Formation Of Personnel Reserve Research Articles

Алгоритмы формирования кадрового резерва и аттестации руководителей общеобразовательных организаций

The article discusses Russian algorithms for the formation of a personnel reserve and certification of managers (school principals), the effectiveness of which is based on objective criteria for assessing the competencies of leaders, taking into account professional standards, methodological manuals, recommendations, programs for working with the personnel reserve and pedagogical experience. The formation of a personnel reserve and certification of leaders in the educational field are based either on holding competitions in the selection for the position of school principal, or on completing training courses in general educational organizations for subse-quent work in leadership positions. Certification is an important component of the personnel reserve formation process. It is implemented to assess professional competence and qualifications as well as to determine the development needs of the principal.

Staff rotation: resources of the institutional channel of personnel professionalization and the instrument (procedure) of public service personnel management

In the article, the authors define the main tasks that should be solved by job rotation in the public (civil) service. Also, the authors proposed a system of functions as results of the personnel management process, which should be possessed by job rotation. The research was carried out in the paradigm of formation of professional mobility of personnel. The authors summarized that the following job rotation tasks are most common in practice: formation of professional competence, enrichment of professionalism, professional suitability; acquisition of competencies of related positions; transfer of personnel to other positions in order to determine the most optimal option for their placement; prevention of professional deformation; formation of personnel reserve; prevention of corruption.
 It is noted that suitability for job rotation also depends on the effectiveness of the previous professionalization process in terms of assessing the general professional mobility of the candidate as his ability to relatively quickly acquire relevant job competencies and switch to individual innovation in work.
 From a functional point of view, job rotation should be used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and subsequent professional evaluation; professional motivation; professional adaptation; for professional activation; continuous education (training) and professional education.
 It was concluded that the new vision of the functional purpose of job rotation consists in the fact that it can be productively used in the processes of: professional orientation of personnel; its selection (recruitment, selection, selection) and professional evaluation; professional motivation; professional adaptation; professional activation; continuous education (training) and professional education.

PRESIDENTIAL YOUTH PERSONNEL RESERVE DEVELOPMENT BY TALENT MANAGEMENT IMPLEMENTATION IN KAZAKHSTAN

The article highlights the problems associated with the training of personnel and the formation of personnel reserve in the civil service. The ways of solving these problems through the introduction and development of talent management technology are considered. The article analyzes the formation and implementation of selection to the Presidential Youth Personnel Reserve, where the main thing is the use of new HR technologies that have been widely distributed in the public sphere of Kazakhstan for the last 10 years. The article attempts to analyze two different programs as a career elevator for civil servants - direct elections and selection to the personnel reserve. Today, in the age of globalization and international economic integration, with increasing problems in the development and retention of professional managers in the public service, it is becoming important to use proven technologies in the field of personnel management. In this connection, the article discusses and evaluates a key aspect - the technology of talent management and its implementation in order to develop the personnel reserve program further.

Student and Research and Teaching Staff Engagement as an Indicator of Corporate Culture Assessment and a Tool for University’s Personnel Reserve Formation

The article analyzes the results of measuring the parameters of the engagement of students and research and teaching staff of the university. Based on the experience of the leading consulting companies, MEPhI has developed a technology for assessing the engagement parameters used to measure the level of emotional state of personnel. A special feature of the developed methods for assessing the engagement parameters is the possibility of practical application of the results of analytical research for subsequent management decision-making, as well as the use of the proposed approach by the organizations of higher education. The assessment of the parameters of engagement is focused on solving the problems of increasing the competitiveness of the university by improving the key areas affecting the development of corporate culture: performance management, the possibility of personnel professional development and career growth, the creation of adaptive mechanisms of remuneration and recognition, the development of effective communication methods, improvement of decision-making in the field of infrastructure support, the development of a personnel reserve and mechanisms for adaptation and attraction of young employees. The developed methods for assessing the parameters of engagement incorporate the best practices of domestic and foreign high-tech companies, including the experience of Rosatom State Corporation. The results of the engagement parameters assessment are considered as tools for carrying out work to raise the University performance due to improving the University corporate culture and forming high-potential personnel reserve.

Методичне забезпечення оцінювання ефективності діяльності HR-служби

Modern trends in the development of enterprise are associated with an increase in the role and significance of the staff management system, which led to an increase in the role of HR services. To achieve high performance of the division, it becomes necessary to assess its activities. Therefore, the article is aimed at generalizing theoretical provisions, forming and developing methodological provision for assessing the efficiency of the HR service. The publication examines the scientific-theoretical approaches to assessing the work of HR service, which allows to substantiate the need to use HR metrics and propose a system of HR metrics according to the directions of HR processes: selection and location, adaptation, assessment and certification, professional training of staff, formation of personnel reserve, and motivation. The proposed HR metric system takes into account the specifics of the enterprise’s activities, as well as the balance that remains between short- and long-term goals, financial and non-financial indicators, main and auxiliary parameters, etc. Another feature of the proposed methodological provision is the determination of standardized (threshold) values, which was carried out on the basis of the benchmarking method. The analysis of the obtained evaluation results is proposed to be carried out using the HR service performance matrix. The developed matrix is a tool for analyzing the efficiency of the HR service, identifying the main problems according to various directions of HR processes and planning the budget of the HR service. The proposed tool is theoretically substantiated and is based on two indicators: the proportion of the budget for working with staff in the total amount of staff costs and the integral indicator of the efficiency of performance of the HR service.

Տաղանդների կառավարման համակարգի առանձնահատ-կությունները ՀՀ առևտրային բանկերում/Features of the Talent Management System In Commercial Banks of the Republic of Armenia

Studies of the results of financial and economic activities of commercial banks and the interdependence of human resource management indicate that effective human resource management is one of the main factors ensuring the competitive advantage of banks. In this regard, banks have introduced new strategic approaches to human resource management, in particular, a talent management system. This article aims to study and analyze the talent management systems implemented in commercial banks in the Republic of Armenia from the point of view of their applied effectiveness and the need for implementation. The tasks of the work are to identify the existing approaches to the management of human resources in RA commercial banks, the features and practical significance of the talent management system, to study and find out how the processes of talent recruitment, selection and personnel reserve formation, education and training contribute to increasing the competitiveness and efficiency of the banks.

ОПЫТ И ПРОБЛЕМЫ ФОРМИРОВАНИЯ КАДРОВОГО РЕЗЕРВА В СИСТЕМЕ ГОСУДАРСТВЕННОГО УПРАВЛЕНИЯ

The article discusses issues related to the practice of forming a personnel reserve in the public administration system of the Russian Federation. The analysis of experience in this field is carried out. Practical recommendations have been developed to optimize the system of personnel reserve formation in the administration of the Smolensk region.

Formation of personnel policy at trade enterprises in modern conditions

The purpose of the article is to define the concept of “personnel policy” and substantiateits features in commercial enterprises. Methodology of research. System of economic laws,concepts and categories, fundamental provisions of modern economic theory and applied economics,statistical data. The general methodological basis of the research is an abstract-logical complex approach,methods of analysis and synthesis. Findings. The article identifies scientific approaches tothe definition of “personnel policy”, in particular in trade enterprises, which allowed to define it as themain line of conduct of management staff in relation to the implementation of strategic objectives oftrade enterprises. Outlined types of personnel policy (passive, reactive, preventive, active); functions(planning, hiring and placement of labor, training, preparation, retraining, advanced training, staff evaluation,determining the conditions of employment, labor and its payment, motivation and adherenceto labor discipline, creating a favorable psychological climate in the team, implementation of socialfunctions, control for occupational safety) and tasks. The peculiarities of trade as an industry, whichprovide its connection with changing forms of commodity value and with the continuation of productionprocesses in the field of rotation, and create a basis for professional development of workers, ensuring their competitiveness, which will increase efficiency and effectiveness of trade enterprises. The peculiaritiesof labor in trade, which are associated with the presence of high costs of living labor, nervousand emotional stress of workers, the impact on the scope of probabilistic factors that lead to increasedstress at work, the specifics of labor, not in the product but in the service. Practical value. It is offeredto consider formation of personnel policy of the trade enterprises taking into account features ofpersonnel policy of trade depending on its types. Particular attention is paid to active personnel policy,which provides for the development of targeted and anti-crisis personnel programs depending onchanges in trade; formation of personnel reserve, organization of corporate training in sales technologies,effective communications, team formation, etc. Keywords: work, personnel policy, trade enterprises, personnel policy at trade enterprises, typesof personnel policy, functions of personnel policy. REFERENCES 1. Vesnіn, V. R. (2011). Upravlenіe personalom.Teorіia і praktіka [Personnel management.Theory and practice]. Moscow : Prospekt [inRussian]. 2. Balabanova, L. V. & Sardak, O. V. (2006)Upravlinnia personalom [Personnel management].Donetsk : DonDUET [in Ukrainian]. 3. Spivak, V. A. (2000). Orhanizatsyonnoepovedeniei upravlenie personalom. [Organizationalbehavior and personnel management].Sankt-Petesburg : Izdatelstvo “Piter”[in Russian]. 4. Krushelnytska, O. V. & Melnychuk, D. P.(2003). Upravlinnia personalom [Personnelmanagement]. Kyiv : Kondor [in Ukrainian]. 5. Kolpakov, V. M. & Dmitrenko, H. A. (2005).Stratehicheskii kadrovyi menedzhment [Strategicpersonnel management]. Kyiv : MAUP[in Russian]. 6. Hetman, O. O. & Shapoval, V. M. (2006).Ekonomika pidpryiemstva [Business Economics].Kyiv : Tsentr navchalnoi literatury[in Ukrainian]. 7. Novykov, V. M. (2000). Orhanizatsiia i rozvytoksotsialnoi sfery (zarubizhnyi i vitchyznianyidosvid). [Organization and developmentof the social sphere (foreign anddomestic experience)]. Kyiv : In-t ekonomikyNAN Ukrainy [in Ukrainian]. 8. Melnychuk, D. P. (2002). Kadrova politykavsystemi sotsialno-adekvatnoho upravlinnia.[Personnel policy in the system of sociallyadequate management]. Visnyk Zhytomyrskohoinzhenerno-tekhnolohichnoho instytutu. Ekonomichninauky – Bulletin of the ZhytomyrInstitute of Engineering and Technology. Economicsciences, 22, 308–313 [in Ukrainian]. Published: 2021-05-27

«ДОБІР» ЧИ «ВІДБІР» НА ПОСАДУ ПОЛІЦЕЙСЬКОГО: ДО ПИТАННЯ ВИЗНАЧЕННЯ ПОНЯТЬ

The level of trust of police service depends on objectively transparent and unprejudiced requirements. That’s why we agree with necessity of using of the European approach in conducting «selection» for the duty in the National Police of Ukraine. It is because the main aim of creating a fundamentally new structure of the modern police of Ukraine starts directly with the selection for the service and be in accordance with European terms. The one of the most approaches of translation of legal terminology is the using of a system of law terms. There is mention in the jurisprudence that very necessary to achieve unambiguity of each term in the law texts and legislation. It is striving for the minimum required number of terms, but with the losing of those nuances that are necessary for public administration practice. The article focuses on the differences of the translation definitions of word «selection» that used in Ukrainian law texts and researches. Some researchers revealing the process of «selection» of personnel through the principles of systemic character as a procedure of differentiation staff according to their compliance with a certain type of activity and making the decision on the suitability or unsuitability of candidates. The author determinate etymological origin of the concepts «selection» in Ukrainian and differentiate the using of their translation. The research papers make a suggestion to putting forward changes in legal acts with the propose of remove the inaccuracy in the interpretation concepts. The system of «selection» of the staff of the civil service of Ukraine includes: defining the requirements for applicants for specific vacancy positions of the civil service; review and evaluation of internal and external sources of attraction of candidates, placement of ads on a set; competitive selection; acceptance for positions outside the competition (according to another procedure provided by the current legislation: the transfer system; appointment to the post; selection system; by contract); formation of personnel reserve; internship; assessment of frames. The notion of «selection» has a more meaningful and widespread value, indicating the need for its use in the legislation.

Правовые проблемы формирования резерва кадров на государственной гражданской службе

Правовые проблемы формирования резерва кадров на государственной гражданской службе

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.

Gender aspects of labor behavior of doctors at healthcare institutions in Moscow

Current processes in the field of public healthcare — optimizing public healthcare institutions, formation of the market of paid medical services, changes in the legislation and in the requirements for qualification of healthcare workers — require new approaches in management. Today is needed not only redistribution of the volumes of medical assistance between different organizations, but also a review of the healthcare infrastructure, which should meet the needs of the population and ensure the quality of medical assistance. Introduction of Professional standards this year and transition to accreditation of all doctors and nurses directly affect the requirements for qualifications of medical workers. All this requires development of targeted training system in higher education and internship, creating a nationwide database of vacancies in healthcare organizations. The formats of work themselves and the requirements for employees are changing. The main task is to eliminate the imbalance in the distribution of medical workers by levels and conditions of medical care. Based on these needs, a new labor behavior of medical workers is being formed, which depends on many factors and needs a high-quality and in-depth study, not only in theory, but also in practice. This article presents the results of studies of the factors affecting labor behavior in the gender aspect. Labor attitudes and values, attitude toward work, labor activity, and job satisfaction are analyzed. There are presented the tools for both quantitative and qualitative analysis of the raised issues and formation of personnel reserve. The purpose of the article is to identify the gender aspects of the labor behavior of doctors at healthcare institutions using the example of Moscow. On the basis of the conducted study were identified qualitative gender differences and developed tools that could be used in healthcare organizations for analysis of personnel’s work, internal staff rotation, formation of personnel reserve.

Інноваційні технології кадрового менеджменту як підґрунтя професійної підготовки майбутніх менеджерів з персоналу

The article, based on the analysis of domestic and foreign scientific literature, has revealed the formation of human resources management as an important part of the theory and practice of personnel management and the basis of professional training of future human resources (HR) managers. The place of innovative technologies within the conceptual field of personnel management has been shown, and the definition of the concept «innovative technologies of personnel management» and «innovative personnel technologies» has been given. The author has proven that the classification of innovative technologies of personnel management based on personnel processes, which is built on a set of interrelated activities of personnel management, is the most common. The main groups of innovative technologies of personnel management have been characterized: the formation of personnel reserve; the assessment of business professional and personal qualities; the creation of a system of motivation; the personnel training; the development of leaders and talents; the formation and development of corporate culture; the formation and development of teams; conflict management. The nomenclature of the innovative technologies has also been disclosed, as well as their purpose in the holistic process of personnel work in an organization. The most significant system innovative personnel technologies have been determined: the grade system of rewards; technologies of career planning and individual employee development; methods of creating project teams and forming the organization corporate culture.

Formation of personnel reserve to ensure the development of intellectual potential of the personnel at enterprise

Sustainable development of a modern enterprise requires constant development of employees’ intellectual potential. Therefore, the question of estimating the costs for the development of employees’ intellectual potential is urgent. It is also necessary to create a staff reserve of such qualifications that meet the requirements of technological progress. The availability of personnel reserve allows you to prepare candidates for the newly created positions, which arise during the upgrade of tangible and intangible assets. The purpose of the paper is to improve the approaches to the development of the intellectual potential of the employees of the enterprise by forming the personnel reserve of the corresponding qualification. The paper substantiates the need to form personnel reserve to secure the company’s sustainable development in conditions of continuous change of technologies. The authors suggest the updated scientific-applied approach to calculation of the necessary reserve of qualified staff, which is based on planned change of staff structure and advanced training based on current and planned rates of tangible and intangible assets, unlike the existing ones. The paper proves that the development of intellectual potential of the company’s staff requires certain expenses, which in their turn require accounting of their volumes. Methodical approach to assessment of the cost of intellectual potential of the company’s staff by calculation of the range of its components is presented. The obtained results are compared to the scale that contains criteria of the level of intellectual potential development depending on the volumes of investment in its development. The paper reveals that the cost of intellectual potential of the company’s staff expressed in the share of expenses in overall expenses should reach ten percent in order to secure for the company the sustainable development based on the tendencies and dominants of scientific and technical progress.

ADAPTIVE CONTROL OF PERSONNEL RESERVE TRAINING IN INSTITUTION OF HIGHER EDUCATION

The article reveals the essence and peculiarities of the personnel reserve formation in the institution of higher education. The functionality of the personnel reserve of the modern higher school is analyzed from two viewpoints: the viewpoint of an institution of higher education (functions are information, personnel planning, resource saving, anti-crisis, regulatory) and the viewpoint of a reservist (career-orientation, motivational, developmental functions). The personnel reserve management is represented by several approaches: classical (training is tied to the competence of a particular position); the personnel reserve management in the context of the concept of talent management (development on the grounds of needs and deficits in the competence of succession pool members); synthetic (the personnel reserve is a self-organized community and a training program). The best thing is to use adaptive control technology in order to regulate relationships between members of the personnel reserve, and assist them in the implementation of professional self-development and self-improvement. Adaptive control is founded on the acme-synergic principles, as it provides favorable conditions for selforganization, self-knowledge, self-understanding, self-determination, self-prediction and self-design, self-actualization and self-realization of a person as a subject of professional activity. Main lines of work of the acme-synergic service are informational-analytical (general department); organizational-designing (prognostic department); acmeologicaltechnological (technological department); psychological (department of acme-synergic support); research (analytical department).

Forming a Competence Model in the Course of Volunteer Activities of Students to Include Them into the Organization’s Personnel Reserve

The article deals with the issue of using the volunteer movement to improve the efficiency of organizations due to the innovative model of the personnel reserve formation. The comprehensive use of sociological and statistical methods based on the focus group and questionnaire survey allowed creating the desired competence model of volunteer students to include them in the personnel reserve of organizations, and then offering an acceptance competences’ model of socially oriented volunteer students that would allow including them in the personnel reserve of the organization and assign career development vectors. In consequence of research it was established that when including volunteer students into personnel reserve, experts in the field of personnel management should reveal in candidates various competences such as emotional competence, teamwork skills, and knowledge of health protection principles which allowed uncovering creative potential of volunteer students, their aspiration to serve society and as a consequence – to develop a brand, and increase competitiveness of the company. When entering volunteer students into the personnel reserve list of a particular company, it is necessary to determine the permissible level of noncompliance of competences with the specified indicators at a rate of not more than 50%. The proposed model can serve as a basis for the effective use of the volunteer students’ potential when put on the list of the company personnel reserve.

Flaw technical, technological and organizational support checkpoint ALSN motor-wagon depot

A study in the article is devoted to basic flaw of all types of security checkpoint automatic locomotive signaling of continuous action of a Southern Railway depot multiple units within pre inspection of facilities. During flaw logistics checkpoint was established that the technical parameters and testing method of laying cables along technological ditches motor-wagon depot does not meet the technical requirements. In particular this applies to the type of cable laid, its mode of attachment to the rails, no jam proof crossed, length and insulation. Flaw technological support showed that the current technology maintenance and repair of automatic locomotive signaling motor-wagon rolling stock depot for full implementation of the excessive time required resources due to the method of laying cables slit testing process ditches. Thus the simple average of fixed parts depot functioning through checkpoint than two hours, leading to neglect of certain stages of verification of the automatic locomotive signal that, as a result, it degrades the quality of the service or maintenance. Organizational Support flaw associated primarily with staffing specialist shop automatic locomotive signaling, Fashion Lo imperfect state staffing required to perform work on the maintenance and repair of the devices. Only personnel reserve formation capable of partially settle the problem. The study established the need for correction of all types of security checkpoint in order to improve the quality of technical maintenance and repair lock automatic locomotive signal and as a consequence - increase in both operational reliability and safety of operation. To perform these adjustments should aim further research in the subject area.

РАЗРАБОТКА МНОГОКРИТЕРИАЛЬНОЙ ШКАЛЫ ОТБОРА СОТРУДНИКОВ В КАДРОВЫЙ РЕЗЕРВ АО «ВНИИ ГАЛУРГИИ»

Important resources of any organisation are knowledge, experience, skills, initiative and enterprise of a staff. These resources contribute to the competitiveness and productivity of an organization, and, moreover, create a favorable climate in a team. When we admit a crucial role of education and qualification levels of employees in a firm, we realize an importance to manage a staff flexibly. Purposeful work with a personnel reserve avoids unreasonable staff promotion, but at the same time basic principles of staff management, planned character, scientific validity, effectiveness and other aspects of staff decisions should be considered. In addition, the development of an effective system of a personnel reserve allows to identify employees with high potential for career making and, as a result, to increase their competence systematically preparing them to fill vacancies. The article defines peculiarities and trends in the field of efficiency of personnel reserve management in the case study of JSC Institute of Hulurgy. This institute is considered to be one of the leading research and planning institutes in the potash industry in Perm region. While conducting the research we have revealed, that there is a number of disadvantages in the current system of staff evaluation at the enterprise: 1) high formality degree of the evaluation criteria, underestimation of the staff competencies; 2) the lack of ranking criteria to applicants; 3) united criteria are applied to the assessment of different categories of the organization staff. To mitigate the identified disadvantages, a multi-criteria scale to select employees in the personnel reserve has been suggested. This scale includes indicators confirming the staff adequacy to their professional requirements and the assessment of his or her scientific potential. It also involves sociometry data and the level of an applicant of motivation. The developed scale allows to consider a wide list of personal and professional characteristics of reservists taking into account the importance of each of them and to make an objectified decision to nominate employees for the vacant seat. The main provisions and conclusions of the study can be used in the solution of complex practical problems to form and develop a personnel reserve of any organization. Further we are planning to monitor the dynamics of employees’ efficiency who have passed a personnel reserve. Also we will monitor the dynamics of the organization activity on the basis of the results of multi-criteria scale implementation for the selection of applicants. Keywords an organization staff management, personnel reserve, a multi-criteria scale, applicants selection, professional competences, career growth, motivation, scientific potential of an employee.

Проблемы формирования кадрового резерва государственной и муниципальной службы в Российской Федерации

Проблемы формирования кадрового резерва государственной и муниципальной службы в Российской Федерации

Formation of maintenance economic safety enterprise system

The article examines the issues of economic security. The operation of enterprises is being implemented in a volatile market environment, which requires a comprehensive assessment of not only the individual factors affecting the operation of the enterprise, but also encourages the need to develop a comprehensive system for the enterprise to ensure economic security. The purpose of this study is to examine the theoretical and methodological approaches to assessing and ensuring the economic security of the enterprise, the development of a mechanism to ensure the economic security of the enterprise. Measures to ensure the safety of personnel suggest preventive work with the personnel, training personnel of the security services division, formation of personnel reserve of security personnel, the organization of work with new employees, reducing staff turnover. Preventive measures to minimize include activities not directly related to the activities of security units, but to minimize losses of commercial enterprise in the course of maintenance operations: control of inventories; control document; scheduled and unscheduled inspections during the reception of the goods; selection and organization of the movement control risk goods. Development of guidelines and regulations involves the planning of a clear legal regulation of all processes for the operation of commercial facility, potentially dangerous from the point of view of any commercial activity or threats to the security risks. The success of the activities is largely determined by the speed and accuracy of enterprise responses to emerging threats, where a key determinant of the effectiveness of business, is to create a system to ensure the economic security of the enterprise.