Efficiency Of Personnel Management Research Articles

THEORETICAL AND METHODOLOGICAL PRINCIPLES OF PERSONNEL MANAGEMENT IN THE ASPECT OF RISK MANAGEMENT

The purpose of the article is to study the theoretical and methodological aspects of personnel management risks and the specifics of developing their management strategies in the context of modern dynamic business conditions. The work highlights the key aspects of personnel risks, methods of their analysis, methods of management and regulation, and gives practical recommendations for managers and managers. Method. To achieve the goal, the methods of analysis and synthesis, comparison, etc. are applied. The results. The theoretical aspects of risk management with human capital are studied. Analyzed and systematized methods aimed at reducing the impact of personnel risks on the productivity and stability of the enterprise. The result of the application of such strategies is an increase in the efficiency of personnel management, a reduction in the probability of problems, and the optimization of work processes. Scientific novelty. The article offers a comprehensive view of risk management in the context of personnel management. The use of modern methods of risk analysis and management allows in-depth solving of problems arising in personnel management and the development of effective strategies for their elimination, taking into account today's conditions. Practical significance. The results of the research can be useful for leaders and managers in the field of personnel management, contributing to the stability and efficiency of the organization. The considered strategies and methods can help to implement practical management solutions with the aim of reducing personnel risks and increasing labor productivity.

BLOCKCHAIN IN HR: NEW HORIZONS OF SECURITY AND TRANSPARENCY IN THE DIGITAL ECONOMY

Blockchain technology offers new horizons of security, transparency and efficiency in the digital economy. Its application can fundamentally change traditional approaches to recruiting, evaluating and managing employee data, and also affect the interaction with the workforce on a global level. For Ukraine, a country that is actively moving towards digitalization of public services and business processes, the problem of using blockchain in HR technologies is particularly relevant. In the conditions of the rapid development of the IT sector, the increase in the number of startups and the integration of Ukraine into the international market, blockchain can become a key tool for ensuring reliability, data security and the efficiency of personnel management. This will not only increase the competitiveness of Ukrainian companies, but also ensure transparency and openness in HR processes, contributing to the creation of trust between employees and employers. The purpose of the article is a comprehensive analysis of the potential of using blockchain technologies in the field of human resources (HR) management with an emphasis on solving key challenges related to ensuring the security, reliability of data and the effectiveness of HR processes in the conditions of martial law in Ukraine. The research uses a comprehensive approach, which includes the analysis of scientific publications, articles, monographs and reports at conferences on blockchain and human resource management, as well as a comparative analysis of cases of using blockchain technologies in HR practices. The article seeks to determine how blockchain can contribute to the optimization of work processes, the protection of personal data of employees and the maintenance of operational stability of relocated enterprises, as well as to discuss potential obstacles and limitations in the integration of blockchain into HR systems. Particular attention is paid to the analysis of research and development of domestic and foreign scientists in this field, with the aim of determining promising directions for further research and developing practical recommendations for the effective implementation of blockchain technologies in HR practice in Ukraine. Blockchain can transform traditional approaches to human resource management, making processes more efficient, secure, and fair. However, for the full implementation of these practices, a number of technical, legal and organizational challenges need to be overcome, which outlines the prospects for further research.

Design of Electronic Work Card based on Enhanced Device Protocol

The electronic work card is significant to improve personnel management efficiency. WiFi module and E-ink panel are used in the system to realize communication with cloud platform and information display respectively. To control the card remotely, Enhanced Device Protocol is used due to its flexibility, long connection and etc. After debugging, the display information can be modified online.

Efficiency of personnel management: from theory to practice

Efficiency of personnel management: from theory to practice

ҲОДИМЛАРНИБОШҚАРИШ ТИЗИМИДА KPIНИ АМАЛГА ОШИРИШНИНГ ТАШКИЛИЙ-МЕТОДИК ЖИҲАТЛАРИ

The article discusses key performance indicators, and also determines their role in improving the efficiency of personnel management. The main goals of application and functions of key performance indicators for employees of the Ministry of Internal Affairs of the Republic of Uzbekistan are reflected

Methodology for assessing the effectiveness of innovative development of personnel in the agro-industrial complex

In the article developed a system of indicators that characterize the intensive development of trends and factors in the development of personnel of agricultural enterprises, on the basis of which the level of innovative development is assessed. The author identified the strengths and weaknesses of agro-industrial complex enterprises on the basis of a SWOT analysis, based on the results of the analysis, the main directions for improving the efficiency of personnel management at the selected enterprises were determined.

Business Innovation in The Hotel Industry

Today, business innovation is a hot topic. Therefore, it was proposed to use a competence-based approach to assess staff as a business innovation in the hotel industry. The paper investigates the theoretical and methodological principles of hotel staff evaluation using a competency-based approach. Scientific approaches are critically estimated, and aspects applied to material incentives management for hotel staff are analyzed. The scientific and theoretical basis of managing the staff’s material stimulation in the hotel business on the basis of the competency approach is investigated and practical tools of its implementation in the hotel business activities are estimated. Methodical approaches to evaluating staff competencies as a component of material incentives management have been developed. The structure of remuneration and the system of bonuses based on staff competencies evaluation have been formed, which will help increase the efficiency of personnel management in the hotel industry.

Исследование влияния профессионального образования кадров на объем производства сельскохозяйственных организаций региона

The relevance of the study is due to the need to improve the efficiency of personnel management in agriculture at the meso-level, which is caused by the aggravation of the competition, directly related to globalization and the instability of intercountry interaction. In many regions of Russia, there are negative trends in the social and labor sphere of rural areas and a decrease in the share of agricultural enterprises. In these conditions, the priority is the development of import substitution and the active creation and implementation of innovations, which increases the requirements for professional education. The purpose of the article is to assess the impact of vocational education of personnel of agricultural organizations in municipal districts of the region on the annual volume of their production. In preparing the article, we used: monographic method; systemic, sectoral, decomposition and complex methodological approaches; structural-temporal analysis and regression analysis (in kind and in standardized form). A methodology has been developed for analyzing the staffing of agricultural organizations in municipal districts of the region and the impact of vocational education and its components on the volume of production; established an annual decrease in the number of people actually employed in agriculture; by constructing multivariate regression models, the influence of the number in groups of personnel categories on the volume of production of agricultural organizations in current prices was revealed. Models of closeness of connection are given on a natural scale and in standardized form, the latter provide an opportunity to compare the impact of each of the factors on the volume of production. The groups were identified that have direct and inverse relationships with the performance indicator. The obtained quantitative assessments of existing processes (including latent ones) significantly expand information support in the formation of personnel policy both at the meso-level and in organizations. Elimination of the existing negative phenomena will ensure an increase in the efficiency of agriculture as a production system. In the future, the continuation of this study is relevant, in particular, in the sectoral context, both in complex industries and in subsectors.

Assessment of the competitiveness of catering companies

Modernization of the Ukrainian economy under the influence of global post-industrial trends mainstreams the priority of development of science-intensive, high-tech, innovative activities. Modernization creates the preconditions for strengthening competitive positions in the national and global markets. In modern conditions, the issue of assessing the competitiveness of catering companies is relevant. High competitiveness of the enterprise is the main condition of its activity and development. The purpose of the study is to assess the competitiveness of catering companies in the market of catering services in Ukraine. The study proposes methodological approaches to assessing the competitiveness of catering companies. Methodological approaches include continuity of monitoring, determination of parameters, indicators and criteria, selection of optimal evaluation methods. In the process of research the following methods were used: sociological survey, simple ranking, integrated assessment and factor method, system approach method. It was established that methodical approaches to assessing the competitiveness of catering companies include justification and development of a system of socio-economic indicators and criteria (product quality, quality of service, quality and organizational staff, efficiency, efficiency of personnel management, price). Methodological approaches include a set of indicators that form an integrated indicator of competitiveness. This indicator allows to consider objective differences in the dynamics of enterprises, the conditions of use of available resources in the process of forecasting and development of enterprises. A comprehensive diagnosis was carried out based on an integrated indicator of the competitiveness of restaurants on special orders (catering), during which it was determined that its level has a significant differentiation according to the indicators of the studied enterprises, which are due to both external and internal factors, which allows the development of strategic priorities and specific measures to develop the image of the enterprise and increase its competitiveness.

FUNCTIONAL TRAINING OF MANAGEMENT STAFF AS A TOOL TO IMPROVE THE MANAGEMENT OF ENTERPRISES AND ORGANIZATIONS

Introduction. The processes of globalization and the rapid development of the innovative compo-nent of the economy require companies to properly ensure the effectiveness of personnel manage-ment. Creation and implementation of innovations significantly affect the competitiveness of the enterprise, region, state, so it is necessary to develop the intellectual and creative potential of staff. The purpose of the research is to substantiate the role of functional training of management staff as a tool to improve the management of enterprises and organizations. Results. The key components of the personnel potential of the enterprise (organization) are determined. The personnel potential as a component of the system of economic potential of the enterprise is characterized. The principles of personnel management development are given. The role of personnel development as an element of the staffing system is outlined. The essence of staffing as a system, process and mechanism is substantiated. The essence and structure of intellectual capital of the organization (enterprise) are characterized. The author's position on the ratio of human and intellectual capital is given. Types of intellectual capital by the nature of utility are considered. The role and essence of functional training of managerial staff is substantiated. The expediency of taking into account the influence of factors of the internal environment of the enterprise in the process of planning and implementation of functional training of management staff is noted. It is proposed to take into account the peculiarities of professional development of different categories of staff in the process of their training. The expediency of considering the effectiveness of personnel management in the context of the overall efficiency of the enterprise is substantiated. The goals and main tasks of ensuring the effectiveness of personnel management are highlighted. Conclusions. In the global information economy, the role of staff in the process of creating competitive advantages of the enterprise is growing. The growth of production of the enterprise is mainly due to the efficient use of personnel. Keywords: personnel, efficiency of personnel management, personnel potential, personnel provision, functional training.

Аssessment of staff as a factor of increasing efficiency of personnel management in the organization

Planning, motivation, training and staff development; selection, adaptation, placement of personnel; formation of personnel reserve; personnel movements: — it is impossible to develop competent and adequate activity in all these areas without a preliminary assessment of the relevant personal and professional qualities of employees. A well-developed assessment system using the competency profile allows more efficient use of the potential of employees by increasing the level of motivation, determines the direction of development and stimulates the need for training and advanced training.

The functional cost analysis as a method of analysis of personnel management system at domestic enterprises

The article deals with the peculiarities of application of functional-cost analysis of the personnel management system, including the identification of unnecessary or duplicate management functions; functions that have not been performed for any reasons; the degree of centralization and decentralization of management functions has been determined. The main difficulties which specialists are facing in conducting FСA have been revealed. The advantages and disadvantages of this method have been identified. The experience of foreign countries in using of functional-cost analysis, as well as practical application in the enterprises of Ukraine has been analysed. The authors propose an approach by which the efficiency of personnel management at the enterprise will be considered comprehensively and systematically, using such basic structural elements as a system with an arbitrary number of elements and connections, its subsystem, the beneficial effect of their function by appointment. The article proposes an evaluation method that reflects the efficiency and productivity of staff. The status of the activity of an individual department or employee has been suggested to be described as a set of functions and the cost of providing them. The importance of each individual function in the value expression for the general financial condition of the enterprise has been emphasized in order to supplement the previously formed functional structure for finding alternative solutions. It has been determined that the existing experience in the application of functional cost analysis in the field of personnel management is imperfect. Therefore, it requires further elaboration in the form of methodological and practical recommendations, taking into account foreign experience. The conclusion has been made about the necessity of wider application of functional-cost analysis, creation of special services of enterprises, as well as strengthening of functional relations of such services with managers and other departments at the enterprise.

Оценка эффективности использования рабочего времени на основе внешнего аудита

All current business management trends and techniques are aimed at improving the efficiency of personnel management. Traditionally, the main indicators of staff performance assessment are those of workforce productivity. According to labor productivity, Russia ranks 36th. This situation is caused by many factors, including poor management functions in the organization of staff work, i.e. planning, organization, motivation, and control. The research involved monitoring ordinary employees in situations when their managers had questions related to low productivity. Despite the digitalization of all economic sectors, the motion study still remains an objective and reliable tool that helps to understand work organization, as well as to explain low productivity and poor time utilization. The research objective was to analyze the results of the motion study conducted in two organizations, a self-regulatory construction firm and a large food production company. The authors analyzed the time management of the employees by using the motion study method. Therefore, the article presents the results of two projects implemented in different scale and industry organizations to identify the loss of working time and the causes of low productivity. They showed that the main cause of low efficiency, regardless of the size of the business, remains the poor management, especially planning and control.

Information technologies in the field of hr consulting

The main ways of using information technologies as a tool of personnel consulting have been considered. The importance of building business processes in order to improve the efficiency of personnel management has been emphasized. The main task of information systems in the field of consulting has been formulated. The main elements of creating a complex business model have been defined. A comparative analysis of current modeling environments has been carried out, the advantages and opportunities of the Business Studio information system for use in the field of personnel consulting have been demonstrated.An example of modeling the real organizational structure in the Business Studio environment has been given, the process of forming a strategic map of the company’s goals has been presented, business processes and indicators of achieving goals have been determined. It allows you to assign staff responsible for achieving goals and calculate on this basis the KPI of employees at all levels of the hierarchy. At the stage of formation of the strategic map of the company’s objectives modeling Business Studio helps the company’s management not only a structured way to understand and articulate the company’s goals, but also to convey them to other employees.It has been noted, that in Business Studio, you can quickly create dozens of graphical organizational charts of varying degrees of detail and, subsequently, quickly edit them when information about changes is received. Also in the business Studio modeling environment, you can additionally display information about the state of affairs in the company: the actual and target values of indicators, as well as information about the current situation to achieve the goals.The conclusion has been made about the possibility of the most rapid improvement of the personnel management system and on this basis to increase the efficiency of the use of human resources through the introduction of Information technologies in the field of personnel consulting.

Problems of increasing legal regulation efficiency of personnel management

Currently, the effective organization of management of personnel labor consists in establishment of organizational and economic, social and psychological and legal relations of the subject and object of management - the head and the employee. These relations are based on legal principles, methods and forms of influence on the interests, behavior and activities of employees, ensuring the legitimacy of their activities and allowing the maximum use of the full potential of human resources of the organization. At the same time, the practice of Russian organizations and enterprises shows, that there are significant problem areas in the field of local law enforcement. The problems of legal support in the personnel management system, most often present in domestic companies, have been considered in the article.

The team building effectiveness in the modern process of personnel management

The article theoretically investigates the issues of efficiency of team building at the present stage of personnel management development, analyzes their features in modern Russian conditions. The most important and significant criteria for increasing the efficiency of the team’s work have been considered, the priority types of work needed to rally the team have been highlighted. And also, one of the most key success factors of an organization has been determined - human resource management. The issue of team formation and the stages of team development has been actualized. A general outline of the stages of team development for the overall efficiency of personnel management has been presented. Each of the stages has been disclosed in detail and has a clear relationship with the development of the team at the adaptation stage to the final stage of the disbandment of the team, where all intensive team relations are fading away, in view of achieving the goals set. The author pays special attention to the most significant and important elements of the success of the team in view of the effective development and growth to the highest quality team. Based on a comparative analysis of controversial approaches to team building, objective and subjective factors have been highlighted, influencing the efficiency of team building in the modern personnel management process. The role of the head of the organization in the development and integration of employees into a team has been noted. Conclusions have been drawn about the overall effectiveness of team building in the modern process of personnel management, where the leading factor of efficiency is the effective group interaction of the team, as well as the recognition of team members of both personal and group goals and interests.

Methodical Approaches to Assessing the Competitiveness of Restaurants on Special Orders (Catering)

The purpose of the research is to determine the methodological approach to assessing the competitiveness of restaurants under catering. The research methodology. The solving of the tasks was done through financial analysis, questionnaire survey and abstract thinking. The scientific novelty of the article is to develop a methodological approach to assessing the competitiveness of restaurants under special orders (catering), which differs from other approaches by applying specific factors that greatly affect the market of catering services. Conclusions. The article considers the expediency of developing methodological approaches to assessing the competitiveness of restaurants under special orders (catering). The following components are proposed for assessing the competitiveness of this type of restaurant industry: quality of products, quality of service, qualitative and organizational composition of staff, efficiency of activities, efficiency of personnel management, price. For each of these components, indicators of their estimation and calculation formulas for the calculation of indicators are proposed, which should be included in the integral indicator of the assessment of the competitiveness of restaurants under special orders. It is proved that one of the main components of the competitiveness assessment is the financial evaluation of the competitiveness of the enterprise. To calculate the financial assessment of the competitiveness of restaurants for special orders, it is suggested that the following indicators be used: liquidity, solvency, profitability, business activity, market share of the enterprise, market place and income.

A COMPARISON OF THE PERCEPTIONS OF FARM WORKERS ON PERSONNEL MANAGEMENT EFFICIENCY IN NINE FARM BUSINESS TYPES IN THE RSA / 'n Vergelyking van plaaswerkers se persepsies oor personeelbestuurs-deoltreffendheid in nege boerderyondernemingtipes in die RSA

The aim is, firstly, to establish the degree of discrepancy in the work experience and work preferences of the farm workers as regards leadership, motivation, communication, human relations, control and work performance in nine type of farm businesses over a wide area in the RSA. Second, the applicability and feasibility of the personnel management audit (PMA) in various type of businesses were evaluated. Nine PMAs were conducted with 239 farm workers in the Transvaal, Natal and the Orange Free State over the past five years. In general the workers are subject to consultative management systems, but they prefer participative systems, which means that greater personnel management efficiency be obtained in practice if the staff can attain more participation as regards leadershrp, motivation, communication, human relations, staff control and work performance. With the required adjustments, the PMA can be implemented in any farm business and applicable results can be obtained.

Occupational Therapy Staff Evaluation

A competent staff is the greatest asset that any department manager can have. In order to attract and retain therapists in the current health care marketplace the management team at New England Rehabilitation Hospital developed a system for employee performance evaluation. This system includes position specific performance expectations, evaluation forms, employee self-evaluations, and a professional development plan. Background on the department, the events leading up to the decision to create a new system of staff evaluation, and the decisions surrounding implementation are discussed. By using the svstem, a manager can improve personnel management efficiency, foster program growth and contribute to institutional goals.