System Of Personnel Development Research Articles

Personnel development under digital economy conditions

Personnel development under digital economy conditions

ОСОБЕННОСТИ ФОРМИРОВАНИЯ СИСТЕМЫ РАЗВИТИЯ УПРАВЛЕНЧЕСКОГО ПЕРСОНАЛА В ОРГАНИЗАЦИИ

Modern Russian enterprises need to implement an effective personnel development system for a number of reasons. With the development of technology, changes in legislation and market transformations, the requirements that companies put forward to their employees are also changing – because the growth of the company’s production capabilities and market position depend on their professional level, readiness for continuous training and involvement in development. In the current conditions of constant socio-economic transformations, continuous training and improvement are becoming increasingly important, therefore, the correct organization of the system of professional development of personnel (including managerial personnel) plays a key role in the viability of the company, allowing it to solve strategic development tasks and ensure the effective operation of the organization. It defines the main decisions in personnel management: on the redistribution of powers, the transformation of competencies, the creation of a personnel reserve, the relocation of employees within the company, and the assessment of the effectiveness of the use of labor resources. The need to form a personnel development system is due to the fact that in modern conditions a new approach to employee development is required, forming their strategic thinking, ability to systematically analyze the situation and the constantly changing external environment. The fate of the entire organization depends on the quality of the built management system and the competence of the decisions made by employees of this level.

СОВЕРШЕНСТВОВАНИЕ ТЕХНОЛОГИЙ УПРАВЛЕНИЯ РАЗВИТИЕМ ПЕРСОНАЛА ГОРНОДОБЫВАЮЩИХ ПРЕДПРИЯТИЙ

The article formulates a number of important conclusions and recommendations for the management of personnel development of mining enterprises. It is proved that the formation of a personnel development system at an enterprise in modern conditions is an objective necessity from the point of view of ensuring its market competitiveness and efficiency. It is established that the pace of development of scientific and technological progress necessitates the constant support of the high qualification level of its employees. Therefore, a specific feature of the formation of personnel development systems at enterprises is the need to update and maintain them in conditions of increasing complexity of technological and production processes.

НАПРАВЛЕНИЯ СОВЕРШЕНСТВОВАНИЯ СИСТЕМЫ РАЗВИТИЯ ПЕРСОНАЛА НАУЧНО-ИССЛЕДОВАТЕЛЬСКОГО ИНСТИТУТА

The article is devoted to a description of the study of the personnel development system at a research institute. Theoretical, methodological and practical aspects of employee development areas are considered.

Professional Development of Personnel Is the Basis for Improving the Competitiveness of Service Sector Organizations

For organizations that operate in the market of goods and services, the main goal is to steadily increase competitiveness. Achievement of the set goals and objectives is possible on the basis of professional development of personnel. This is due to the crucial role of the human factor in improving production efficiency. The article presents the results of a study indicating the possibilities of increasing competitiveness in the process of transition to innovative personnel development. The characteristic of the existing personnel development system is given. The interrelation of personnel training and development, as well as the competitiveness of service sector organizations is proved. The conditions of readiness for the development of specialists are determined depending on the degree of competitiveness of the organization. It is established that the increase in the scale and novelty of personnel training programs increase the competitive position of the institution in the market. The directions of training are predetermined as conditions for the growth of competitiveness. The parameters of competitiveness that change in the process of personnel development are revealed. It is confirmed that for an objective assessment of the innovativeness of personnel development, it is necessary to take into account the possibilities of using modern methods. The presented conclusions can be used by specialists in personnel management of enterprises and organizations in the service sector.

НАПРЯМИ ПІДВИЩЕННЯ ЕФЕКТИВНОСТІ СИСТЕМИ НАВЧАННЯ ТА РОЗВИТКУ ПЕРСОНАЛУ НА ПІДПРИЄМСТВІ АТ «УКРТРАНСГАЗ» СТРИЙСЬКЕ ВУПЗГ

The article analyzes the directions for enhancing the effectiveness of the training and personnel development system at the Ukrtransgaz JSC Stryi production management of underground gas storage. To better understand the needs and expectations of employees regarding personnel development and training, a survey of the company's managerial staff was conducted. Based on the respondents' answers, the following alternatives for training and personnel development were proposed: increasing the frequency of training sessions, incorporating more examples of real-life events, implementing international training programs and knowledge exchange with EU countries, conducting off-site training programs and involving external instructors, expanding the range of training activities, and organizing educational events. The research emphasizes the importance of training and personnel development for the successful functioning of the organization. They are identified as key elements of strategic human resource management, contributing to enhancing employee competence and supporting continuous professional growth. Improving the training and personnel development system is one of the crucial components of any enterprise's success. In today's rapidly changing world, where competition is becoming increasingly fierce and technologies are advancing every day, it is important to have a team of specialists who constantly update their knowledge and skills. The competitiveness of the enterprise and its ability to adapt to new challenges and innovations depend on this. The enterprise should undoubtedly be responsible for the training of its personnel and implement only those training forms that fully consider the needs of the workplace and individual characteristics of the staff. Additionally, it is necessary to provide motivation for employees undergoing training, so that they are interested in its successful completion and understand the benefits they will gain as a result. The enterprise should also ensure suitable conditions for training, such as adequate facilities and equipment. Furthermore, the information provided during the training process should be structured and sequential, starting from foundational stages to more complex concepts. The training process should incorporate feedback on the training outcomes, which will contribute to the further development and improvement of the personnel. Training and development tools and methods help organizations prepare their employees for new challenges, develop their potential, and ensure their ability to perform effectively. A well-structured system of training and personnel development can have a positive impact on the organization's growth, enhancing its competitiveness in the market and increasing profitability. By investing in training and development initiatives, organizations can enhance employee skills, knowledge, and abilities, enabling them to adapt to changing industry trends and technological advancements. This helps organizations stay competitive and meet the evolving needs of their customers. Various tools and methods can be utilized in training and development programs, such as workshops, seminars, online courses, mentoring, coaching, job rotations, and on-the-job training. These approaches provide employees with opportunities to acquire new knowledge, improve their job-related skills, and develop a broader understanding of the organization's goals and strategies.

Совершенствование профессионально значимых качеств личности специалистов в системе повышения квалификации кадров

The article reveals the problem of the formation and development of professionally significant qualities of the personality of specialists in the context of the tasks of the system of advanced training of personnel. This task in the studies of modern scientists (S.N. Begizhova, G.V. Koloshina, O.A. Mosina, Yu.V. Sorokopud, etc.) is presented as important in the context of continuous professional development and self-development of representatives of different professions. Its solution within the framework of the personnel development system is justified as socially and personally significant; provided with a psychological and pedagogical theoretical and methodological basis for certain groups of qualities; methodologically and technologically presented in rare studies that consider this issue in relation to specific organizational forms of advanced training. The aim of the work was to determine the set of organizational and pedagogical conditions for improving the professionally significant qualities of the personality of specialists in the system of advanced training of personnel, taking into account the organizational and content variability of this system. To achieve it, methods of theoretical analysis, generalization and modeling were used, which made it possible to systematize and concretize information regarding the structure of professionally significant personality traits of specialists and the conditions for their improvement. The works of modern scientists in the field of the essence, structure, composition of professionally significant personality traits among representatives of different professions (on the example of professions of the “man-man” type) made it possible to single out two structural elements - characterological and motivational qualities, and confirmed the expediency and possibility of their conjugated formation and development . Researches of scientists in the field of principles and methods of development of personal qualities, abilities, motives and value orientations, as well as in the field of organizational features and targets of various forms of advanced training of personnel determined the structure of organizational and pedagogical conditions for improving professionally significant qualities of the personality of specialists, including groups of invariant (mainly , methodological) and variable (mainly organizational and methodological) conditions.

Запровадження освітніх інновацій в систему розвитку персоналу Державної митної служби України

Modern transformations in the global labor market require changes in employment, in particular in the professional training of personnel, because the automation of production, computerization and the use of artificial intelligence in many spheres of labor activity lead to the appearance of new professions (specialties) and the disappearance of existing ones. The purpose of the article is to study the need to implement educational innovations in the personnel development system of organizations.The article examines the structure of the organization’s personnel management system, where attention is focused on such an important subsystem of it ‒ management of professional development, which allows to ensure the competitiveness of personnel, in particular by ensuring their professional development using educational technologies. The importance of factors in the personnel development system of organizations (competence, corporate commitment, corporate efficiency, team coherence) is highlighted. The theoretical and methodological aspects of the implementation of such educational innovations as: «dual education», «exchange of ideas», «corporate university» were considered, which made it possible to build a model of the implementation of educational innovations in the personnel development system of organizations. The need to introduce educational innovations into the personnel development system of the State Customs Service of Ukraine is substantiated. An algorithm for the implementation of dual education in the personnel development system of the State Customs Service of Ukraine is proposed.

Model Aplikasi Structural Equation Modelling (SEM) Untuk Kebijakan Profesionalisme Perwira TNI Angkatan Laut

The development of the Indonesian Navy's strength is carried out through a strategic planning process manifested in four activity programs, namely (1) the Marine Readiness Support Program; (2) Modernization Program for Alutsista and Non-Alutsista as well as the Development of Facilities and Infrastructure for the National Defense for Marine; (3) Professionalism Enhancement Program for Marine Personnel; (4) Marine Management and Operation Implementation Program. The Indonesian Navy realizes that the main strength of all force-building programs lies in the quality of the human resources (HR) possessed by the Indonesian Navy. However, the existing reality reveals various kinds of problems and obstacles that hinder the process of improving the quality of existing human resources. For this reason, the Indonesian Navy seeks to improve the pattern of training for personnel by issuing policies that spur the performance of the personnel development system within the Indonesian Navy. From these problems, a research or modeling is needed that can represent how the influence of the Indonesian Naval Personnel Development Pattern and Indonesian Navy Policy on Officer Professionalism to create superior navy personnel in line with the Indonesian Navy development program towards the World Maritime Axis. The method used in this research is Structural Equation Modeling (SEM). There are 27 indicators consisting of 5 indicators of Angkatan Laut policy variables, 13 indicators of personnel development variables and 9 indicators of professionalism. The results showed that there was a significant direct influence between the Angkatan Laut policy variables on personnel development, personnel development on professionalism and Angkatan Laut policies on professionalism. In addition, there is an indirect influence between Angkatan Laut policies on professionalism through personnel development as a mediating variable.

Vocational Rehabilitation in the COVID-19 Era: The Importance of Supervision

The rehabilitation counseling profession, as an essential career, has been facing unforeseen and unprecedented complications as a result of the coronavirus-19 pandemic. As practitioners were required to begin completing their work virtually or using telehealth modalities, it became apparent that may be gaps in preparation for such a shift. It is as yet unknown what implication these changes have on employment rates of people with disabilities, in addition to other markers for independence (e.g., independent living). Implications of the sudden shift to virtual practice are especially of interest following the changes to the comprehensive system of personnel development legislated by the Workforce Innovation and Opportunity Act reauthorization of 2014. Decreased educational requirements may lead vocational rehabilitation (VR) employees to navigate a national crisis without the essential knowledge domains required for qualified provider status. The current study asked VR personnel to indicate their comfort and preparedness in various areas, in light of the pandemic and virtual service provision ( N = 88). Items were assessed at three levels: Counselor, Agency, and Client. Taken together, the results indicate that the sample feels able to maintain evidence-based services, and that supervisors have been regularly available during this uncertain time. Implications for rehabilitation researchers, supervisors, and educators are discussed.

Ways to improve the efficiency of personnel at the enterprise

The personnel performance program is designed to create a highly motivated workforce with the ability to perform tasks for the company. This leads to an increase in production volumes, which means that the company increases the value of labor resources. Labor productivity, motivation and creativity of personnel are competitive advantages in market conditions that determine a successful strategy aimed at increasing the value of the company. Personnel efficiency system is a unique set of priorities for investment in human capital. The aim of the research is to propose scientifically grounded approaches to increasing the effectiveness of personnel in the company. The authors processed reliable, accurate statistical data, presented them in the form of tabular and visual materials and diagrams. The indicators of effective use of personnel in the company, in particular labor productivity, decrease over the years. The reason for such decrease in labor productivity is the dissatisfaction of employees with their salaries, as well as the instability of personnel due to their low level of qualification, as well as the lack of social packages, such as the creation of social conditions in the company. In order to create an effective system of personnel development in the company it is necessary to create a personnel management department, to assess employees, to identify training needs, to create a quality system of motivation and to use an effective combination of economic and socio-psychological methods. The essence of the research is characterized by the following: an organizational and economic model of the development strategy of the personnel service aimed at increasing its competitiveness based on the rational use of the potential of the company’s employees is developed; ways of increasing the effectiveness of the company’s employees in market conditions are proposed.

УПРАВЛЕНИЕ ПОТЕНЦИАЛОМ ПЕРСОНАЛА МЕДИЦИНСКОЙ ОРГАНИЗАЦИИ: МАРКЕТИНГОВЫЙ ПОДХОД

The relevance of managing the personnel potential and providing conditions for the continuous professional development of specialists is described in the proposed material. Competent use of employee potential and activation of unused knowledge and abilities has a positive impact on the personnel as a whole. The subject of the research is presented as managerial, socio-economic relations that arise in the process of developing and implementing a set of measures to manage the personnel potential in the management system of a medical organization. The goals outlined in the work require theoretical substantiation and development of recommendations for optimizing the mechanism for managing the personnel potential in medical organizations. The authors have developed a set of measures to manage the element of personnel potential (the experience of the personnel of a medical organization), which is based on the use of marketing tools, including building a profile of an internal client (employee of an organization), analyzing the employee’s life cycle, an internal marketing strategy connected with motivation, involvement and loyalty of the personnel. The proposed scope of application refers to the fact that the developed methodological recommendations and indicators can be used in all medical organizations to assess the system of personnel potential management. On the grounds of such an assessment, a conclusion can be made about the advisability of correcting certain career planning activities or about revising the entire system of personnel development managing. In conclusion, the authors evaluated the effectiveness of the recommended measures that will help manage human resources through the profiles, experience and involvement of employees, what would allow the heads of medical organizations to build an effective strategy for managing medical personnel, and as a result, improve the efficiency and work of organizations as a whole.

System Model of Professional Development Process

System approach to management professional development organization is explored in the article. The importance and urgency of the problem of personnel development of a modern organization in a competitive environment is proved. The professional development of personnel as a component of personnel management and a means of increasing the competitiveness of the organization is considered. Different views of scientists on the definition of personnel development, professional development and personnel development system have been clarified.The tasks of professional development of personnel are outlined. System model of professional development process has been developed. The elements of the developed model are characterized, namely:development of professional staff development strategy;setting goals and objectives for professional development of staff; organization of professional development process; diagnosing the needs of professional development of staff; drawing up a plan for professional development of staff;budgeting professional development; determining areas of staff training; definition of methods and forms of teaching; implementation of the staff training process and evaluation of the effectiveness of professional staff training.

Continuing education in the organization's personnel development system

Continuing education in the organization's personnel development system

The analysis of environmental factor for improving of navy resources performance

There are things that must be owned for every soldier to improve optimal performance, namely the development of competence. This scientific work is motivated by the importance of the role of management of Navy Resources which is closely related to performance, in this case, the Navy soldiers. Based on the results of the study, a person who has adequate experience and technical qualifications do not necessarily have a good performance, if the person concerned is not able to show behavior that supports the implementation of the task. For this reason, the need for technical competencies can be developed through education and training aimed at improving knowledge and skills. For behavioral competencies alone can be done through various training programs and individual development aimed at changing behavior. Whereas organizational values ​​that form institutional competencies can be instilled through indoctrination. Management of competency-based warrior performance is a current method in the field of behavioral science, which can be used to improve the quality of Navy capital in order to support the realization of a minimum essential force. Considering that as part of the government's bureaucratic reform program, the Indonesian Ministry of Defense has adopted a competency-based personnel management system, so the Navy Institution must inevitably integrate it into the Navy personnel development system.

Управління персоналом та підвищення кадрового потенціалу закладів охорони здоров’я України в умовах Європейської інтеграції

This article summarizes the theoretical approaches to defining the concept of personnel management, defines the essence and factors of personnel management in the health care system, analyzes methodological approaches to assessing and analyzing the effectiveness of the personnel management system of health care institutions, defines the essence of human resources, analyzes the current state of development and staffing of health care facilities, evaluated the effectiveness of the management system of personnel development of health care facilities, analyzed the factors influencing the formation and development of staff competence in the system of health care facilities, proposed recommendations for strategic development alternatives staff and increase the human resources of health care institutions.

Формирование системы развития персонала в рамках трудового потенциала организации как фактор повышения производительности труда

The article discusses various approaches to the concept of labor potential. The analysis of the personnel development system is carried out as part of the search for optimal ways to unlock the labor potential in order to increase productivity. The article proves the need to work with personnel as the main factor of production for improving the efficiency of enterprises and organizations operating in various industries. Recommendations for improving the concept of labor potential are formed. Recommendations for improving the efficiency of staff development based on advanced training courses are given. Some aspects of the activities included in the personnel development system from the point of view of the formation of personnel potential are considered.

Эко-конструктор развития от личного к организационному: 5D-модель управления компетенциями

The article analyses the problems of the formation of integrated systems for personnel development in the context of modern criteria for the competitiveness of a company (team) in the market, which determine the requirements for the level of competence of employees. The relevance of the study is determined by the fact that the existing range of various combinations of traditional forms and the most modern technologies, innovative tools for training and stimulating personnel in most cases does not provide a significant increase in companies’ personnel potential and does not create the opportunity for necessary organizational changes. The authors suggest using an interdisciplinary approach in the design of the personnel development system, which is based on a synthesis of scenarios of the company’s situational management and a personalized approach based on ethics and value priorities of the person, taking into account their psychological age. The scientific novelty of the article lies in the 5D-methodology proposed by the authors - a competency management model, which is a multidimensional matrix of individual pathways of motivation development, as well as flexible and solid skills of employees, which represents a certain way of “growing up”: from personal to organizational. The practical value of the methodology proposed by the authors lies in the ability to ensure the growth of personnel competitiveness and the effectiveness of the company (team) as a whole, by integrating the laws of evolutionary development into the practice of human resource management on the basis of the principles of environmental leadership and targeted management impact.

Развитие типов культуры мышления в тримодальной организации в условиях трансформации бизнеса

Business transformation requires changes in management business models and types of thinking culture. Human resources play a special role in these processes. The article analyzes the transition of PAO Sberbank, Russia's leading financial institution, to a trimodal organization and the corresponding types of thinking culture - run, change and disrupt. The study of the compliance of the personnel development system with the specifics of a tri-modal organization, conducted using the author's structured interview, showed their imbalance. The authors offer recommendations for the development of the types of culture of thinking change and disrupt, which are most conducive to effective business transformation in accordance with the organization's strategy. The novelty of the study is the first attempt to explore the types of culture of thinking three-modal organization, the practical importance - to develop a specific program for their development.

Трансформація стратегічних імперативів управління персоналом в умовах пандемії COVID-19

In the article the features of the transformation of strategic imperatives of personnel management in companies in a pandemic is examined. Emphasis is placed on the fact that the pandemic and the associated economic crisis require business owners to use effective tools to overcome the negative consequences and adapt to current market conditions, as well as to preserve the company's main resource - staff. It is proved that in modern realities a significant advantage for companies in the competition for survival can be properly established strategic imperatives of personnel management, taking into account changes in the internal and external environment of the organization, labor market, economy and society as a whole. It is established that the key areas that the company's management should pay attention to when forming an HR strategy are: creating a sense of belonging to the staff of the organization; ensuring effective interaction of people and technologies; dissemination of the system of knowledge accumulation and use of artificial intelligence; providing favorable conditions for solving ethical problems; creating a comfortable environment for the welfare of employees; helping to reduce disparities between different generations of workers; formation of a system of personnel development and adaptation to change; implementation of a reward strategy with a focus on the person. It is proposed to use the obtained results for further detailed and systematic study of the impact of the pandemic on the transformation of strategic imperatives of personnel management in the context of global changes in labor relations.