Effective Personnel Management Research Articles

Стратегічне управління персоналом як фактор зростання конкурентоспроможності промислового підприємства

The article describes the characteristics of the strategic approach to the personnel management of the enterprise. The main directions of the formation of the strategic personnel management system of the enterprise are given. The system of indicators of competitiveness of the strategic personnel management system of the enterprise is determined and the requirements for them are established. It is proved that increasing the efficiency of the enterprise is the basis of strategic potential, which affects its competitiveness and determines the direction of further development. It was established that certification of personnel on the basis of competency requirements models is necessary for the successful operation of the enterprise. The mechanism of personnel management of industrial enterprises in the conditions of innovative development is proposed. The implementation of the mechanism is aimed at increasing the competitiveness of enterprises through the intensification of innovative activities based on effective personnel management.

Предпосылки и условия формирования профессиональной модели администрирования судебным учреждением

The administration of a judicial institution on a professional basis is determined by the separation of the judicial management function, as a global trend and the development of a modern judicial organization. The author has made suggestions aimed at changing the mechanism of legal regulation in order to form a model of administration of a judicial institution that meets the challenges of public and state development. By introducing amendments to the federal constitutional laws “On Courts of General Jurisdiction in the Russian Federation” and “On Arbitration Courts of the Russian Federation”, legislative consolidation of the organizational segment of the courts as one of the fundamental principles of their internal structure is proposed. A similar proposal is aimed at creating a single regulatory framework for the formation of a professional model of administration of a judicial institution. The necessity of modernizing the legal status of a court administrator is substantiated, the specificity of which is determined by professional competencies in the effective management of judicial personnel and the implementation of information technologies in the judicial sphere.

Analysis of foreign and domestic models for assessing the level of insolvency (bankruptcy) for organizations in the Russian Federation

In modern economic conditions, the main goal of managing an organization is to provide an effective management model, the main characteristic of which is the construction of a strategy for the development of an organization that will ensure the achievement of the indicators specified in it, the production efficiency of the resources used, financial stability, competitiveness and effective management of the organization's personnel. One of the main elements of building this system is the timely identification of existing risks that directly affect the assessment of the likelihood of insolvency (bankruptcy) of the organization. This article presents the calculations of nine operating models for assessing the level of bankruptcy of an organization, made on the basis of financial statements of a large Russian company engaged in the sale of goods.

MODELLING OF AUTOMATED WORKING TIME CONTROL SYSTEMS IN EDUCATIONAL INSTITUTIONS

The article includes modeling of the automated system of personnel time recording with further development and implementation of it in the educational institution. Practice shows that when using automated time recording, more effective personnel management occurs, employee discipline is increased, and the wage fund is saved on 5–15%. Personalized personnel identification methods have been identified; the selection of technical equipment and software for data collection is justified; A work time model has been developed; Software for employee identification, recording and recording of working hours has been developed and introduced. To do this, special access control equipment was installed on the passageway. Employees have special cards that allow them to easily overcome these devices. If there are several checkpoints in the territory, it is advisable to use a computer network to transfer data to the server, where all data about employees are stored. Based on such data, accurate reports of misconduct can be generated, as well as a time sheet. User identification is an integral and important element for any information system. The identification system is one of the key elements of the infrastructure for protection against unauthorized access. The task of identification and authorization systems is to determine and verify the set of authority of the subject when accessing the information system. A barcode can also act as a unique person identifier. Each employee is ssued a card with a unique bar code, this code is fixed to the person in the database. A barcode scanner is installed on each pass point. This model with a developed algorithm for identifying a person and fixing the passage of control was ntroduced at the Kherson Polytechnic Vocational College of Odessa Polytechnic State University.

МЕХАНІЗМ ФОРМУВАННЯ СИСТЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ НА ТОРГОВЕЛЬНОМУ ПІДПРИЄМСТВІ

The theoretical aspects and the mechanism of formation of the personnel management system of a trading enterprise in modern conditions are investigated in the article. The peculiarities of the organization of labor at the enterprises of trading activity are considered. It is established that the specific activity of trading companies requires its employees to constantly interact with consumers. Therefore, staff, having such traits as communication, competence, personal qualities and training, should be prepared to meet the needs of customers in a variety of situations, including extreme situations. The mechanism of formation of the personnel management system at a trading company is substantiated, which should be implemented in stages, taking into account the current dynamic conditions of economic development in the country. It is determined that the main consecutive stages of implementation of such a mechanism are: selection and substantiation of the concept of work of the personnel management system in a trading enterprise; selection and training of employees; control and development of sales staff; evaluation of employee performance and incentives. The basic functions (organizational; socio-economic; reproductive), principles (complexity and systematic; compliance with the goals of the enterprise; hierarchy; use of scientific approaches in personnel management; cost-effectiveness; complexity; progressiveness) and methods of the mechanism of formation of personnel management system (administrative methods; economic methods; socio-psychological methods). It is proved that effective legal, information, communication and financial support is necessary for the effective functioning of the employees of a trading enterprise. Therefore, in order to build an effective personnel management system in a trading company, it is necessary to have a clear idea of the mechanism of its formation. Therefore, every enterprise, not just a trade, should use its own experience with its staff, adjust and improve each of the subsystems, study and apply the experience of foreign enterprises.

PECULIARITIES OF HUMAN RESOURCES MANAGEMENT IN INNOVATIVE ORGANIZATIONS

This article is devoted to the features of personnel management in innovative organizations. The dependence of effective personnel management regulation on a motivational factor is analyzed. The principles affecting the management potential depending on the strategic settings of the organization are identified.

ОСНОВНЫЕ НАПРАВЛЕНИЯ ФОРМИРОВАНИЯ МЕХАНИЗМА СОЦИАЛЬНОГО РАЗВИТИЯ СЕЛЬСКОХОЗЯЙСТВЕННОГО ПРЕДПРИЯТИЯ

The formation of the knowledge economy, the intellectualization of labor, the development of new information technologies, technological changes in production, the demographic crisis contributed to serious changes in the existing mechanism of social development of the agricultural enterprise and necessitated the formation of an effective personnel management system, including all aspects of management, including those related to staff motivation. In the formation of employee motivation, increasing their self-expression in work, a special place is occupied by the social policy of the enterprise. The social policy of an enterprise (organization), as an integral part of management, is an activity related to the provision of additional benefits, services and social benefits to its employees. The factors of the social environment are studied in the article, the directions of making managerial decisions on the social development of the agricultural enterprise are determined, the theoretical aspects are considered and the organizational foundations of the formation of the social development mechanism are identified, the main stages of the process of formation and implementation of the social policy system are identified, the methodology of social development analysis is determined. The developed recommendations on improving the social policy of an agricultural enterprise, consisting in the selection of effective forms and methods for realizing the needs of various social groups and their financing sources, are of practical importance. To improve the work of the personnel service for personnel management in the social policy system, it was proposed to carry out activities such as personnel monitoring, controlling, marketing personnel and personnel consulting.

PERSONNEL MANAGEMENT OF THE INNOVATIVE ORIENTED ENTERPRISES: REALITIES AND FEATURES OF FORMATION EFFICIENT SYSTEM OF FORMATION EFFICIENT SYSTEM

Investigating various aspects of personnel management at enterprises, in organizations, scientists in the vast majority of works come from the ideal of its understanding of this subsystem, which, unfortunately, not only is not lacking in deficiencies, but today is unacceptable in the modern world. It is unacceptable if the entity operates in a society in which the main value is the person, his or her health, dignity, etc. Given that Ukraine is not a developed country, the problem of improving the subsystem of personnel management at domestic enterprises, in organizations is relevant and requires the development of methodological principles to take into account the best practices of companies operating in developed countries of the world, developments as domestic ones and foreign scientists in order to provide the basis for the prompt innovation development of the Ukrainian economy.The purpose of the work is to determine the peculiarities of personnel management at domestic enterprises, the trends of change and possibilities of its development and the prospects for the formation of an effective system.Methods of empirical research, in particular observation, and also methods of theoretical research, namely analysis and synthesis, abstraction and formalization, are used in the article.A conception of the organizational mechanism for the formation of an effective personnel management system of the enterprise has been formed. Formalized mutual influence of enterprises owners, senior management, managers of different levels and employees in matters of enterprises organizational culture and economic activity formation. The simplified model of coordination of enterprises owners and employees interests is presented. The approaches to the formation of a management model in the practice of the domestic business environment are determined. The comparison of the features of human resources management system and personnel management system is given.The concept of transition from traditional human resources management to intelligent personnel management has been worked out.The theoretical and methodical principles of personnel management have been worked out, which provided the opportunity to propose the concept of transition of human resources management to personnel management taking into account the tendencies prevailing among the effective companies with the aim of long-term increase of economic activity efficiency. In the future, it is expedient to continue the analysis of personnel management in domestic business entities in order to identify features in terms of scope, size and other characteristics.Research results can be used by human resources management services, senior management or business owners to form an effective personnel management system to ensure sustainable development of the business entity.

슈퍼리더십이 직무열의 및 직무성과에 미치는 영향 연구 : 특1급 호텔 직원을 중심으로

This study investigated the effect of super leadership on job enthusiasm and job performance among Seoul's first-class hotel staff. A total of 320 questionnaires were distributed from March 5, 2018 to March 20, 2018, and finally 287 valid questionnaires were used for the empirical analysis. The results of the analysis are as follows: First, it has been shown that super-leadership has a positive effect on job enthusiasm. Second, the results of the Super Leadership's verification of the impact of positive on job performance were rejected. Third, job enthusiasm had a positive (+) effect on job performance. This study shows that hotel employees' job enthusiasm is affecting their job performance, and it will be possible to plan ways to enhance the performance of hotel employees. Therefore, the purpose of the act was to present suggestions for realizing the hotel manager's effective personnel management policy in order to enhance the job enthusiasm and performance through super-leadership.

리조트 기업의 복리후생제도가 조직충성도와 조직유효성에 미치는 영향

The major study object of this research paper is to find out what influence the welfare benefit system of employees in resorts has on organizational loyalty and organizational effectiveness. The sample data for the study was selected by the questionnaire inquiries to employees at Hanhwa Hotels & Resort, Daemyung Resort, Bokwang Phoenix Park, and Hansol Oak Valley Resort. A total of 315 questionnaire copies were distributed and 310 copies were facilitated as the sample data. The result is shown as follows. First, it is shown to make positive influence to the facility support, monetary support, living support, and culture support of the welfare benefit system. This indicates that there is a need for enthusiastic support in the welfare benefit system differentiated from other companies when a resort company intends to establish effective personnel management strategy and policy scheme. Second, the organizational loyalty is shown to have influence on organizational effectiveness that is a superior variable to job engagement and organizational commitment. Therefore, in order to enhance the loyalty of employees, the study has formulated the practical implications that the resort companies need diverse and systematized welfare system with new personnel management system, process and the like.

RANKING AS AN EFFECTIVE TOOL FOR QUALITY ASSURANCE OF LABOR POTENTIAL

Introduction. The key aspect of implementing a company strategy is the development of personnel, growth of its labor potential. The degree of development and utilization of the potential of employees largely depends on the competitiveness and innovative responsiveness of the enterprise. Making decisions on the formation and development of labor potential of the enterprise must precede the stage of evaluation of the most significant, in terms of specific production, characteristics of the labor potential of different categories of workers. Therefore, it seems urgent to conduct this study, devoted to issues of evaluation and the formation of labor potential, both individual workers, groups of workers, and enterprises as a whole.The hypothesis of scientific research is to find out how effective management of quality labor potential personnel (based on its objective assessment) can be one of the key conditions that determines the success of enterprises. The prospect of further research in this direction is to improve the system of diagnostics and planning of reserves for improving the quality of labor potential of an industrial enterprise in crisis conditions.The purpose of the article is to deepen theoretical and methodological provisions and to develop rating tools to ensure the quality of labor potential.During the research, methods of system analysis, management theory and personnel management, economics and sociology of labor, statistics, methods of expert evaluation, economic and mathematical models and methods, apparatus of the theory of artificial intelligence and the theory of neural networks were used.Results: a dynamic model of labor potential rating was developed and investigated, which allows taking into account the inertia of labor potential and qualitatively describing in time the behavior of labor potential under the influence of investments in personnel development.Conclusions: it is proved that the use of a dynamic model of labor potential rating will allow to specify the priority directions of enterprise development taking into account the achieved level of labor potential and the expected dynamics of its change and taking into account the characteristic features of the industry, enterprise, and certain types of activity.

DEVELOPMENT OF APPROACHES TO PERSONNEL MANAGEMENT BEFORE THE PHASE OF THE MERGING PROCESS OF ENTERPRISES

Purpose. Modern business is increasingly focusing on alternative options for integration among corporate growth stimulation measures, in particular, through the formation of new strategic alliances, collaboration with enterprises and start-ups, as well as through mergers or acquisitions. That is why the research is aimed at solving problems of effective management of personnel in the process of merger of enterprises, in particular, in the machine building industry by merging, takeover or otherwise integrating business, as well as at developing modern approaches to personnel management in business mergers. HR systems should be adapted to the specific conditions of the merger or takeover of business structures, taking into account the relevant phases of the process of enterprise integration. Methodology. The methodological basis of the study consist of general scientific methods of analysis and synthesis, comparative study of the economic processes in the management of personnel in the conditions of mergers and takeovers of business structures. The empirical method is used to describe the problem of taking into consideration the management of particular features of individual phases of the process of enterprise integration. This monographic study of a defined problem has given an opportunity to obtain results of practical significance and scientific value. Results. The necessity of taking into account the specifics of the individual phases of the merger of enterprises in the management of integrated business personnel is substantiated. It has been obtained the further development of HR-tools, HR-methods, and HR-practices, the use of which during the business mergers will help to address the shortage of key skills and improve the efficiency of the integrated business. Practical implications. Applied guidance on human resources management can be successfully implemented in the machine-building enterprises of Ukraine in the process of their merger with the aim of creating a more efficient integrated entity. The results of the study provide an opportunity to clearly outline the peculiarities of the phases of the process of business combining, which necessitate the use of appropriate HR-tools, HR-methods, and HR-practices for the integrated business. Originality. The novelty of the results is the conceptual scheme of the personnel decision-making in the conditions of organizational changes in the combination of machine-building enterprises taking into account the three-phase process of their integration. The article focuses on the crucial importance of using HR-practices in accordance with the phases of the merger process to ensure the success of mergers and takeovers, resulting in new business combinations. The article explores HR-practices in the field of mergers and takeovers, which create new business combinations. The expediency of using HR-tools and HR-methods is proved for domestic enterprises operating in the field of machine-building, which are interested parties of integration processes. The developed human resources recommendations make it possible to increase the organizational efficiency of functioning of newly formed and already existing associations of machine-building enterprises.

South African Construction Craftsmen’s Perceptions of Effective Personnel Management Practices

The recent skill shortage within South Africa has raised the need for proper management of the available craftsmen in the construction industry, as a large portion of work executed within the industry is done by this set of workers. It is based on this knowledge that this study assessed South African construction craftsmen’s perception on how effective personnel management can be achieved. A survey approach was adopted and a structured questionnaire was used in harnessing information form craftspeople within the construction industry in Johannesburg metropolitan area. Data analyses were done using percentage, mean item score and standard deviation. The reliability of the questionnaire was also tested using Cronbach alpha test. The study revealed that provision of competitive pay, effective leadership, recruiting the multi-skilled workers, the reward for dedicated workers, and paying attention to employee’s needs were the key measures for improving the management of personnel. The study further recommends that managers of construction organisations should give attention to the identified measures of improving management of employees and implement them to recruit and retain employees within their organisations. The study adds to existing knowledge on the theme of measures for effective personnel management in the construction industry.

Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses

Purpose: The purpose of this study was to identify the effect of resilience and job placement on general hospital nurse’s intention to relocate, prepare a practical transfer management plan, and provide basic data on effective personnel management. Methods: Data were collected from 333 nurses in 2 general hospitals with more than 500 beds in P-city. Data analysis was performed using hierarchical regression with the SPSS/WIN 25.0 program. Results: The significant factors influencing turnover intention of hospital nurses were sacrifice, fit, link, interpersonal relationship, followed by experience of turnover. Explanatory power was 42% in the regression model. Conclusion: Resilience and job embeddedness have a positive effect on turnover intention in general hospital nurses. Therefore, efforts to improve resilience, job embeddedness, and organizational support are required to decrease turnover intention.

Personnel Management in Local Government Performance — A Case Study of Bo City Council, Sierra Leone

Since the end of the decade-long civil war in 2002, the Sierra Leone government has made a great stride towards the recovery and rebuilding of livelihoods of the people. The government has also gone the extra length to involve the local communities in active decision-making in the government decentralization drive, giving the people the opportunity to directly bring in and implement developments in their own local communities. Witheven the improvements in local councils in Sierra Leone, however, the managerial system of the local councils still require significant further development. It is argued that a sound management system is the most critical tool necessary for organizational development. In other words, well-trained and qualified managerial personnel in Sierra Leone’s local councils will lay the basis for successful and sustainable local councils in the country. This article reviewed and examined the role of effective personnel management on the success and sustainability of local councils. The success of a local council is measured in terms of the developments brought, implemented and approved by the local communities. Then sustainability of a local council is measured in the ability of the council to raise revolving funds from the implemented development programs for reinvestment into further development based on the needs hierarchy of the people and their communities. The study discussed the managerial problems encountered by local councils in the course of delivering administrative functions in the local communities. Finally, it highlighted the importance of active personnel management in government decentralization in the delivery of public services towards sustainable community development.

The Relevance and Effectiveness of Adaptation Measures in Russian and Foreign Companies

This article discusses current issues related to the adaptation of new employees in enterprises. Previously most companies did not attach serious importance to this, but over the past 20 years the use of adaptation programs as an effective personnel management tool has grown markedly in the world and Russian markets. We consider the main problems of creating and using new adaptation programs in the practice of Russian and foreign companies, because competent adaptation of personnel allows us to simplify the comfortable entry of new employees into the team and to ensure increased labor productivity. As a result of creating favorable psychological and social conditions, the goals of an individual person and the entire professional group come closer together.

The Use of Biometric Technology for Effective Personnel Management System in Organization

Although the concept of attendance systems has been carried over the years, in recent times the forms of its application has changed. Companies being aware of the importance of personnel attendance to overcome the problems raised from manual attendance systems have started to take advantage of biometric systems. Particularly, fingerprint and facial recognition are the two most used forms for biometric identification, since it is considered as the most reliable and secure method in terms of its uniqueness. Because manual attendance systems are timeconsuming and ineffective, companies review their control mechanisms for personnel attendance to integrate new technologies in their operations. This article proposes a new generation technological structure used to get effective results in personnel attendance systems. There are plenty of personnel attendance control systems in the market both for multinational companies or small companies. However, the number of web-based form of these systems is limited. Web-based personnel attendance control systems is quickly becoming one of the fastest growing technologies that enables instant data flow and reporting. According to the literature reviewed, more and more companies in Turkey have benefited over the time from web-based personnel attendance control systems. Nevertheless, there are not enough researches about it. The aim of this article is to design and implement a web-based attendance system for personnel in an organization by using biometric system (fingerprints and facial recognition combining with RFID card and password authentication) and support managers to make effective and efficient decision-making process. The proposed system has been implemented by following the steps of Software Development Life Cycle (SDLC). In the process of software development, a waterfall model was chosen that was used in many software projects and that composed of analysis, design, coding, test, version and maintenance phases. Since it is a linear sequential, progress is seen as flowing steadily downward (like a waterfall) through the phases of software implementation. Even though the waterfall approach is the earliest approach, it is still most widely known for software development. This research is expected to help managers in educational institutions in terms of effective personnel management, especially for institutions that have large number of employees. In addition, the developed system can also help educational institutions for adopting their personnel attendance system to new technologies. It was also known that private organizations use this kind of systems. However, educational institutions can also take advantage of biometric data in the web-based personnel management system.
 
 
 Keywords: personnel attendance control system, personnel management, biometric systems, fingerprints and facial recognition

ВПЛИВ УПРАВЛІННЯ ПЕРСОНАЛОМ НА СТРАТЕГІЧНИЙ РОЗВИТОК ЗАЛІЗНИЧНОГО ТРАНСПОРТУ В СУЧАСНИХ УМОВАХ

One of the essential components of effective governance, especially for such a complex industry as railways, is the upgrading of the staff development program that will meet the needs of workers in terms of their professional and cultural development. It should be noted that in the management of the personnel of the enterprise there should be a permanent relationship with the general strategy of enterprise development, which is quite characteristic of the railway industry, which in recent years conducts reforms in all areas of activity. In order for rail transport to be quickly converted to a market economy, we need new creative personnel who could make a certain novelty in the management system and change the stereotypes, but in most cases, there are personnel who do not know all the peculiarities of the industry in the field of rail transport. and do not have the appropriate authority among ordinary employees. One of the factors of effective management of the company's personnel, especially of such a resource-intensive industry as the railway industry, is the continuous improvement of the level of professional knowledge and skills that characterizes the qualifications of the personnel. Another important factor in the effective management of personnel is the study of its social component. The state should be the guarantor of the efficient development of rail transport and impose appropriate requirements on its head. After all, the formation of a corresponding professional level of a manager requires a lot of time and expenses, which is possible only if the potential applicant knows about prospects of career growth, will see the possibilities of professional development and will know that it can bring real benefits to the industry and the national economy. Improvement of the personnel management system for the railway industry should be aimed at increasing the level of professionalism and efficiency of workers of all production units and managers of all levels of management. The same personnel management system should be based on such approaches and principles, the application of which will allow the establishment of key and common factors of influence on the management process, identify possible threats and directions for improving management efficiency

ВИКОРИСТАННЯ ERP-СИСТЕМ ДЛЯ МЕДИЧНИХ УСТАНОВ

Now, the use of enterprise resource planning systems, or EPR systems in medicine may names as a new direction of development. While in turn these systems began with medical institutions, namely, the accounting of drugs and patients, and over time, they adapted to the requirements of both small and large businesses, gaining enormous popularity. The development of such system for medical establishments of Ukraine is a very topical problem, since it is possible to solve many questions from the list of medicines, to effective personnel management and to predict the number of diseases. The article considers a complex of tools that may be used to improve the work of the "OKHMATDIT" hospital. The complex of software, which is aimed at resource planning, financial accounting, personnel management, logistics management, etc. is considered. That is to use all the capabilities of such systems configured them for a particular purpose.First of all we need to understand what exactly you working with, what type of information will be worked on, also ensure on simple examples (the way it could be easy) what needs to be done.

Эффективное управление персоналом: текущая практика успешных организаций

Эффективное управление персоналом: текущая практика успешных организаций