Management In Modern Organizations Research Articles

ОБУЧЕНИЕ СОТРУДНИКОВ: СОВРЕМЕННыЙ ВЗГЛЯД НА ПРОБЛЕМы ОСВОЕНИЯ НОВых НАВыКОВ И КОМПЕТЕНЦИЙ

Currently, in the digital economy, the problem of revising the qualitative component of the organization’s personnel has become acute. In modern conditions, the nature of work is changing, people and the requirements for personnel and organizations are changing. The rapid development of digital technologies, the rapid obsolescence of some and the introduction of others, increases the demand for employees with highly specialized skills, information skills, management and communication skills. The increased demand for such specialists requires organizations to search for new, more effective ways of personnel management that meet new conditions, including the search for training methods — as one of the most important functions of personnel management in modern organizations. Personnel costs are already considered as an investment in human capital, and the issue of effective planning of budget items for personnel becomes especially important. There is a need to develop effective methods for assessing the effectiveness of short-term and long-term investments in the human capital of an organization in general and in training in particular.

ЭФФЕКТИВНЫЕ ОРГАНИЗАЦИОННЫЕ ПРАКТИКИ УПРАВЛЕНИЯ СОЦИАЛЬНЫМ КАПИТАЛОМ В УСЛОВИЯХ ВЫСОКОЙ НЕОПРЕДЕЛЕННОСТИ И РИСКОВ

Effective practices of social capital management in modern organizations are considered. Political, socio-economic and technological conditions of uncertainty and risks are analyzed. Effective models of modern organizations are investigated, comparative analysis of the models is carried out, strengths and weaknesses of social capital management at the organizational level are revealed. The results of conceptual studies are presented, the process of social capital management is evaluated.

Ордерный тренинг как метод управления сформированными субордерами организационной культуры (программа «Касталия»)

Introduction. The organizational and cultural approach to the management of modern organizations remains a priority in the context of an increasing variety of management technologies. Theoretical analysis. The theoretical basis for understanding the phenomenon of organizational culture and socio-psychological training as a method of managing it is the order approach to the socio-psychological study and change of organizational culture. In the order approach organizational culture is considered as a complex socio-psychological order of organizational and managerial interactions, constituted and regulated by subsystems of ethical meanings of participants in interaction. Empirical Analysis. The analysis is based on the material of the training case. Conclusion. The socio-psychological mechanism underlying the training method of managing the suborders of organizational culture is a step-by-step recoding of the ethical and semantic code of culture, taking into account at the same time the features of the existing culture of the organization and the actual management task.

Integrating cybersecurity risk management into strategic management: a comprehensive literature review

Purpose- This literature review aims to delve into the nexus between cybersecurity risk management and strategic management, comprehensively exploring how organizations weave risk management strategies into their broader strategies to safeguard digital assets and infrastructure against the backdrop of ever-evolving cyber threats. Methodology- The review employs a qualitative methodology, synthesizing insights from a diverse selection of scholarly works encompassing cybersecurity, risk management, and strategic management. These insights are analyzed to unveil patterns and trends that highlight the integration of cybersecurity risk management within strategic organizational frameworks. Findings- The review uncovers a critical interdependence between cybersecurity risk management and strategic management, showcasing how organizations formulate proactive measures to mitigate cyber risks while aligning them with overarching strategic goals. It also underscores the role of organizational culture, leadership commitment, and technological advancements in shaping effective cybersecurity risk management strategies. Conclusion- The synthesis of scholarly findings accentuates the pivotal role of cybersecurity risk management in modern organizations. The review underscores the importance of fostering a strategic mindset towards cybersecurity, with a proactive approach that integrates risk management efforts within the broader organizational strategy. This not only shields digital assets but also promotes resilience, enabling organizations to thrive despite an increasingly dynamic and hostile digital landscape. Keywords: Strategic management, cyber security, cyber risks, risk management, organizational strategy. JEL Codes: M00, M10, M15

Human-Centric Management: Nurturing Talent, Building Culture, and Driving Organizational Success

This journal article, titled "Human-Centric Management: Nurturing Talent, Building Culture, and Driving Organizational Success," explores the pivotal role of human-centric management in modern organizations. Through a comprehensive literature review and qualitative analysis, it examines the evolving concept of human-centric management, tracing its historical development and contemporary significance. The article delves into the intricate relationship between talent management, organizational culture, and overall organizational success, drawing upon relevant theories and frameworks to illuminate key insights. Furthermore, it highlights the importance of aligning talent management practices and cultural factors with organizational strategy and identifies critical gaps in the existing literature. By shedding light on the multifaceted dynamics of talent, culture, and success, this article aims to equip practitioners and scholars with actionable insights to foster human-centric management practices that drive organizational excellence.

О необходимости реализации стратегического подхода в управлении кадрами уголовно-исполнительной системы

The article analyzes strategic approaches to personnel management of modern organizations, the content and results of the implementation of program documents related to the improvement of work with the personnel of the penal enforcement system, and also formulated proposals to improve the personnel strategy of the Federal Penitentiary Service of Russia, contributing to the efficiency of staffing and the activities of personnel services. The topic raised is relevant due to the insufficient elaboration of issues of strategic personnel management of the penal system. In addition, the activities of institutions and bodies of the penal enforcement system in recent years have been carried out in conditions of an acute shortage of personnel, which determines the need to form an effective personnel strategy aimed at high- quality recruitment of staff positions. The analysis of the literature made it possible to identify the main features of strategic personnel management, the objective need to develop personnel strategies. The successful implementation of these areas of the personnel policy of the penal enforcement system will contribute to the improvement of the regulatory and legal support of service.

PERANCANGAN HUMAN RESOURCE INFORMATION SYSTEM BERBASIS WEB DI PT THE MASTER STEEL

Human Resource Information System is an important part of human resource management in modern organizations. In an effort to increase the efficiency and effectiveness of HRIS, many organizations are turning to web-based solutions. This study aims to design web-based HRIS using the Waterfall method as its development life cycle. The Waterfall method is a linear and sequential approach to software development. The stages in this method include needs analysis, design, implementation, testing, and maintenance. By using this method, it is possible to identify user needs, analyze and design system architecture, implement web-based Human Resource Information System solutions and test the system as a whole. The result of this research is a web-based Human Resource Information System that allows efficient management of employee information, personal data, attendance, payroll and performance evaluation. This Human Resource Information System also provides easy accessibility via a web browser, allowing users to access the system from anywhere and anytime.

СУБЪЕКТИВНЫЕ ПРЕДСТАВЛЕНИЯ ПЕРСОНАЛА ОБ ОРГАНИЗАЦИИ: ОБОБЩЕНИЕ ОПЫТА ПИЛОТНЫХ ИССЛЕДОВАНИЙ

This article analyzes pilot studies of personnel risks, professional motivation and organizational closeness. All studies relate to significant problems in the field of human resource management of modern organizations. The novelty of this work is determined by the strategy of personnel analysis not as an object of managerial influence, but as an active subject in the system of organizational relations. The study of the organization from the standpoint of the subjective perceptions of the employees made it possible to identify a separate type of personnel risk due to the personality and thinking of the employee. The developed methodology for assessing subjective risks in an organization made it possible to identify areas of uncertainty in the subjective perceptions of personnel about the organization as sources of potential conflicts and security threats. The study of professional motivation shows the complexity of the structure of professional motivation of staff, which is specifically regulated by the functions of locomotion and evaluation. The analysis of the perception of the closedness of the organization found that certain management practices will contribute to the closeness of the new experience among employees, the rejection of organizational changes and a decrease in job satisfaction. The article defines the practical significance of each empirical study. The conclusions discuss the possibility of training an extended strategy for researching the personnel of organizations of future specialists and managers, as well as the relevance of the tasks of effective human resource management.

Characteristics of women’s careers: international studies review

Introduction. Career development has become one of the most significant areas of human resource management in modern organizations. Despite considerable progress in increasing the representation of women in various industries and also a multiplication of women holding senior positions, today, the segregation of the labour market persists. Women and men are unevenly distributed in such fields as science, technology, engineering, and mathematics; there are differences in wages and career advancement. Traditional career models have certain limitations in research and, therefore, require revision and updating.Purpose. Generalization of foreign experience of gender studies in the field of women’s professional careers.Materials and methods. The scientific review is presented by a systematic analysis of foreign gender studies over the past 10-15 years.Theoretical justification. The authors describe the main methods of studies examining women’s career advancement and also consider the causes of gender segregation, such as career choice, gender discrimination in employment and the workplace, and the phenomenon of the “glass ceiling”. Factors influencing the choice of career strategies are competitiveness, self-esteem, self-efficacy, the influence of cultural perceptions of gender roles, self-stereotyping, the presence or absence of role models, the social costs of women’s careers and the possibility of their recognition by society as professionals.Discussion and conclusion. A possible way to solve the problem of women’s career advancement may be to reduce the pressure of gender stereotypes, including even the distribution of household and child-rearing responsibilities and, ultimately, contributing to the improvement of well-being and life quality in general.

THE IMPORTANCE OF WORKING RELATIONS-THE CASE OF VIRGIN

The promotion and protection of employee mental health at work is an extremely important factor for the scientific management of modern organizations. The advancement of positive mental health can lead to an improved workplace atmosphere and has been linked to positive work-related outcomes, at an employee-level. Especially during period of sudden change and forced reorganizations, as in the case of the latest COVID-19 pandemic, the issue of ensuring positive mental health in the workplace is becoming increasingly important. Until the pandemic broke out, remote work was mainly carried out by highly skilled and highly autonomous workers. Since the outbreak of the pandemic, working from home has been adopted by millions of workers in the EU and around the world. These changes may highlight the importance of understanding the concept of employment relations. The concept may have always been extremely important, but in today's world a deep consideration of its influencing factors is necessary, through the understanding of the ways of strengthening industrial relations in different circumstances (such as in the context of teleworking, hybrid models of physical presence in the office and remote working, etc.). In order for the above to be done, there has to be a deeper comprehension of the ways of strengthening relationships, in different reference contexts and conditions (which requires an increased understanding of the “deep” nature of the concept under study). As a result of the changes brought about by the pandemic, employee stress has increased significantly. This stress was caused by many factors, such as health threats, numerous constraints, isolation, lack of social support, disrupted work-life balance at home, etc.

Features of modern organization management when implementing a digital transformation strategy

The article examines the factors that determine the features of organization management in the process of implementing the digital transformation strategy in modern conditions, and gives their assessment. The results of a survey of employees on the issue of readiness to work in a digital environment when business processes change are presented. The conditions for the development of digital transformation of a modern organization and the work of personnel, as well as positive and negative factors determining the proliferation of this process are analyzed. The aspect of the institutional field of the new management paradigm, which determines the resilience of new formats of professional activity in the emerging digital reality, is touched upon. It is concluded that the process of digital transformation as a new management paradigm, which, unlike traditional approaches, involves a fundamental restructuring of the existing structure, business processes, organizational and managerial mechanism of interaction with all stakeholders and provides transformation of the organization by revising the culture, strategy, models, operations, products, marketing, goals, including employee management. In turn, this will require, on the one hand, the transformation of the technologization process of management, intensifying interaction with personnel and creating effective communication channels, on the other hand, the cascadability of management processes that form other methods of this interaction, having a positive impact on both the effectiveness of managerial, economic and organizational processes, and on a quality solution of specific tasks.

Self-management is one of the factors of the professional success of a manager

The article reveals the importance of self-management - one of the most important elements of successful organization and management of modern organizations. The main approaches to the definition of self-management by foreign and Ukrainian scientists were studied. We believe that self-management is the use of effective work methods, using resources to achieve goals. Today, a manager is one of the most sought-after professions, which is characterized by professional knowledge of the field of activity and the availability of certain knowledge. The manager's work is useful and meaningful when he has business qualities. A manager must master the science and art of self-management, master the techniques of self-management. The need for self-management in modern conditions as a means of efficiency in achieving the manager's goals is substantiated. For this purpose, the tasks of self-management are defined, which are effective management of one's own life and work activities, successful overcoming of problems, establishing communications with management and colleagues, as well as influencing the work behavior of employees. The relevance of self-management for the professional success of a manager is proven. In modern conditions, the activity of a manager is effective if it takes place in conditions of application of all elements of self-management: self-governance, self-development, self-control, self-realization, self-analysis, time planning, realization of goals. The role of all elements of self-management in the development of a manager's creative potential is revealed. Thanks to self-management, the manager can realize his abilities, improve himself, thereby contributing to the development of the enterprise and society. The cited studies show that self-management can be applied by managers of any organizations that have problems in life, activity, career development, defining fields of knowledge, contribute to their solution. The theoretical and methodological developments presented in the article are aimed at mastering the technology of self-management by managers, which will allow them to develop, reveal their potential, their opportunities, and become a professional in their field.

Economic and Digital Modeling of Reengineering of Financial Activities of Domestic Enterprises

This paper presents the rationale for the use of simulation techniques, namely the Miller-Orr model. Model was based on the theory of system dynamics as a tool for re-engineering of administrative decisions by the financial flows of the company. The modified model contains adaptive mechanisms to establish the parameters that determine the optimal level of necessary funds on the account of the company. The article examines the essence of business process reengineering as a modern management concept to increase the level of product competitiveness, productivity growth, reduce production costs, improve the financial and economic results of the enterprise. The main errors that prevent the effective conduct of reengineering at domestic enterprises in the current conditions of globalization of the economy are identified and analyzed. Also, the paper highlights issues regarding the peculiarities of the formation of the business process re engineering system as a component of process-oriented management in modern organizations in the direction of ensuring accelerated successful adaptation of the latter to extreme, crisis situations, variability of the business environment.

Marketing communication of modern enterprises in the era of digital economy

Purpose: The purpose of the study is to present the digital nature of the marketing communications of companies located in Poland by determining the digital-based activities they undertake in their marketing communications with stakeholders. The study assumes that the digital nature of their marketing communications is determined by their business profile, form of ownership, ownership capital and the number of employees they employ. Design/methodology/approach: The survey was conducted on a sample of 225 enterprises in July-September 2020 throughout Poland (16 provinces). The sample selection was stratified and random. The method used in the study was a diagnostic survey. Findings: The survey results show that a sizable percentage of companies located in Poland have some catching up to do in basic digital functions in the area of stakeholder communication. On the other hand, enterprises using digital solutions in marketing communications boast a fair amount of diversity in them, making the integration of digital instruments and solutions a feature. The undertaking of selected marketing activities by organizations is determined by various attributes of the organization, i.e. business profile, form of ownership, especially their size and ownership capital. Research limitations/implications: The results of the survey call for a broader and more in depth analysis of the digital activity of modern enterprises in the area of marketing communications. This includes, first and foremost, learning about the determinants of the deficiencies manifested by a sizable percentage of companies in this area, which would make it possible, perhaps, to remove the barriers to these companies becoming more digital in the area of communication with stakeholders. Practical implications: The results of the research prove that among the surveyed attributes of organizations, it is the form of ownership and size of the enterprise that most differentiates them in terms of the digital solutions used in marketing communications. Sole proprietorships are less likely to use such solutions than partnerships and limited liability companies, and companies employing between 10 and 49 people are less likely to use such solutions than medium-sized and large companies. They are the ones that should accelerate the implementation of digital solutions in marketing activities first. This would require building a management culture conducive to change and based on an understanding of the role of new technologies, which are now becoming a guarantor of their success. Social implications: Better understanding of the business impact of digital marketing tools. Originality/value: The article is primarily of cognitive value, emphasizing the importance of digital solutions used in marketing communications by modern companies. Consequently, it can be an element that stimulates the management of modern organizations to seek and apply marketing instruments using the latest digital solutions to reach specific groups of stakeholders. Keywords: marketing communications, digital economy, digital technologies in marketing communications. Category of the paper: research paper.

Job Satisfaction of Knowledge Workers

Abstract In the knowledge-based society, knowledge workers ares the most important resource for organisations, and they are increasingly striving to attract and retain them. One of the tools that organisations are using more and more frequently lately is growing job satisfaction. Studies in recent years have shown that, companies with a high level of job satisfaction tend to have higher profitability and productivity and reduced knowledge worker turnover. All this justifies the growing interest of management of modern organizations in identifying the level of employee satisfaction and methods of increasing it. The aim of the paper is to present to readers with all these concepts, to determine to what extent the concept of job satisfaction is known by knowledge workers and what elements are taken into account to measure the level of job satisfaction and the frequency of their use. We are aware that it is not enough to present only the theory of a complex economic concept, therefore we have carried out and present in the paper the second part of our research addressing these issues.

Способы совершенствования процессов управления IT-проектами

The topic of the article as well as the issues concerning the ways to improve IT-project management processes are becoming more and more relevant, the need to respond effectively to the changing national and international challenges of external conditions is increasing. Therefore, a detailed structural study and elaboration of ways to improve IT project management processes are required.
 This study focuses on ways to improve IT project management processes.
 The research methods are theoretical methods: analysis of sources, systematization and generalization. 
 The author of the article gives an interpretation of the concept "IT-project", "IT-project management". 
 The article analyzes the problems of IT-project management in modern organizations. 
 It characterizes the existing methods of IT-project management, as well as proposes new ways of managing IT-projects: the use of a unified information system, the model of "7 K-questions", the map of competencies in selecting the team.

Personnel management of an educational institution as a strategic function and a factor ensuring its competitiveness

It is shown that the management of people, especially in educational institutions, needs a creative approach. Such an approach, for example, can be based on the individualization of employee motivation, which will certainly have a positive impact on long-term prospects when making all decisions concerning the development of the personnel potential of the educational institutions as a whole. Thus, the management or administration of personnel is one of the priority areas of management of modern organizations, including educational institutions – schools, colleges, universities. It is shown that the main factor influencing the increase in productivity of scientific and pedagogical staff is motivation. It is established that the formation of effective motivation is possible only due to a developed system of incentives, which implies the motivation of the SPW to perform tasks specific to universities. It is also established that the methods of management of educational institutions should first of all be focused on improving the efficiency of using the potential of scientific and pedagogical workers (SPW). It is depicted that for effective motivation management it is necessary to combine material methods of encouragement with non-material ones. Therefore, in order for qualified specialists to work in universities, they should be trained, and systematically, creating the necessary organizational, informational and methodological prerequisites for this. As a result, a new category of professional managers will appear – people who are able to solve issues of organization and management of higher education in new conditions.

IMPACT OF SENSORY MARKETING ON CUSTOMER LOYALTY AND PURCHASE DECISIONS

The article presents the use of sensory marketing in company management. Sensory marketing is an increasingly common form of modern organization management. Human senses play the most important role in sensory marketing. Many companies from various industries perceive the power of human senses. The goal of sensory marketing is to communicate with customers on an emotional level. Additionally, it should be added that this is a non-intrusive form of communication. Clients perceive the emotional message without the persuasion typical of traditional approaches. Today, companies care more about keeping customers and building two-way loyalty than about gaining new customers and conducting a single transaction with them. Loyal customers are the company’s greatest asset. The main aim of the article will be to show the impact of sensory marketing on customer loyalty and their purchasing decisions. The author reviewed Polish and foreign literature on the issues of sensory marketing and creating customer loyalty. Customer research was also carried out, showing the influence of the senses on customer loyalty and purchasing decisions. At the end, the research results and conclusions were presented.

Ревалоризация управления кадровым резервом организации производственного профиля

The article reveals the aspect of improving the effectiveness of personnel reserve management in modern organizations. Personnel reserve management is one of the key priorities in the personnel management strategy for successful organizations, since it allows ensuring continuity in management, involvement and loyalty of valuable employees of the organization and its values, contributes to the prolongation of professional longevity of talented employees and the most rational use of personnel labor at all levels of the management hierarchy. However, despite the importance of personnel reserve management activities, it is extremely difficult to achieve consistently positive results in this area. The analysis of the practice of managing the personnel reserve of a large Russian manufacturing enterprise from the standpoint of strategic personnel management is carried out. Recommendations aimed at improving the effectiveness of the business process under study are proposed, and an assessment of their socio-economic efficiency is presented. The results of the study and recommendations for their application will be useful in the practice of other organizations of the production profile.

Digital management expansion challenges

The purpose of the work is a comprehensive analysis and key problems identification of a modern organization management in the context of the rapid implementation of artificial intelligence tools. The article discusses the fundamental issues of the term “digital management” use, as well as the features of the digital management development and formation in modern realities. The authors noted the factors that stimulate management transformation in digital companies. The authors analyze several forecasts regarding GDP increase, as well as productivity due to the use of technologies based on artificial intelligence, provide the most developed business areas in terms of the use of artificial intelligence. Along with this, the authors also list the main challenges that companies face when implementing artificial intelligence technologies. Another important issue raised in the article is human resource management and how the management process will change in the future due to the development of tools based on artificial intelligence technologies. The authors conclude that the development of the digital economy will inevitably lead to the transformation of management activity and the redistribution of the significance and importance of management functions. The conclusion is made about the advantages of using digital technologies in management and promising areas for further use.