Field Of Personnel Management Research Articles

Модель управління кар’єрою військовослужбовців

Comprehensive problem solving related to the creation of a modern personnel management system determines the introduction of automated personnel accounting and management system in the personnel services of the Armed Forces of Ukraine as a component of the unified Information System of Defense Resources Management (DRMIS).One of the aspects of professional development is the availability of an effective system for evaluating the components of the career management system. The system allows to do all personnel and administrative job and increase quality: when filling vacancies, recruiting and promotion personnel, forming staff reserve, and motivating employees. This is achieved through the use of performance management information systems based on the concept of controlling.Career management is seen as a sequence of functions that are part of the technological cycle of the management system. The main driving forces of the cycle of the management system are identified. The use of the concept of controlling involves the achievement of the strategic goals of the organization. At the same time, the goals are decomposed according to the levels of the organizational hierarchy, depending on the powers and direction of activity, which must be achieved for a certain period. This is achieved through the introduction of a balanced scorecard.The article proposes a variant of the model of career management of servicemen based on controlling technology, which reflects the key stages of information flow processing in the field of personnel management. Realization of the proposed model will ensure the implementation of the main principle of career management, expressed in the combination of interests of the organization and the individual.

Target organizational structure and human potential

The article examines the success of companies depending on the quality of human resources and the organizational structure of their management. Based on the structure of human potential, the work highlights the processes that reduce it; the values of work of employees of the studied companies are ranked: work as a means of subsistence, communication with colleagues, confidence in the future, the installation "work as the main value in life", the possibility of creative growth. Problems in the field of personnel management are identified in two areas: composition of employees; performance management of staff. To improve the work of managers in the studied companies, it is proposed to implement a comprehensive program. It should include the following areas: changing the management structure, where job responsibilities are clearly reallocated; reviewing job descriptions in order to regulate employee responsibilities, support the most effective technology; and building organizational commitment of staff. The organizational structure of the studied trading firms should be made problem-oriented. Changing the structure will allow to: create additional links that deal with strategic planning; organize production and sales, improve quality, and develop production; the line manager will be able to delegate authority on certain issues and tasks.The proposed problem-oriented management structure, which has the advantages of all organizational structures, has no obvious disadvantages. It provides a high level of specialization of employees, performing a specific function; it is combined with the structure of the management system, is easy to form and operate, and is adaptive to changes. We suggest evaluating the effectiveness of human resource management when changing the organizational structure of management by the level of management decisions of organizations.

ПРОЄКТНИЙ ПІДХІД У СИСТЕМІ УПРАВЛІННЯ ПЕРСОНАЛОМ

The article considers the peculiarities of the formation and development personnel management system in modern organization, as well as the constituent elements of the personnel management system: essence, indicators, features, main functions and tasks, subsystems, including subsystems, methods of formation and expected effects.The list of elements of the personnel management system and it’s need for each to constantly develop and implement a system of measures, creates a need for the management of the organization to increasingly use the project approach in management. The advantages of its application in the personnel management system were identified, including target orientation, action orientation, clear limitations, time constraints, uniqueness, communication efficiency, interaction, moderate system of responsibility, "learned lesson" method, balanced risk, flexibility. The main goals of the project approach for the formation and development of personnel management system of a modern organization: the introduction of new technologies of personnel management, improving efficiency at all levels of management, concentration of human, scientific, technical and production resources, achieving planned indicators through the implementation of such initiatives, will be most profitable for the organization in the short or long term, reduction of costs for the management staff by increasing the efficiency of its work and reducing the number. There are: focus on achieving a predetermined goal, on the achieved result, strict limitation of decisions by financial opportunities and time limits, plan amount of resources, achievable goals within each stage, as a result – each work and process is considered only from the standpoint of overall success, non-standard, creative approaches, on teamwork. Through the application of a project approach in personnel management in order to improve the personnel management system, the effect of interaction, the relationship between management tools, activities, management decisions in the field of personnel management within the administrative, socio-psychological and economic management methods.

Indicators and criteria for assessing for economic security of the military - industrial complex enterprise in field of personnel management

Indicators and criteria for assessing for economic security of the military - industrial complex enterprise in field of personnel management

Conceptual approach to creating the mechanism for ensuring the economic security of the military - industrial complex enterprise in field of personnel management

Conceptual approach to creating the mechanism for ensuring the economic security of the military - industrial complex enterprise in field of personnel management

Innovations in the Field of Personnel Management

Innovations in the Field of Personnel Management

Current trends in the development of social responsibility in personnel management

In today's economic development, managers of large and successful companies understand that in order to attract highly professional staff, it is not enough to use traditional methods of motivation, such as salaries, bonuses, incentive awards. Nowadays while choosing a job, the employees are increasingly paying attention to the existing systems of social benefits and guarantees that employers can offer them. The importance of these issues has increased significantly in the form of the threats facing humanity, as the result of Covid-2019 pandemic. Taking into account the relevance of the chosen topic, publications of leading domestic scientists on the problems of formation and further CSR development are analyzed in this paper. In their investigations, the authors emphasize the need to strengthen social responsibility of all economic entities and identify tools for socially responsible behavior of employers to improve the welfare of employees and their families. The paper identifies that there is an urgent need for changes in understanding the social responsibility concept on different levels, both on macro level and individual organization level, and its employees. Different approaches to the formation of the concept of corporate social responsibility in personnel management are investigated in this paper. Different interpretations of social responsibility and the reasons for the need to strengthen it in modern economic development are given. The author's own interpretation of social responsibility in personnel management is formulated. The main directions for the implementation of social responsibility in the personnel management system are defined. The experience of leading Ukrainian companies in various fields of activity, particularly, media industry, mobile communications, banking sector, retail network concerning their existing practices of social responsibility in personnel management is considered. The role of personnel departments (services) in the development and implementation of social responsibility measures is investigated. As the result of carried out investigation, the areas for strengthening social responsibility in the field of personnel management are identified.

Activation of personnel innovative activity in a competitive environment

Methods. The results are obtained with the following methods: systematization and generalization, analysis and synthesis – in the process of considering the main modern approaches to the economic content of the concepts of innovation potential, innovation climate of the enterprise, innovation activity; when substantiating the prerequisites for the manifestation of innovative activity of staff; classification-analytical method – in the process of clarifying the constituent elements of personnel development, specifying the content of personnel technologies, research of factors of activation of employees. Results. It is shown that the changes that occur in modern society, in connection with the formation of the knowledge economy, cause a significant increase in the value of innovative activities of staff. It is established that the growth of innovative activity of the enterprise depends on the effectiveness of innovative activities of staff, i.e. on intellectual activity. It is substantiated that the accumulation of intellectual potential of the enterprise results from the continuous development of staff. The potential of employees in the form of skills, abilities, experience, ways of thinking, moral and ethical values that allow generating new knowledge - is the basis of human capital and the most important component of the potential of innovative development of the enterprise. It is established that that modern innovative technology used in personnel management increase the efficiency of enterprises. Novelty. The features of effective personnel technologies in the field of personnel management are generalized and the expediency of their application to increase the competitiveness of enterprises is substantiated. Practical value. The formulated directions of purposeful development of the personnel of the enterprises (based on the strategy of innovative development) – with the use of modern effective personnel technologies – can be considered by the management of the enterprises for improvement of the process of development of the personnel and increase of its efficiency.

Integrated HR Risk Management System

The study provides an overview of works related to the formation of theoretical and methodological tools for assessing personnel risks. The absence of a unified theoretical approach to building an integrated HR risk management system in organizations has been substantiated. Methods that have a theoretical and methodological basis for creating organizational and methodological tools for managing personnel risks are considered. Proposals have been developed for the development of tools for analyzing personnel risks, affecting the applied aspects of management in the field of labor, taking into account the specifics of activities that are priority from the point of view of the application and use of knowledge, skills and qualifications of workers. The theoretical and practical features of defining promising directions in the development of the theory of personnel risk management based on the competence-based approach have been determined. Presented are some aspects of activities to identify threats in the management of business entities. The theoretical and methodological features of the representation of personnel risk in personnel management procedures are considered. It is shown that the ongoing changes in the field of personnel management require from the management staff to form new approaches to identifying threats in the world of work.

АPPLICATION OF MARKETING APPROACH TO LABOR MARKET RESEARCH IN THE PERSONNEL MANAGEMENT SYSTEM OF THE ENTERPRISE

Based on the identification of the main trends in the labor market, the author highlights the changes in the social and labor mentality of society that arose under the influence of globalization and computerization. The features and the need for the use of marketing research in personnel management of the enterprise are considered. The problem of underutilization and devaluation of labor potential in the country has been actualized, which has led to the identification at the conceptual level of requirements for the flexibility of production and labor in the personnel management system of the enterprise. The key factors that increase the instability of the labor market in the country and require new approaches to its regulation are substantiated. It is scientifically proved that the improvement of methodological and methodical bases of personnel management, which include the system of principles, methods, techniques, technologies of their realization, acquires special significance. responding to the new challenges of the post-industrial era and meeting the risks that lead to lower unemployment, increased flexibility, employment efficiency and wage incentives. At the same time, the new approach to personnel management should be aimed at restoring the dynamic balance of supply and demand, increasing the flexibility of the labor market, finding new opportunities to expand employment and creating effective jobs with decent working conditions. In the development of the directions of the personnel management mechanism, a model for planning financial resources for the material support of employees has been developed, which allows increasing the cost of the enterprise's labor force, taking into account the situation on the labor market. The proposed model can be used as the basis for financial planning of labor costs, promotion and incentives for employees, as well as built into the enterprise budgeting system, which will increase the validity of managerial decisions in the field of personnel management aimed at maximizing the value of social capital.

The State and Prospects of Using Digital HR Tools by Russian Companies

Human resource management (HRM), as well as the management of any other business area becomes dependent on global digitalization and undergoes attendant changes. The need to search for new digital solutions in HR sphere, analysis of the principles of adaptation of existing methods of automation of human resource management processes demonstrate the relevance of the research. The purpose of the article is to assess modern state and further prospects of usage different digital-tools in HRM in national companies. The objectives of the present research: to determine whether companies really need to digitalize HR processes, to evaluate the rate of usage of automated services in HR, to analyze the most popular HR tools and to assess the applicability for different companies, to identify the correlation between the level of digitalization of companies and human capital. Materials and methods. General theoretical, empirical and statistical methods of assessing information are used in the article. The data available in the current scientific and periodical literature, as well as in fundamental works in the field of personnel management, are systematized. The research work relies on information provided in open sources that contains a set of information and analytical reports of companies, including their analysis and interpretation. Results. As the result of the research the number of key features of the current state of HR digitalization was identified. A comparative analysis of modern automation systems for personnel selection is presented and an assessment of their technological functionality is carried out. The rate of applicability of the most popular tools in HRM for different companies and the factors affecting the company’s choice of a particular HR software tool was determined. Conclusion. The work revealed that the digital transformation of HR processes is at the stage of formation; however, the modern conditions of informatization of society are quite favorable for the transition of companies to digital HR. The exceptions are companies with a small headcount (up to 100 people), the digitalization of which, will not be economically feasible. An analytical review of a number of relevant studies has shown that most domestic companies have high hopes for digital HR. Nevertheless, there are practically no firms on the market that have managed to completely digitize the entire set of HR processes. In addition, the study made it possible to formulate conclusions about the presence of a high correlation between the dependence of firms on human capital and the scale of their use of digital HR tools.

INVESTING IN PERSONALITY DEVELOPMENT AS THE MOST VALUABLE ASSET OF LONG-TERM COMPETITIVENESS OF THE ENTERPRISE

Purpose. The aim of the article is a scientific argumentation of the priority of investing in personal development as the most valuable asset of long-term competitiveness of the enterprise. Methodology of research. The following general research methods are used in the article to achieve this goal and solve research problems,: logical analysis, comparison, systematization - to substantiate the relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practice of assessing individual employee value; reflection of Ukraine's position on the Global Competitiveness Index for 2014-2019; identification of goals and objectives of the personnel development system; theoretical generalization - to characterize the essence and place of personal development in the content of modern concepts of personnel management of the enterprise; graphical representation of materials - to reflect the integrated indicator of human capital in terms of psychology of happiness (human self-realization), the basic components of the personnel management system, features and functions of personnel management services in foreign countries. Findings. The article is devoted to the analytical understanding of the most pressing problem in the field of personnel management — the effective development of the employee's personality. The essence and place of personal development in the content of modern concepts of personnel management of the enterprise are characterized. The relevance of comprehensive personal development and the formation of relevant competencies in the context of innovative practices of assessing the individual value of the employee are substantiated. The foreign experience of personnel development, first of all — the managerial level — as a priority function of the personnel management service is presented in an annotation. It is investigated that the definition of personnel development priorities should be carried out in two directions: by determining the priority of the goals of personnel policy of personnel management of the enterprise; by determining the priority or severity of individual problems within the existing human capital system that meet the objectives of the enterprise. It is recognized that the main source of stability and long-term competitiveness in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for the growth of staff competence and its comprehensive development. Originality. According to the results of the study it is argued that the main source of stability and long-term competitiveness of the enterprise in the market is knowledge of the abilities and capabilities of its employees, creating a favourable environment for staff competence and systemic professional development. The content and functions of personnel management services are systematized on the example of multinational corporations of the world. The basic components of the personnel management system in the general system of corporate governance are specified. An integrated indicator of human capital from the point of view of the psychology of happiness (human self-realization) has been formed. Practical value. The obtained results of the research can be used by top managers of service economy enterprises in Ukraine to determine the priority of investment measures in the development of their employees. Key words: personality, development, motivation, diagnostics, personnel department, personnel management service, career chart.

КАЧЕСТВО ПРОФЕССИОНАЛЬНОЙ ПОДГОТОВКИ И КАРЬЕРЫ HR -МЕНЕДЖЕРОВ (В ОЦЕНКЕ ВЫПУСКНИКОВ)

The article discusses the current problems of assessing the quality of professional training of HR managers from the perspective of graduates of the HR direction working in this area.For ten years the author of the article has been assessing the quality of training university graduates as deputy vice rector for organizing practice, employment and promoting employment of graduates.
 The results of annual studies of satisfaction with the quality of education of all participants in the educational process: students; employers and graduates of the university were an indispensable indicator in the preparation and conduct of accreditation of the university, it has repeatedly reported at conferences and published. The accumulated experience allowed us to conduct annual monitoring studies on the problem of satisfaction with the quality of professional training of graduates of the Department of Personnel Management of the Siberian Institute of Management, a branch of the RANEPA.
 The article provides only some generalized results of the author's studies in 2017 - 2019 on assessing the quality of professional training and career of specialists from the position of graduates of the department. The author conducts a brief analysis of theoretical foreign and domestic sources to study the problems of assessing the quality of education and training of specialists; considers the problems of development of criteria for assessing the quality of training, external and internal assessment, and the inclusion of certain assessment objects in the assessment, relevant to universities.
 The practical focus of the article allows us to see both the positive aspects in the training of future specialists in the field of personnel management, and some omissions, which will improve the quality and applied nature of training, taking into account the identified needs of graduates oriented to the demands of the labor market.

ON THE ISSUE OF RETENTION AND INVOLVEMENT OF STAFF IN THE CONDITIONS OF OUTFLOW OF HUMAN RESOURCES

The article identifies the main reasons for the outflow of human resources and the consequences for Ukrainian enterprises. The dynamics of population change of Ukraine, migration of population in the regions of Ukraine, the preferred countries of residence of Ukrainian families have been investigated. The reasons and geography of the departure of Ukrainians abroad as well as the conditions contributing to this are analyzed. The factors that influence life satisfaction in the country are identified. The concept of staff involvement has been clarified. Attention is drawn to the difference between the concepts of staff involvement, satisfaction and loyalty. The factors that influence the outflow of staff at enterprises are considered. Emphasis is placed on the aspect of staff involvement in the company's activities as a factor contributing to employee retention. The role and importance of the factors that influence staff engagement are ranged and analyzed. The characteristics of employees with a low level of involvement are highlighted. The practical experience of successful Ukrainian and foreign companies in the field of personnel management is considered. The directions in work with the personnel which help to increase the productivity of work and success of the organization are analyzed. Effective measures and tools for staff retention in the company in the conditions of rapid human resources outflow have been identified. Attention is drawn to the use of the onboarding program and the outgoing interview as effective tools that contribute to the reduction of staff turnover. The role of immaterial tools of the personnel motivation system in improving labour productivity is emphasized.

Стратегия вознаграждения персонала в парадигме совершенствования стратегии управления персоналом

The article analyzes the theoretical aspects of the staff reward strategy. The personnel remuneration strategy arises under the following circumstances: significant changes in the business strategy, a large merger or acquisition, the presence of significant problems in the field of personnel management, the need to take a market leader position. The company's remuneration strategy should be related to the business requirements and goals of each specific organization. The goals of the staff remuneration strategy are analyzed, focused on the core values of the organization, focused not only on the needs of the organization, but also on the needs of all its employees. The author describes the factors and mechanisms for choosing a staff reward strategy. The studied key personnel management strategies allow us to conclude that they are closely interconnected: all of them are aimed at identifying, developing and supporting staff competencies necessary to achieve the organization's strategic goals. In the article, the author discloses a methodology for calculating individual criteria for the effective activity of employees of an enterprise consisting of 5 departments. The formulas for calculating the individual rating of each individual employee, the rating of the department head, the department rating in the total number of all departments of the institution are presented.

TRUST AS A VIRTUAL TEAM EFFECTIVENESS FACTOR

A relatively new phenomenon in management practice – a virtual team has been considered. Based on a study of a wide range of domestic and foreign sources, it has been shown, what problems arise during the formation and operation of virtual teams. Attention on the problem of mutual trust in the team has been focused. It has been concluded that the lack of common social norms and opportunities for mutual control, the lack of direct personal contacts, cross-cultural problems, and the lack of informal communication impede confidence building. However, the rapid idealization of a communication partner, the ability to create the effect of physical presence with minimal means can contribute to building trust and team spirit. The article is addressed to specialists in the field of personnel management and all interested in modern technologies of labor management.

РАЗВИТИЕ ТЕХНОЛОГИЙ УПРАВЛЕНИЯ ПЕРСОНАЛОМ ОРГАНИЗАЦИИ С УЧЕТОМ СОЦИАЛЬНЫХ ОЖИДАНИЙ

Human resource management technologies of an organization are one of the varieties of social technologies. Management technologies aim to optimize the management process for working with the organization's personnel. The problem with measuring their effectiveness is that each individual technology is applied differently, which makes determining its effectiveness very difficult. With the development of digitalization, the field of personnel management has changed a lot in technical terms. New technologies are increasingly being used to create flexible jobs such as telecommuting and freelancing. This creates some difficulties for specialists in the field of personnel management. COVID - 19 betrays these processes even more acceleration and significance. Polls show that almost three quarters of employees would like to work remotely after the end of the pandemic. Among managers, the share of those loyal to telecommuting is also growing. At the same time, neither management nor employees for the most part see much difference in the efficiency of work in the office or from home. The nature of certain types of work, working relationships and control has changed. Socio-psychological technologies can also apply new technical means. The growing trend in staff attitudes towards early retirement should also be taken into account. Technology has had a major impact on organizational processes, including those related to human resource management. Technology continues to reshape human resources management as organizations strive to lower their costs and focus on mobility and innovation. They are one of the most important points of corporate strategy and provide the prospect of a complete change in the methods of organizing personnel and communication, taking into account the dynamics of social expectations of employees.

Gamification as a tool of commercial bank staff economic activity and stimulating

Human capital is one of the key factors for an organization's success in modern economic conditions. Its formation and implementation depend on the policy of the enterprise in the field of personnel management. Complexity and ambiguity of intra-personal processes - the carrier of human capital determine the necessity of progressive movement in the direction of research of cause-and-effect relations between managerial decisions, corporate environment, and the reaction of personnel to it in the forms of activity on the transformation of the human capital of a personality into the capital of the same name of organization and created value. Well-known tools of influence on the mentioned processes consist in the realization of mechanisms formal and informal influence and the creation of conditions for successful stimulation of economic activity. Digitization is the modern trend of economic reality in the behavior of the new generation of personalities of staff. This means the devaluation of the tradition of obedience in response to the priorities of freethinking, determination, uncompromising, creativity and independence, the reference point to "easy", "game" attitude to professional and everyday situations. All this determines the daily habits, interests, properties of reaction to the stimuli of human activity determine the necessity to choose alternative methods of influence from the authoritarian ones. In this regard, the development of the theory and methodology of gamification of the employee's activity in the organization is seen as relevant. The presented article is devoted to the research of gamification's methodology of management in a system of non-material stimulation of commercial bank personnel.

СОВРЕМЕННОЕ СОСТОЯНИЕ И ПЕРСПЕКТИВЫ РАЗВИТИЯ ДИСТАНЦИОННОЙ ЗАНЯТОСТИ

The article presents results of the research conducted by the author on alternative forms of employment. The evolution of the development of alternative forms of employment, their advantages and disadvantages are shown. The current state of the distance employment and prospects for its development are given following the generalization and analysis of the research results of international and Russian consulting companies, assessments of experts in the field of personnel management, as well as the experience of Russian and foreign companies in the use of alternative forms of employment.

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.