementation to achieve strategic goals in business structures. The article proposes an interpretation of the concept of “innovative technologies in strategic personnel management”. The methods of finding work for unemployed citizens in the Kyrgyz Republic for the period 2012–2021 are analyzed. Innovative technologies in strategic personnel management are considered, such as business process automation, artificial intelligence, cloud HR platforms, learning management systems, gamification and virtual reality, communication platforms that open up new prospects for creating progressive and flexible work environments. The advantages and disadvantages of introducing innovative technologies in strategic personnel management in the conditions of innovative development of business structures are highlighted. It is noted that the choice of innovative technologies should be based on the resources available in the business structure and the basic tasks of the strategic personnel management system. A combination of technologies is recommended that collectively increase the effectiveness of the strategic personnel management system in innovative development.

Talent Management Strategies: A Panacea to Employee Turnover in Commercial Banks in Abia State, Nigeria.

Effective personnel management is increasingly acknowledged as a strategic method to handle the difficulty issue of employee retention which has been viewed as a major concern for firms in the competitive banking sector. Previous research has focused on specific tactics and how they can improve staff retention, yet turnover in the banking industry in Abia state, Nigeria, keeps rising. Determining the effect of talent management methods on employee retention in the setting of commercial banks in Abia State, Nigeria, is the purpose of this study. This is anticipated to fill in the knowledge gaps on the difficulties in talent management methods for commercial banks in Nigeria’s Abia state. This study aims to investigate the effects of talent management techniques on employee retention in the commercial banking sector in Abia State, including sourcing/recruitment, training/development, and reward/recognition. The study uses a qualitative method of data gathering through interviews with HR department workers of the chosen banks, using an interpretivist philosophy and inductive methodology. The data analysis includes thematic analysis to examine the effects of talent management strategies on employee retention. A strategy that can assist in overcoming the difficulties in the aforementioned talent management strategies is succession planning. The study finds that reward and recognition programs, comprehensive training and development programs that are seen to create opportunities for career growth and advancement, and effective recruitment practices that are in line with the bank’s culture and values are key strategies for reducing employee turnover. Thus, the study’s advice is consistent with its findings that succession planning is a talent management strategy that can combine other approaches to create a comprehensive approach to talent management, enhancing both competitive advantage and employee retention.

Using modern theories of motivation in the practice of personnel management

In a fast-changing world and a competitive business environment, effective personnel management is becoming a critical element of any organization's success. One of the key components of modern personnel management is motivation, which determines the degree of involvement and commitment of employees to the achievement of the company's goals. The essence and role of motivation determine the success of the management strategy and affect the effectiveness of the organization. The article examines the importance of effective personnel management in today's competitive environment and highlights its key aspect – employee motivation. The authors examine modern theories of motivation, such as Maslow's need theory, McGregor's theory «X» and «Y», Vroom's expectancy theory, and equity theory. It is considered how these theories can be used in personnel management practice to create effective motivation systems. The authors note the importance of recognizing and rewarding employees to ensure their motivation and job satisfaction. Modern motivational theories face several problems. First, the individualization of the needs and values of employees makes it difficult to create universal methods of stimulation. Second, the role of intangible incentives and self-fulfillment is becoming increasingly important, but measuring and managing them is a challenge for organizations. In addition, the rapidly changing business environment requires constant updating of motivation strategies, which is also a time-consuming task. The development of current theories of motivation is the key reason for the successful development of a company and ensuring competitiveness in the market. In modern society, the development of motivational tools is determined by flexibility, individualization and emphasis on the personal and professional growth of employees. Technological innovations, a balanced approach to incentives, reflection of company values and employee participation in management create a complex motivation system. Addressing issues of health and stress resistance emphasize the importance of the psychosocial well-being of employees. These directions define a new approach to personnel management aimed at creating sustainable and effective organizations in the modern business environment.

ЗАГАЛЬНІ ТЕНДЕНЦІЇ ТА ПЕРСПЕКТИВНІ НАПРЯМИ РОЗВИТКУ РИНКУ РЕКРУТИНГОВИХ ПОСЛУГ УКРАЇНИ

The article is devoted to the study of the problem of ensuring the development of the recruiting services market in Ukraine. It was noted that the majority of business entities in Ukraine are unable to perform the entire necessary set of prescribed procedures in the cycle of personnel selection, which requires the involvement of specialized recruiting agencies capable of performing personnel selection at a highly professional level and ensuring the desired final result for the enterprise. Formulated advantages of cooperation of domestic enterprises with recruiting agencies. It has been established that the most widespread recruiting services in Ukraine are: Recruitment, Executive Search, Headhunting, Personnel Leasing, Preliminary and Outplacement. An essential and meaningful description of the main recruiting services is provided and their main advantages and disadvantages are outlined. Basic pricing models used by recruiting agencies are considered. It was noted that the cost of personnel recruiting services in Ukraine varies in a very wide price range and depends on a number of aspects. The main stages of the recruiting process are established and the principles of providing recruiting services are given. It is noted that their strict observance is a key factor in ensuring the correct selection of candidates and creating a positive image of the enterprise. The main trends in the development of the recruiting services market in Ukraine have been studied. The key directions for improving the efficiency of recruiting activities have been identified. The essential advantages of digitization of recruiting are outlined. It is noted that in the modern business environment, where competition for talent is an extremely important element of the implementation of a success strategy, the involvement of recruiting agencies becomes a very relevant tool for supporting organizations in ensuring effective HR management. At the same time, the provision of various recruiting services becomes a critical component of the successful selection and retention of talent, and the involvement of recruiting agencies is an extremely important strategic initiative for organizations, which allows for effective personnel management in today’s extremely complex conditions.

Influence of Principals’ Management Strategies in the Achievement of Quality Assurance in Public Secondary Schools in Benue State, Nigeria

The study investigated the influence of principals’ management strategies in the achievement of quality assurance in public secondary schools in Benue State, Nigeria. The study was guided by three (3) specific objectives. Three research questions were raised for the study. Also, three hypotheses were formulated and tested at 0.05 level of significance. This study adopted the survey research design. The population of the study is 4888 principals and teachers in all the public secondary schools in Benue State. The sample size is 370 respondents. The instrument used for data collection was a structured questionnaire titled “Influence of Principals’ Management Strategies in the Achievement of Quality Assurance Questionnaire (IPMSAQAQ)”. An overall reliability coefficient of 0.89 was obtained for the instrument. Mean and Standard Deviation were used in answering the research questions while Chi-square goodness of fit was used to test the null hypotheses at 0.05 level. The findings of the study revealed that principals’ instructional, physical facilities and supervisory management strategies significantly influence the achievement of quality assurance in public secondary schools in Benue State. In view of the findings of this study, it was concluded that the utilization of instructional, physical facilities and supervisory management strategies by principals will enhance the sustainability of quality assurance in public secondary schools in Benue state. In view of the findings of this study, it was recommended that; School administrators in Benue State should prioritize the development and implementation of effective personnel management strategies for principals in public secondary schools.

Personnel Management Practices in Relation to Teachers’ Teaching and School Performance

The purpose of this study was to determine the personnel management practices and its relation to teachers’ teaching and school performance of the public elementary and secondary school teachers in Garcia-Hernandez district. School administrator’s personnel management practices affects teachers’ performance and school performance. The study was conducted in Garcia-Hernandez district, particularly to the two hundred fifty (250) respondents who were the school heads/principals, teaching, and non-teaching personnel for 2022-2023 academic year. This study utilized the descriptive-survey design employing the total population sampling technique with the use of a modified standard research tool from the IEA Teaching and Learning International Survey (TALIS) (2001) for the Personnel Management Practices, Teacher’s Self-Assessment Rubrics (TSAR)” by Hrushikesh Senapaty (2019) for the Teachers’ Teaching Performance, and Achievement Integration Program-School Staff Survey Questionnaire by the Minnesota Department of Education (2009) for the School Performance. The results showed that personnel management practices of the school administrators in Garcia-Hernandez district were very satisfactory. Teachers’ level of performance in terms of designing learning experiences, knowledge and understanding of the subject matter, strategies for facilitating learning, interpersonal relationship, professional and school development were very satisfactory. Likewise, the respondents’ perception on school performance in terms of climate and environment, leadership and government, professional learning, data-based decision-making, improvement initiatives, family and community partnership were also very satisfactory. There is a significant relationship between personnel management practices to teachers’ level of performance and school performance. This study concludes that effective personnel management practices positively influence the performance of both teachers and schools. The study showed that when school leaders engage in discussions with teachers to establish educational goals, provide opportunities for professional development, and encourage participation in school decision-making processes, it results in better teacher performance and contributes to a more positive school environment. Furthermore, it indicated that when teachers design learning experiences that incorporate the knowledge and experiences of their students, foster interpersonal relationships, and engage in ongoing professional development, these lead to better student outcomes and contribute to school improvement. It was recommended that school heads/principals may assign available teaching staff ahead of time in the absence of the regular teacher. The available teacher shall provide modules for the student’s activity in order for them to learn, and to make sure that teaching-learning process continues. Teachers are highly encouraged to pursue graduate and post-graduate studies. Further, schools should have quarterly monitoring and evaluation on their programs, activities and projects for school development.

УПРАВЛІННЯ ПЕРСОНАЛОМ В БІЗНЕС-СТРУКТУРАХ

The article delves into the critical aspects of human resource management within contemporary organizations. The strategic importance of effective personnel management for success in a competitive business environment is analyzed. Personnel management helps to organize the process of selecting candidates in order to obtain the maximum return from employees. Successful implementation of personnel management with the help of proper adaptation helps to speed up the process of integration of newcomers and ensures their productivity in the future. Personnel management affects the formation of corporate culture and ensures coherence in the work of the team, which is a key success factor. The article addresses topics such as personnel recruitment and hiring, development and retention, employee motivation, and the significance of corporate culture in creating a productive work environment. The article also explores modern approaches to personnel management, including the use of information technology, data analytics, and open communication between leadership and employees. Research results and feedback from experts in the field of personnel management are provided to illustrate concepts and provide practical examples. It also investigates how changes in the modern business environment affect approaches to personnel management and the need for continuous updates in practices in this field. The article analyzes the impact of corporate culture on the work environment and productivity and emphasizes the importance of ensuring employee health and well-being. In addition, the article emphasizes the importance of adapting management approaches to changes in the socio-cultural and economic environment, inclusiveness and diversification of personnel. Modern challenges and trends in the field of personnel management are analyzed, including the introduction of remote work and flexible schedules. This article is intended for business executives, HR professionals, students, and anyone interested in improving the efficiency of personnel management to achieve success in the modern business world.

Implementation of programs for the development of operational processes of the HR management system of government agencies in Western countries

Today, the problem of digitalization of HR management system operational processes is the lack of automated HR management programs for government agencies, lack of resources, staff reduction, data management, and change management. Many countries have faced problems with the digitalization of HR processes in government agencies. To a greater or lesser extent, such structural problems of the labor market can be found in all Western countries. The development of technologies and information systems creates new opportunities for managing and improving the processes of government agencies. The specifics of public administration require effective personnel management on a country or city scale, which makes it necessary to implement effective technological solutions. With this in mind, today's workforce data from many sources provides an opportunity to manage civil servants with an evidence-based HR policy. Thus, governments are increasingly able to recruit, deploy, train, motivate, and retain their employees scientifically and analytically based on objective HR data. As a result of the analysis, the authors found that most Western countries collect HR data to analyze, interpret and actively use it to make better management decisions, as well as to develop and implement HR policies. The purpose of the article is to highlight the problem of digitalization of HR processes in government agencies and to demonstrate the analysis of HR data from Western countries in tabular forms. The article demonstrates the results of implementing information collection of HR data for effective HR management on a country or city scale. The authors analyze and demonstrate in infographics the growing possibility of collecting human resources data as a basis for improving public services, service delivery and continuous performance management. The authors analyze and present in the infographic data from surveys of civil service employees in Western countries, information on employee engagement and satisfaction with work and the working environment in government agencies.

Effective motivation, effective personnel management in rehabilitation centers of Kazakhstan

This article discusses effective personnel management in rehabilitation centers in Kazakhstan. In modern business, with its inherent volatile competitive environment, the implementation of effective activities is impossible without effective personnel management. As a result of sociological research, the degree of satisfaction with the incentive system for medical personnel of the Rehabilitation Center Kokshe was revealed. From these data it can be seen that for the employees of the rehabilitation center, the most significant motivational factors are economic methods, and among the preferred motivational methods are socio-psychological ones. To substantiate the importance of applying socio-psychological methods in the system of medical personnel management and the formation of a personnel management model, methodological approaches of classical theories of motivation were considered: a questionnaire according to A. Maslow's theory and F. Herzberg 's tests. The effectiveness of the organization's activities is determined by the ratio of the results achieved and the resources expended on this and is made up of the efficiency of using various factors, one of which is motivated work. The success of healthcare institutions, including rehabilitation centers, depends on the extent to which medical workers realize their professional potential. We have proposed a more advanced and effective management approach – the KPI method for motivating medical personnel in Kazakhstan, which allows us to organically combine material and non-material incentives with the motivational impact of all healthcare workers. The presented calculations showed that the introduction of personnel assessment according to the KPI system for all medical services will provide a multiplier effect and improve the competitiveness of rehabilitation centers and healthcare in general.

Boosting employee morale through effective personnel management of selected banking and insurance firms in Nigeria

The ISA 2007 should also be changed to include notice of trade unions or their representatives in the case of large mergers, just as in the case of intermediate mergers, since legislation is a continuous process. This will help to preserve the goodwill of interested workers, who are the backbone of any organization during a merger or personnel management process. Regulatory bodies must guarantee that enough shareholders are kept informed and unsurprised throughout the merger and personnel management proceedings to avoid these business dealings becoming monopolistic. Based on this discovery, the research concluded that most Nigerian financial institutions were involved in very few strategic integration initiatives, particularly vertical integration. It is consequently recommended that Nigerian insurance and financial institutions improve the level of customisation offered to their clients to retain current clients and draw in new ones.

ANALYSIS OF THE EFFECTIVE USE OF THE POTENTIAL OF THE THE ENTERPRISE PERSONNEL

This article examines the practical tasks, factors, and economic success of effective personnel management, as well as the need to analyze personnel potential and apply current methods. It is designed to realize labor potential, develop personal abilities, provide people with satisfaction from work accomplished and public recognition of their achievements, and provide a comfortable environment. Personnel planning is also aimed at meeting the needs of production and ensuring the interests of employees and society as a whole. Today, more than ever, it is necessary to look for opportunities to harmonize market conditions and the interests of the company’s employee.

Examining Principals’ Personnel Management Skills: The Interplay of Human Relations and Instructional Supervision in Delta State Secondary Schools

This study examined principals' personnel management skills: the interplay of human relations and instructional supervision in Delta State secondary schools. It was guided by two research questions and hypotheses respectively. The research employed a correlational survey method within an ex-post-facto design. The study encompassed a population of 15,322 principals and teachers from Delta State Secondary Schools, from which a purposive sample of 380 principals and teachers was selected. The research utilized the Principals' Personnel Management Skills of Human Relations and Instructional Supervision Questionnaire (PPMSHRISQ) as the instrument for data collection. Data analysis involved mean rating to address the research questions, while hypotheses were tested utilizing Pearson's correlation coefficient (r) at a significance level of 0.05. Findings revealed that to a high extent, human relations and instructional supervision contribute significantly to effective personnel management by principals, in Delta State Secondary Schools. In conclusion, this study unveils crucial insights into the dynamics of personnel management by principals in Delta State Secondary Schools. It is evident from the data that both human relations and instructional supervision play substantial roles in contributing to effective personnel management. It was recommended that educational authorities and school leadership should prioritise professional development for principals, as human relations play a significant role in effective personnel management. These programmes should emphasise healthy connections, efficient communication, and a friendly workplace.

ЗРОСТАННЯ ЕФЕКТИВНОСТІ УПРАВЛІННЯ ПЕРСОНАЛОМ ЯК ОСНОВА КОНКУРЕНТОСПРОМОЖНОСТІ ТА ЯКОСТІ ДІЯЛЬНОСТІ ОРГАНІЗАЦІЇ, ЇЇ ФУНКЦІОНАЛЬНИХ ПІДРОЗДІЛІВ

The article examines the issue of increasing the efficiency of personnel management as the basis of competitiveness and quality of activities of the organization and its functional divisions. The relevance of the topic of the study is due to the fact that a significant part of organizations has an inflexible personnel management system and uses outdated approaches to the formation and implementation of personnel policy, which do not meet modern management requirements and do not provide effective motivation of employees to improve the quality and efficiency of their work, which negatively affects the competitiveness of organizations and their products. The aim of the article is to study the growth of efficiency of personnel management as the basis for competitiveness and quality of activity of the organization and its functional divisions. The methodological basis of the study was the methods of analysis and synthesis, observation, comparison; system approach, process, complex, functional and evolutionary-synergistic, logical-dialectical methodological approaches. The obtained scientific results consist in systematization and generalization of groups of methods and tools that ensure effective management of personnel of organizations: organizational, administrative-administrative methods, economic methods, socio-psychological methods. It has been found that one of the most effective modern management technologies is the technology of grading, which is a modern technology, a tool for the most effective solution of problems of the social sphere in modern management. The concept of sociometry as a method of research and development of interpersonal relations in the team and, in general, the growth of social responsibility of employees in their direct activities is studied. Prospects for further research lie in the expediency of further comprehensive study of methods, tools of modern technologies of personnel management, the use of which ensures the growth of efficiency of personnel management as the basis of competitiveness and quality of the organization, its functional divisions.