Effective Use Of Human Resources Research Articles

Rethinking Human Resources in Public Administration: An Empirical Analysis of the Problem of the Ineffective Usage of Human Resources in the Public Sector

The purpose of this study is to explore the possible causes and consequences of the problem of ineffective utilization of human resources in the public sector, with reference to the philosophy of "Let the people live so that the state may live", through the extreme example of passive public servants in the public sector, who are also characterized as " benched ". The lack of research focusing on the ineffective usage of human resources in Turkish public administration requires the study to use a research design with a strong exploratory aspect. The importance of this study is to contribute to the knowledge in the focus on the problem of effective use of human resources, which has been constantly mentioned but has not been empirically investigated until now. It is possible to be carried out within the framework of the study to collect and analyze data more easily, especially on sensitive issues such as inactive public officials. Qualitative case design allows to obtain detailed information about a particular social/administrative situation, event, or group and to make unique discoveries about problems. Face-to-face interviews were conducted with 47 public employees in the study sample. The reasons for the ineffective usage of human resources can be summarized as follows; Political patronage relations, nepotism, incompetence, unawareness, etc. Consequences of ineffective usage of human resources can be summarized as; loss of motivation and possible job dissatisfaction and problems of person-environment fit, financial weakness, loss of national performance, loss of confidence, loss of individual performance, and inefficiency.

Kinerja Perusahaan Daerah Air Minum (PDAM) Tirta Amertha Jati di Kabupaten Jembrana

Organizations, both public and private organizations, compete in providing a better form of service based on the field they are working on. Discussing examples of public sector organizations, one of which is a regionally owned business entity (BUMD). One of the Regional-Owned Enterprises (BUMD) that emphasizes community service while carrying out business activities is the Regional Drinking Water Company (PDAM). PDAMs aim to provide clean water to the community, especially at the regional level, as well as assist local governments in increasing Regional Original Revenue (PAD). As part of a Regional-Owned Enterprise (BUMD), PDAM has the authority to seek profit from the service process provided to consumers. This research uses descriptive qualitative methods with data collection techniques in the form of observation, interviews, and documentation. The theory used in this research is the performance theory by Dwiyanto which assesses the performance of an organization using 5 (five) indicators, namely productivity, service quality, responsiveness, responsibility, and accountability. By using this theory, it can be concluded that the performance of the Regional Drinking Water Company (PDAM) Tirtha Amertha Jati Jembrana Regency can be said to be quite good, because it still needs to be improved in several ways, such as the effective use of human resources and natural resources, infrastructure, service quality and continuity, and disaster mitigation to anticipate damage caused by natural disasters.

The Effects of Trade Unions on Labour Market Outcomes

This paper explored the effects of trade unions on labour market outcomes. A trade union is any organisation of employees established to improve the conditions of employment of its members through the process of collective bargaining. The findings of the study revealed trade unions therefore attempt to improve the terms and conditions of employment of their members by the employer through the process of collective bargaining. Collective bargaining has become a determinant of production and labour costs. Between employers and employees in the competitive market, it aids in the distribution of added value. For employees, collective bargaining is a key factor for their income and sustainability on a dynamic labour market. Among employees, collective bargaining aids expressing solidarity through the ‘wage floors’ applying to different groups of workers at a given bargaining level. Hence, the ability of countries, especially developing countries like Nigeria, to be able to compete in the global marketplace depends to a reasonable extent, on their ability to transform industrial relations policies involving trade unions and collective bargaining so that they not only promote flexibility in the workplace but equally encourage the formation and effective use of human resources.

FORMULATION OF PERSONNEL POLICY AS THE BASIS OF EFFICIENT ENTERPRISE ACTIVITIES

It is noted that the personnel management system at a modern enterprise, regardless of the form of ownership, is the most powerful tool for ensuring competitiveness and development. It is determined that the personnel policy of an enterprise is one of the most important management tools, since in modern conditions the role of human resources in the implementation of business activities is crucial, and the quality of their management determines the success of the enterprise. It is found that the effective use of human resources can be achieved through the formation and implementation of an effective personnel policy of an enterprise, which today is considered the most important competitive advantage and means of achieving success of any modern enterprise. A number of requirements to the personnel policy of an enterprise are analyzed. The stages of formation of the personnel policy at the enterprise are disclosed. The most common problems of the enterprise’s personnel policy are allocated, in particular: lack of qualified employees, which results in poor quality of work performed, high staff turnover at the enterprise, the problem of organizing the selection and recruitment of personnel. It is proved that the presence of a personnel policy at an enterprise as the basis for effective operation of an enterprise makes it possible to implementation of a competitive policy in the presence of high quality human resources. The dependence of enterprise competitiveness on the choice of personnel policy is analyzed. Recommendations for solving personnel problems at the time of formation of the enterprise’s personnel policy have been developed, which can be the basis for the effective operation of the enterprise. It is noted that the effective development of an enterprise is based on a systematic approach to the personnel management strategy. It has been researched that the personnel policy is created to merge the efforts of all personnel of the enterprise to solve the tasks.

СУЧАСНІ МЕТОДИ ОЦІНКИ ПЕРСОНАЛУ У СИСТЕМІ УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ

Evaluation of enterprise employees is one of the management functions personnel aimed at determining the level of effectiveness activities and obtaining the necessary information about human resources the organization as a whole. This is a mandatory element of the control system in any organization, the "end-to-end" type of personnel work is inevitably taken into account when development of personnel programs. Effective personnel assessment plays a huge role in management them, it is the basis of many procedures: hiring, internal transfers, layoffs, enrollment in the reserve for promotion, material and moral incentives, application of sanctions, retraining and advanced training, personnel control, improving the organization of managerial work, techniques and methods work, improving the structure of the apparatus. Lack of reliable systems assessments may cause the organization to lose a capable employee and acquire an incapable. There is a wide variety of methods, each of which is unique in its own way, and the organization faces a great challenge in determining the appropriate one both for the company as a whole and for its individual parts. The article discusses modern methods of assessing enterprise personnel, among which the scoring method in personnel assessment, the questionnaire method, the method of comparison in pairs, the method of rating behavioral settings, the 360 degree method, assessment center, assessment methods taking into account competency models are highlighted. Organizations often combine or modify methods and adjust them to suit themselves, taking into account financial costs and specifics organizations. Only by taking into account all the listed subtleties can you build your system for personnel assessment and at the same time achieve effective use of human resources. A variety of personnel assessment methods allows the employer to identify current and potential staff capabilities, see the strengths and weaknesses of the system management and create your own employee assessment model based on the specifics and goals of the organization. All these necessary measures contribute to economic stability, increased efficiency, labor productivity, cohesion and mutual assistance of employees, mentoring and, most importantly, a caring attitude towards development priorities and strategies the organization in which they work.

Providing decent conditions and salary for scientists – the way to the revival of the prestige of science

Problem setting. The article examines the topical issues of national science, as it has never had such an important social, economic and technical significance as at present, in particular, the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science is considered. Since in the conditions of martial law and European integration transformations in Ukraine, work remains the main source of income for the population, and therefore the issue of wages is important. Attention is drawn to the fact that the policy of low wages has been established in the state today, especially in the scientific field, where the payment of labor almost does not fulfill its key function the reproduction of the spent energy of human resources and the motivation of employees for productive work. Purpose of research. The purpose of the article is to investigate the current issues of national science, since it has never had such an important social, economic and technical significance as at present, in particular to consider the issue of decent and fair remuneration of the intellectual potential of the country as a factor in the development of science Analysis of recent research and publications. Separate issues of legal regulation of labor relations of scientists in Ukraine were considered in their scientific works by H. Barabash, V. Kokhan, A. Yushko, O. Yaroshenko, and others. Such scientists as M. Baru, N. Bolotina, V. Burak, Yu. Burnyagina, N. Hetmantseva, K. Dovbysh, V. Zhernakov, T. Kolyada, O. Protsevskyi, Ya. Simutina and others Article’s main body. In today’s conditions, the preservation and development of Ukraine’s intellectual potential should be one of the main directions of state policy. One of the conditions for overcoming the country’s technological backwardness is a developed knowledge generation system based on effective national education and powerful scientific research and development. Therefore, in order to make an innovative breakthrough, Ukraine must justify and implement the concept of educational and scientific priority, which means that the processes of creating and distributing the products of science and education as key drivers of the balanced development of society, economy, and man must receive exclusive state protection. Conclusions and prospects for the development. It was concluded that the priority direction of scientific policy should be the development, adoption and implementation of decisions aimed at preserving and developing the intellectual potential of personnel, ensuring its vital activity, establishing order and procedures that determine the most effective use of human resources. The goal of the modernization of science in Ukraine should be the creation of a model of the scientific process in which the best domestic and foreign traditions would be optimally combined. Important importance in this process, in particular, the creation of dignified, proper, safe and healthy working conditions for scientific workers, the appropriate material and technical base, participation in international projects, and most importantly ensuring fair, decent remuneration. Since the policy of low wages in the scientific field leads to scientists looking for work in other types of economic activity with a higher level of remuneration, as well as migration abroad. It was established that decent remuneration for the work of the scientific potential of the state should have the following features: the salary level meets world standards; fair wages; salary corresponds to the quantity and quality of work; wages are paid on time.

ANALYSIS OF THE LEVEL OF MENTAL HEALTH OF WORKERS USING THE BOGOR – JAKARTA ELECTRIC TRAIN TRANSPORTATION WITH WORK PRODUCTIVITY

Background: Mental health in an all-digital world, especially market expansion which tends to increase sharply, especially after the Covid 19 pandemic, is a very important scourge to maintain in increasing work competition capacity. Job competition in terms of career prospects and lifestyle, is something that is seen as elite, because the level of income is categorized as high. However, for workers who continue to target material outputs, without paying attention to mental health, it will result in decreased performance productivity in the field they carry out. Productivity is the ability of employees to achieve certain tasks in accordance with standards, completeness, cost, and speed so that the efficient and effective use of human resources in an organization. Aim: to find out whether the level of mental health of workers in increasing productivity, has a relationship with the mobility of electric rail transportation. Method: This study uses a quantitative approach with the method of regression analysislinear simple. Simple linear regression analysis is an approach method for modeling the relationship between one dependent variable and one independent variable. In regression, the independent variable explains the variableits dependent. In simple regression analysis, the relationship between variables is linear, where changes in variable X will be followed by changes in variable Y permanently. Results: The results of the correlation value between x and y using the help of Microsoft excel 0.792, while the coefficient of determination is 62.8%, and the value of X is the equation Y = -8.13 + 1.17X. Conclusion: The result of the correlation value between x and y can be 0.792 while the coefficient of determination is 62.8%, which means that the x value can explain y of 62.8%, the rest is influenced by other factors. Or you could say valuelevel stress which has a negative impact on mental health problems, affects valuesproductivity as well as the results of the intercept and the value of X with Y = -8.13 + 1.17X.

Concept of sustainable human resources management

Sustainable human resources management is a new concept proposed by scientists as a response to the global transformation of the human resource management system in companies. The concept aims at the effective use of human resources to achieve the economic, social and environmental goals of an organization, without compromising the ability of future generations to meet their own needs. Sustainable human resource management aims at the harmonious and long-term development of all important stakeholders of the company – employees, organization and society. With the transition of the whole world towards sustainable development, this approach to human resource management is relevant. The attitude to development of employees and company with the strategy of long-term development positively influences such key indicators as satisfaction, loyalty, involvement of employees, and these indicators lead to the growth of productivity and development of the company as a whole. The purpose of this article is to reveal the essence of the concept of sustainable human resource management and to make the author’s model of the concept. The method of literature review on the basis of Scopus database for the whole period was applied in the work. The selection of works was carried out according to the method of the authors Schiederig, Titze, Herstatt in three stages. On the basis of the selected works the analysis of the origin and development of the concept was made, definitions were given, the main characteristics and models of the concept of sustainable human resource management were identified and systematized, and the author’s model of this concept was presented. The study can serve as a theoretical and practical basis in companies to achieve long-term development goals

Көшпенді қазақ дәстүріндегі әйел болмысы ― ұлттық кодымыздың негізі ретінде

The article discusses the essence of a woman in the nomadic Kazakh tradition and the ability to find its inherent cultural values in modern society. To do this, we need to analyze the Kazakh historical evolutionary path of development; update our mechanisms, such as traditions, customs, and world view, which form cultural values, under the modern society; revive and create a need for them. It is necessary to pay attention to the core values that must be taken into account, which are characteristic features of nomadic culture that determine the identity of a woman. They include freedom, the possibility of effective use of human resources due to age and genetic characteristics, attention to the reproductive function of women, and the upbringing of a high-quality and intelligent generation. In the era of nomadic culture, these values worked systematically, but now the interdependence between them and the mechanisms, concepts and categories that implement them have completely lost their meaning and become the form of a social imagination full of feelings. The author in the research of these issues shares his thoughts on creating the new Kazakh identity of the “New Kazakhstan” which is in the process of globalization, and accordingly the identity of a woman while studying the existing methods of preserving the national identity of other countries. Because the mystical properties of our national code, associated with national identity, originate in the essence of a woman and future mother.

Perkembangan PT BPR Aandalas Baruh Bukit Tahun 1990 – 2022

People’s Credit Bank (BPR) is a type of Bank that is known to serve micro, small and medium entrepreneurs, whose locations are generally close to the community. One of the functions of BPR includes providing loans to people who have difficulty reaching conventional Banks. This research examines the development of PT BPR Andalas Baruh Bukit in 1990-2022. This research is formulated as follows: 1). How is the development of PT BPR Andalas Baruh Bukit from 1990 to 2022. 2). What are the obstacles faced by PT BPR Andalas Baruh Bukit in running its business and how to overcome these obstacles. 3). the impact of the existence of PT BPR Andalas Baruh Bukit on the Nagari Andaleh Baruh Bukit community. This study uses the historical method, with four stages as follows: Heuristics, source criticism, interpretation and historiography. Based on the research results, PT BPR Andalas Baruh Bukit underwent development, which was originally a barn pitih nagari (lpn), then changed its status to become BPR Andalas Baruh Bukit in 1990, and changed its service from initially only serving members, then participating in serving the general public. developments also occurred in the sectors of savings, credit, capital, deposits, profits. The obstacles faced by PT BPR Andalas Baruh Bukit in running its business consist of two obstacles, namely structural and non-structural. The way to overcome these obstacles is to improve the management and quality of human resources, so that rational and effective use of human resources occurs. With the establishment of PT BPR Andalas Baruh Bukit, it can increase the income of farmers and traders through business development by applying for capital loans, as well as having an impact on the lives of the local community with many employees coming from Nagari Andaleh Baruh Bukit which will indirectly help the government in reducing unemployment and poverty. in Nagari Andaleh Baruh Bukit.

The Principle of Justice is the Key Principle in the Payment of Scientists

Problem setting. In the conditions of European integration transformations in Ukraine, work remains the main source of income for the population, and therefore the issue of wages is important for the paradigm of post-industrial development of all economic systems. Currently, the state has, unfortunately, established a policy of low wages, which negatively affects the growth of labor productivity. Therefore, the payment of labor almost does not fulfill its key function – the reproduction of the spent energy of human resources and the motivation of workers for productive work. As of today, in the conditions of active law-making perspectives of the labor legislation of Ukraine in the aspect of their European integration, the issue of developing and implementing effective labor payment systems has matured. Purpose of the research is to consider fairness as a key principle in the remuneration of a special subject of labor law – scientific workers. Analysis of recent researches and publications. Such scientists as M. Baru, N. Bolotina, V. Burak, Yu. Burnyagina, N. Hetmantseva, K. Dovbysh, V. Zhernakov, T. Kolyada, O. Protsevskyi, Ya. Simutina, O. Yaroshenko and oth. Important scientific provisions on which the modern understanding of the category of justice is based are developed in the works of O. Bandura, V. Horbatenko, K. Dovbysh, I. Zhigalkin, V. Kovalchuk, M. Kostecki, P. Rabinovych, H. Chanysheva etc. Their scientific works have not lost their scientific value until now, however, in modern conditions, the issue of justice, in particular in the field of remuneration, takes on a new meaning and needs to be reconsidered. Article’s main body. Today, more than ever, there is a need for highly qualified personnel and their professionalization. Therefore, the priority directions of educational and scientific policy should be the development, adoption and implementation of decisions aimed at preserving and developing the personnel potential of education and science, ensuring its vital activity, establishing order and procedures that determine the most effective use of human resources. Important importance in this process is the creation of decent working conditions, decent and fair pay, proper, safe and healthy working conditions. Since the policy of low wages in the educational and scientific spheres leads to workers looking for work in other types of economic activity with a higher level of wages and migration abroad. Conclusions and prospects for the development. One of the main issues that need an urgent solution is the issue of remuneration of scientists. In particular, the remuneration of a scientific worker should provide sufficient material conditions for his effective independent creative activity, increase the prestige of the profession of a scientific worker, stimulate the involvement of talented young people in scientific and scientific and technical activities, and improve the qualifications of scientific workers. All teaching staff should have a decent level of remuneration for their extremely difficult and responsible work. A proposal was made to amend the Law of Ukraine “On Scientific and Scientific-Technical Activities” regarding the provision of decent and fair conditions of remuneration for scientific workers, which will contribute to increasing the prestige of the work of this category of workers, and will also allow to ensure the observance of their labor rights, will contribute to the improvement of their financial situation.

Nurse's Leadership Challenges in Primary Health Care: A Focus Group Analysis in Albania

For health and care systems to succeed in the future, primary head nurses must demonstrate leadership. A focus group discussion was used to assess the primary head nurses' leadership abilities in 2022 in Albania. The focus group was composed of 12 primary head health care nurses, two men and ten women, with a mean age of 40 ± (SD) years old. Eight participants were charged with the duty of head nurse for more than five years, while seven participants were in the position of paid head nurse for more than five years. The majority of nurses reported they lack a clearly defined, written job description relevant to the position. Additionally, they stated that they lacked a reference work plan based on which to organize and coordinate the associated healthcare service activities. Participants indicated that the role of the head nurse in daily practice is more focused on the work as a service nurse than as a head nurse. The majority of nurses reported having never received training expressly related to their role as head nurses. The most crucial aspects of the head nurse position were efficient planning and organization of work, vaccination, infrastructure improvement, and the effective use of human resources. The results of this study can be used by head nurses in primary healthcare settings to address and deal with problems in their leadership roles. The findings can also be used by policymakers when developing new regulations or guidelines for nursing leadership competencies. In addition to functioning in a crisis situation, nurse leaders have to demonstrate their capacity for effective leadership and transparent communication. In this regard, training is recommended.

ТАЙМ-МЕНЕДЖМЕНТ – ШЛЯХ ДО ЗБІЛЬШЕННЯ ЕФЕКТИВНОСТІ ПРАЦІ ПРАЦІВНИКІВ ОСВІТНЬОЇ ОРГАНІЗАЦІЇ

The concept of time management is considered. Various approaches of scientists in determining the essence of time management are analyzed and revealed. The author's interpretation of the concept of time management is offered. Existing time management tools are considered and peculiarities of its application in domestic practice are analyzed. The importance of applying working time management techniques to increase the efficiency of functioning of enterprises in modern conditions is substantiated. Time management, or time management, is a system aimed at coordinating one's actions with time. It is the science of how to plan a clear work schedule for a day, a week, a month, a year or a lifetime. As a result of optimization, working time can be used more efficiently. Time management concerns not only the organization of working hours, but also the workplace environment, communication with work colleagues and many other factors that can affect a certain time. The implementation of time management allows employees of an educational organization to systematize the planning process, use working time more efficiently, increase the speed of solving problems and eliminate them re-appearance, reduce time spent searching for documents and timely prioritization, increase the efficiency of using databases. It has been proven that the introduction of time management technology in an educational organization will serve as an optimal way to increase competitiveness in general and the most effective use of human resources. The development of any organization directly depends on how its employees plan and organize their activities taking into account time constraints, namely how the manager facilitates this. Rationally organized time management also makes employees aware that inefficient use of working time is not only the loss of the management of the educational organization, but also their own, which can lead to a significant reduction in activity efficiency and, as a result, to a decrease in wages. The use of principles and technologies of time management in practice increases the efficiency of the organization, reduces time consumption to a minimum and creates an opportunity to achieve the desired results and goals.

Research on Human Resource Management in Türkiye and Around the World

The issue of human resources affects all segments of society, including workforce quality, human relations, laws, social and technological developments. Women academics, who served as administrators, were able to establish an effective work-life balance thanks to their self-sacrifice, discipline, time management and goal-oriented work in order to establish a work-life balance, but they compromised on their special needs such as sleep, entertainment and rest. The translator has job autonomy, has an advantage over technology and is in harmony with his profession. According to the results of the analysis, it was determined that men's trust in their managers, their commitment to the workplace and their beliefs were higher than women's. It has been determined that work-life balance increases organizational commitment, and organizational commitment increases employee satisfaction. It has been determined that work-family conflict has a positive and significant effect on the intention to leave, and the psychological contract has a mediating role in this effect. It is seen that new initiatives and strategic dimensions in human resources management and employee motivation in strategic human resources management are important. Career management is one of the most effective methods of using human resources effectively and efficiently. In conclusion, human resource management is an important issue that affects the whole society. Goal-oriented work, working with a male manager, organizational commitment, employee motivation, career management, employee satisfaction are the cornerstones of effective use of human resources.

The Mediating Role of Job Security in The Impact of Digital Leadership on Job Satisfaction and Life Satisfaction

Digital leadership emerges as the reflection of technological innovation in business life into administration mentality. As well as possessing leadership skills, digital leaders can be defined as leaders who are talented in terms of information technologies, visionary, can think innovatively, increase the corporation’s performance and create the transformation required by the business. The literature emphasizes that digital leadership practices and digital transformation efforts can fail due to fear of being unemployed, the tendency to maintain the usual, and showing resistance to transformation. However, it is realized that these approaches are generally based on foresight and are not supported by real practices. In this regard, the mediating effect of job security satisfaction of employees on the impact of digital leadership upon job satisfaction and life satisfaction is tried to be explained with application findings by utilizing from Resource Based View (RBV). The study was conducted with 403 employees working in an industrial organization. The data obtained were analysed through the Smart-PLS program, and the mediating effect was measured using a structural equation model. The model found that digital leadership had a significant effect (0.199) on job satisfaction, digital leadership had a significant effect (0.182) on life satisfaction, and digital leadership had a significant effect of 0.312 on the perception of job security. Once again, it was found that the perception of job security had a partial mediating effect (0.156) on the effect of digital leadership upon job satisfaction, and the perception of job security had a partial mediating effect (0.150) on the effect of digital leadership upon life satisfaction. The present study indicated that in a well-designed digital transformation, digital leaders could increase employees’ job and life satisfaction, and job security had a mediating impact upon this increase. Digital transformation in businesses creates an environment that allows high-performing employees to stand out more than low-performing employees and to display their talents. Thus, it could be stated that digital technologies have a significant effect on the prominence of talented individuals and increase employees’ job satisfaction and life satisfaction by utilizing RBV, as well. As a consequence of its structural characteristics, digital leadership paves the way for more effective use of human resources in the enterprise, the realization of the necessary organizational transformation, and the increase in the perception of job security of the employees thanks to the contribution it provides to the qualitative improvement of the organization.

Forming and effective using of human resources in agricultural

The subject of scientific research is the theoretical and practical principles of the formation and effective use of human resources in the agriculture of Ukraine. The purpose of the article is to substantiate the strategic directions of the use of human resources in agriculture. The data of the State Statistics Service of Ukraine, the results of other scientists' research and own developments were used. The following methods of scientific research are applied: abstract-logical; monographic; statistical and economic; balance; systematic approach, etc. A generalized definition of human resources is proposed as a set of active population characterized by socio-demographic, professional qualification, psychophysiological characteristics and participating in social and labor relations in enterprises (organizations, institutions) on the basis of employment and/or self-employment (entrepreneurs, owners of capital, employers), actively looking for work (unemployed), starting their own business. Based on the analysis of the formation and use of human resources in agriculture in the pre-war period and taking into account the current war situation in the country, the pessimistic trends of demographic indicators and economic activity of the rural population were determined as the basis for the formation of human resources in agricultural enterprises. Taking this into account and the recorded high level of informal employment in agriculture, a methodical approach to determining the forecasted indicators of the need to create jobs in the agricultural sector to ensure the effective use of availablehuman resources in rural areas is substantiated. Taking into account the excess of the supply of labor on the labor market in agriculture over its demand, the positive dynamics of the development of small forms of business in the industry, the unfilled potential capacity of the domestic market of labor-intensive agro-food products, in Ukraine, the perspective of comprehensive support for the development of small and medium-sized enterprises in the agricultural sector of the economy has been proven. on the part of the state, territorial communities, etc. It was determined that the effective use of human resources in agriculture in wartime and postwar times will be ensured by achieving the following economic effects: increasing the level of formal employment and labor income of the rural population, filling the domestic market with labor-intensive products, ensuring food security for households and the country. On the basis of the conducted SWOT-analysis of the development of labor-intensive production of products in small agribusiness, a strategic choice matrix for the use of human resources in agriculture was developed. This will contribute to the developm of related sectors of the economy: logistics and processing, trade, machine-building enterprises and will require additional recruitment of personnel – a multiplier effect. Key words: human resources, agriculture, employment, unemployment, agricultural enterprise, economic effect.

CHANGES IN RUSSIA's ECONOMY, WAYS IN WHICH ENTERPRISES ADAPT TO THEM, AND INCREASE IN THE COMPETITIVENESS OF HUMAN RESOURCES

The article considers the main trends in the development of the national economy of Russia and the world economy in the conditions of modern restrictions and sanctions in the field of commodity exchange, trade in technologies, products, materials and energy carriers. The possibilities of adjusting the economic strategy of Russia are considered and recommendations are given to industrial enterprises in terms of the development and exploitation of released market niches. The author analyzed the current market situation and identified opportunities for increasing the competitiveness of industrial enterprises and the Russian economy as a whole, including through the state order and improving the planning system in the public sector of the economy. The possibilities of increasing the investment attractiveness of Russian enterprises in modern conditions are analyzed. The necessity of sovereignty and independence in the implementation of the country's economic policy is substantiated. The effective use of human resources and natural wealth is named as the main condition for achieving an "economic miracle" in Russia. As a result, a comprehensive idea was formed about the required changes in the country's economy in the current situation and about the opportunities that are currently opening up in the field of import substitution, the need for which is acutely felt by domestic industrial enterprises in all regions of the Russian Federation.

Trends in Human Resource Management in the New Technological Era

Human Resource Management is considered as one of the very important function of in every organisation. HRM is called as the heart and soul of a business, without which the organisation would not be able to effectively recruit and retain employee and they wouldn’t be able to maintain the organisation healthy. Mathis and Jackson have defined “HRM is the effective use of human resources and organisation through the management of people related activities”. The importance of human resource management is immense as many functions are there to human resource management that helps an organisation stay successful. Their duties and responsibilities in the organisation is very wide. It ranges from recruitment and training to managing disputes, maintaining a healthy work life balance, and all payroll responsibilities.Inspite of all these responsibilities, the role of HR department is heightened at the arrival of the pandemic. The situation was a new challenge to the HR professionals for running the organizational functions uninterrupted. At the same time it was an opportunity to the HR practitioners to rethink about their current practices and policies.

Islamic Rural Bank Employee Performance: Role of Motivation, Compensation, and Work Environment

Rural banks in Indonesia have been experiencing a significant growth. Each company has diverse workforce. Excellent employees will contribute significantly to achieve the company's goals. However, some companies disregard any factors that can lead to optimal employee performance. The purpose of this study was to determine the effect of motivation, compensation, and work environment on the employee performance. This was a case study conducted at PT. BPRS Madina Mandiri Sejahtera Yogyakarta. A quantitative technique based on variance Structural Equation Modeling (SEM) and Partial Least Square (PLS) was used to acquire a better understanding of the relationship between variables. Questionnaires were used to collect 28 responses from the company’s employees. The finding revealed that compensation was a deterrent for companies that have not received awards in the previous five years. As a result, the company’s management must pay more attention to work compensation related to more efficient and effective use of human resources. The higher the employees’ salary, the more achievements achieved by the employees. The higher the number of high-performing employees, the lower the cost of non-essential work.

Оценка уровня квалификации персонала в системе управления человеческими ресурсами организации

The article is devoted to the issue of assessing the level of qualification of personnel in the human resource management system. In the conditions of a rapidly developing economy, the introduction of innovations in life and professional activity, the need to determine the compliance of employees with professional requirements and continuous professional development has increased. Assessment of qualifications allows to achieve the most effective use of human resources. The article touches upon the issues of the required assessment of the qualification level, examines modern international and national law, defines the importance and role of professional standards in assessing the qualifications of employees and job seekers.