Methods Of Personnel Management Research Articles

Organizational-economic and psychological aspects of personnel management as a factor of organization development in crisis conditions

Modern business conditions require organizations to develop and implement new approaches to personnel management, which is the leading resource of their business activities. Crisis conditions can be challenging for any organization, but they can also stimulate development and promote change in a positive direction. The research aims to determine the organizational, economic, and psychological aspects of personnel management as a factor in the organization's development in crisis conditions. The article examines the general factors of organizational development in crisis conditions: stability, flexibility and adaptability, innovation, resources and finances, strategic planning, effective management, leadership and communication, personnel, customer orientation, public relations, and optimism. The necessity of combining and considering organizational, economic, and psychological aspects of personnel management in crisis conditions is substantiated. The fundamental aspects of personnel management of the organization in crisis conditions are singled out: organizational, economic, and psychological. Organizational and economic aspects of personnel management of the organization in crisis conditions: retention of qualified personnel, optimization of the number of personnel, reduction of personnel costs, and increase of labor productivity. Psychological aspects of personnel management of the organization in crisis conditions: informing, supporting, motivating, creating a favorable microclimate, and providing development opportunities. The proposed approach to highlighting the fundamental aspects of the organization's personnel management in crisis conditions will allow: to develop effective methods of personnel management in crisis conditions; increase the motivation and productivity of employees; reduce staff turnover; increase the level of financial stability and competitiveness of the organization. The principles of anti-crisis personnel management are defined. Implementing an effective personnel management system will allow the organization to maintain qualified personnel and competitive advantages, reduce personnel maintenance costs, increase labor productivity, and work efficiency, and ensure sustainable functioning and development of the organization in crisis conditions. Keywords: organization development, personnel, organization management, personnel management, development factors, management principles, organizational and economic aspects of management, psychological aspects of management.

Creating an Innovative Business Model for the Performance of Commercial Dental Clinics

Providing dental care to the population is associated with the active introduction of new technologies, personnel management methods, and business processes. In this sense, dentistry is at the forefront of the development of medicine and other economic sectors. However, the active practical implementation of advanced technologies for the provision of dental services requires personnel to have increased motivation and highly qualified labor, to develop new protocols for patient management, and to use more advanced equipment and materials, while administrative and management personnel should introduce progressive methods of labor motivation and economic and mathematical models of material and moral stimulation. This research aims to create an innovative business model for the development of a commercial dental clinic (CDC) that provides paid dental services. Economic and mathematical modeling and nonlinear programming are aimed at maximizing dentists’ wages, together with financial incentives for the work of administrative and managerial personnel and deductions for the development of a typical commercial dental clinic in Moscow based on the actual volume of dental services and the costs of their provision. With the volume of paid dental services growing by one and a half times, the innovative business model makes it possible to increase clinic income by a factor of 1.66 and dentists’ salaries by a factor of 2.24, raise deductions for labor incentives for administrative and managerial personnel by a factor of 1.66, and increase total profit by a factor of 1.75. During the research, it was possible to ensure early repayment of a loan of 5 million rubles for clinic development in 21 months. Additional research is needed because of the possible variability of the dental market and lending conditions. Doi: 10.28991/HIJ-2024-05-01-05 Full Text: PDF

СОВРЕМЕННЫЕ ПОДХОДЫ В УПРАВЛЕНИИ ПЕРСОНАЛОМ В СФЕРЕ КУЛЬТУРЫ В УСЛОВИЯХ ОБЩЕСТВЕННЫХ ИЗМЕНЕНИЙ

The applied models of development in the socio-cultural sphere of personnel management lost their relevance at the beginning of the XXI century with the entry of Russia into the reformed period. The sphere of culture has faced social democratization and the removal of restrictions in the policy of culture, and the departure from the centralized management system in the field of culture has brought the relationship between culture and the state, cultural organizations and personnel to a new level. Personnel working in the cultural sphere do not perceive innovations, and the use of outdated management methods hinder the development of an institutional nature. Russian citizens have become more interested in foreign culture, there is a tendency to decrease interest in traditional domestic and world culture. All these changes are accompanied by the decline of the Russian production of cultural goods and services. Prestigious cultural institutions and institutions are trying to survive, but their results are not sustainable. Modern conditions force us to switch to new methods of personnel management in order to effectively develop the sphere of culture, Russian production and the country as a whole.

STRATEGY OF VOCATIONAL EDUCATION QUALITY MANAGEMENT THROUGH HUMAN RESOURCE DEVELOPMENT

The article substantiates the importance of quality professional education for modern youth and the country as a whole. It is noted that one of the ways to get a high-quality, affordable and suitable education for their interests and needs is professional (professional) education, which involves students choosing a certain direction or specialization in high school. Professional education allows you to deepen your knowledge of subjects that are interesting and important for the future profession in order to continue studying at a higher level. An analysis of the problems of vocational education that affect its quality is carried out, in particular, the problems of the quality of vocational education at the level of personnel management are highlighted. A systematized sequence of steps in the formation of a personnel development strategy to improve the quality of education, taking into account the characteristics of the educational institution: involvement of interested parties; analysis of needs and problems to determine key directions for improving the quality of professional education; development of an action plan with the establishment of specific goals, deadlines and responsible persons; regular monitoring and performance evaluation; cooperation with other educational institutions, scientific institutions and organizations to exchange experience and gain new knowledge; constant improvement and search for ways to improve the quality of professional education. The methods and tools of human resources management are proposed to improve labor productivity, retain and develop personnel, create a favorable working environment, and achieve the organization's goals. The use of tools to encourage staff to experiment and use innovative teaching methods in the personnel strategy, which will contribute to improving the quality of education and student satisfaction, is substantiated; an example of successful application of personnel management methods is given. It was concluded that ensuring the country's competitiveness on the international market requires high-quality professional education. In order to solve the problem of low quality of professional education at the level of personnel management, the head of an educational institution must be able to develop and implement a personnel development strategy, taking into account the characteristics of a specific educational institution, aimed at improving the quality of education. In the personnel strategy of the educational institution, it is necessary to emphasize the encouragement of personnel to innovate and experiment with new teaching methods, to focus on the development and use of employees' competencies, and to ensure the process of continuous professional development of teachers.

Розвиток соціально-психологічних методів управління персоналом в умовах воєнного стану

Personnel management is an activity that creates many new challenges for managers who implement it at the enterprise. Today, one of these challenges is personnel management under martial law. In the con-ditions of martial law, a person's mental state is especially vulnerable, which is accompanied by a change in behavior, a low level of information perception, and an aggressive attitude towards others. All these negative processes are formed under the influence of stress in which people are, in particular, employees in organizations under martial law. People perceive and experience stress in different ways, some gradually adapt to the new reality, recover, and some in response to stressful circumstances and events feel uplifted and want to move forward against everything. In the conditions of martial law, the mental health of em-ployees is a factor that significantly affects labor productivity. Therefore, there is a need for the manager to use social and psychological methods at all levels and stages of management. This will contribute to the formation of a highly qualified and effective team, each member of which will realize their potential at the highest level, as a result of which the efficiency of the enterprise will increase. Social-psychological meth-ods appeal to the management of relationships. The main specificity of such methods is the use of informal factors, interests of the group, collective. At the same time, the competently implemented socio-psychological influence of the manager will form the employee's psychological resources for long-term successful activity. The main feature of psychological methods is the appeal to the inner world of a person, his personality, intelligence, feelings, images and behavior in order to direct the inner potential of a person to the solution of specific tasks of the enterprise. A review of literary sources and own research allow us to state that the formation of an effective labor team in the conditions of martial law directly depends on the identification, formation and development of psychological resources among employees. Despite the diffi-cult operating conditions of domestic enterprises, the proposed directions for the formation of psychologi-cal resources and well-argued evidence of the effectiveness of socio-psychological personnel management methods in the conditions of martial law should comprehensively solve the problem of reducing labor productivity, namely, from reducing organizational stress to improving the company's reputation, increas-ing trust in leadership and team cohesion.

[The indicators of value consistency and interpersonal conjugation of values of employees with executive as a foundation of personnel management in medical organization].

The article presents results of diagnostics of value consistence and interpersonal value conjugation in employees of medical organization. Purpose of the study is to identify the value consistence index and interpersonal value conjugation of employees of different departments of medical organization and on this basis to develop recommendations for executives concerning performance of their managerial functions. The study covered 284 employees of "The Municipal Clinical Hospital № 40 of the Moscow Health Care Department". The "Sh. Schwartz Value orientations" questionnaire was applied. The mean and centered values were calculated for each value index at both levels of values representation. At the level of normative ideals dominant value the first place in all departments except obstetrics, gynecology, and neonatology takes universalism. The employees of maternity hospital positioned safety on the first place. The second place was given to hedonism in departments of oncology, surgery and internal medicine; to kindness in departments of obstetrics, gynecology and neonatology, to achievement in department of intensive care; stimulation in department of diagnostic; safety in non-medical departments. The third place was given to safety in department of oncology, surgery and therapy; to conformity in departments of obstetrics, gynecology and neonatology; and to hedonism in non-medical departments. The comparison of value profiles of behavioral priorities established that in all departments one of the three dominant ranked values was power, in four departments - hedonism, in five departments - stimulation, in four - achievement, in one - tradition. The qualitative assessment of personality value profiles identified four types of department employees: mobile, sensitive, rational and stable one. Based on quantitative data of the Department Value Profile chart executive can develop management strategies using socio-psychological methods of personnel management.

CONCEPTUAL FOUNDATIONS OF THE HUMAN RESOURCES MANAGEMENT SYSTEM IN VOCATIONAL AND TECHNICAL EDUCATION INSTITUTIONS

The article reveals the main content of vocational education personnel management as a complex process with specific features and regularities. Understanding these processes is necessary for managers of modern educational institutions, employees of personnel services to ensure the constant development of personnel potential, increase the efficiency, and quality of work of vocational education institutions. The trends in the development of vocational education have been identified, which influence its development, contributing to the training of qualified workers who can meet the needs of the modern labor market, in particular: changing the focus of vocational education to practical training of students; the need for constant updating of students’ knowledge and skills; cooperation between educational institutions and employers; focusing on the development of soft skills such as communication, leadership, cooperation and problemsolving. It was found that the head of an individual vocational and technical education institution is not fully responsible for the work of his institution, as it is regulated by state structures at the local and state levels, as a result of which there is limited funding and legal resources. The role of motivation and stimulation in management is substantiated personnel in vocational and technical education institutions for the development of their personnel potential. It was concluded that in vocational and technical education institutions, the development of personnel potential includes professional training, retraining and advanced training of personnel, as well as personnel career planning. In order to ensure the competitiveness of specialists, it is necessary to implement more active forms of training, to pay attention to the issues of motivation and career planning of pedagogical workers. It is advisable to work with personnel in a modern vocational education institution taking into account the specifics and adapting traditional methods of personnel management to the conditions of the vocational education institution.

Management of an organisation’s accounting department: Overcoming the challenges of martial law in Ukraine

The study of accounting personnel management is relevant since the modern accounting service as a structural unit of an organisation with specific administrative functions is constantly transforming and adapting in response to the pressure of an aggressive environment. Effective management of accounting personnel makes the transformation process manageable, which has a positive impact on the functioning, productivity, and sustainability of the entire company. The purpose of the study was to summarise the practical experience and current trends in the management of the accounting service of a company in the conditions of war. The study is based on scientific works on the organisation of accounting and personnel management, statistical and analytical studies, and legislative acts in the field of accounting. The study employed traditional theoretical methods of cognition (generalisation, deduction, grouping, analysis, synthesis); empirical methods (observation, description of personal experience), and the graphic method. The paper focused on the interaction of managers with the accounting department as a team. It was demonstrated how the unfavourable conditions of martial law forced accountants and managers to join forces to adapt the organisation to the new realities. Specifically, the most difficult issues that have arisen in the field of accounting management at Ukrainian enterprises since the beginning of the war were considered. The study investigated such aspects of accounting service management as: staffing, creation of appropriate working conditions for accountants, digitalisation of accounting business processes as a tool for enhancing security, psychological factors of work efficiency. Particular attention was paid to new manifestations of loyalty of accountants and managers in extreme conditions. The problem of social responsibility of managers and the influence of moral and ethical principles on organisational decision-making by accountants was raised. The authors suggested personnel strategies that have proven to be the best in managing an organisation’s accounting department in times of war. This study is important and has practical value, as it suggests that organisational managers should pay attention to the needs of accounting staff, as well as apply both conventional and innovative methods of personnel management adapted to martial law conditions to the accounting service

Realization of Sustainable Organizational Performance Using New Technologies and Green Human Resource Management Practices

The introduction of a culture of environmental responsibility is becoming not just a branding tool, but also an important factor in business development. This article explores the possibility of increasing the environmental performance of companies through green methods of personnel management using the example of Iranian car manufacturers. The study combines survey and correlation-analytical methods. The study reveals that the improvement of green methods of human resource management, covering such aspects as recruitment, training, and performance management, has a positive and significant impact upon the environmental performance of companies. The effectiveness of these activities increases with the use of new technologies such as learning management systems (LMS), cloud computing, and artificial intelligence. The application of green methods in personnel management stimulates the implementation of a corporate strategy of sustainable development and opens new career opportunities for employees. The benefits for the companies lie in the improvement of corporate image, the growing demand for their products, the improvement of production safety, and, consequently, that of the internal organizational climate.

Discovery and Discrimination of Bridge Engineering Safety Issues by BIM Virtual Scene Combined with Robotic Mapping

All along, safety accidents in the field of bridge construction have continued to arise, costing society's development financial and material resources and taking away people’s personal safety, turning into an urgent need for safety managers in the field to solve the subject research. Researchers look forward to continued innovative exploration to find new ways of working safely and using them in the construction industry. On this basis, BIM virtual scenes are introduced to create a universal scene specification dataset in the field of bridge construction and a dataset of unsafe potential hazard characteristics in the field of bridge construction. Nanobots are artificial intelligence systems built to simulate biological nanomachine constructions in life activities and important biological events in life processes. In this paper, BIM virtual scenarios incorporating intelligent nanomaterial robot mapping technology are migrated to bridge engineering safety management. According to the collected construction scene images and BIM (building information model) virtual scenes, build the construction scene dataset, use intelligent robots to obtain construction scenes, and load them into the trained construction on-the-spot neural network modeling to complete the bridge construction scene identification safety discrimination to select more comprehensive and more stringent management solutions as safety management personnel management methods on-the-spot.

Effectiveness evaluation of HR processes

Just as it is difficult for individual employees to determine a method of self-evaluation, it is also difficult for companies to develop an ideal approach for evaluating the effectiveness of their personnel management systems. This indicates that research in this scientific field is actively conducted by both practitioners and scientists. Evaluation of the effectiveness of personnel management is a systematic, formalized process that provides an opportunity to compare actual work results with strategic goals and focusing on modern, effective methods of personnel management, which significantly contribute to the fulfillment of the company’s mission. The HR performance evaluation system provides information on the strengths and weaknesses of the company’s HR activities and identifies the necessary, result-oriented recommendations and action algorithms to eliminate deficiencies and overcome identified problems. Modern conditions have transformed the process approach, which has caused changes in the personnel management evaluation system. The study of scientific and theoretical works shows the existence of a large arsenal of labor indicators that are used for analysis, but they do not fully meet the modern requirements of the system for evaluating the effectiveness of personnel management. The purpose of the study is to improve the model of HR business processes of a modern enterprise and generalize the methods and indicators for evaluating the personnel management system in terms of business processes. To achieve the goal, theoretical scientific research and recommendations of practitioners regarding the introduction of HR business processes were analyzed. The main HR metrics were developed for a comprehensive assessment of the effectiveness of the personnel management system. The results of improving HR business processes and evaluating their effectiveness enable the company to save time and resources, ensure business productivity and effectiveness, improve product or service quality, increase sales volumes, reduce costs and increase profits, increase the loyalty of staff, customers and partners, and increase competitiveness and improve its reputation. For implementing this, there is a need to develop detailed guidelines for evaluating each HR process, by taking into account qualitative and quantitative indicators. However, this is the subject of further research.

МЕСТО И РОЛЬ СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИХ МЕТОДОВ УПРАВЛЕНИЯ НА МИКРО- И МЕЗОУРОВНЕ (УРОВНЕ РЕГИОНА)

The article presents approaches to the implementation of socio-psychological methods of personnel management at the enterprise level and socio-psychological factors of satisfaction of a person living in a certain territory (in the region). The authors consider vari-ous tools for improving the effectiveness of social and psychological methods of influencing personnel at the micro level within the framework of technocratic and humanistic approaches, while paying special attention to the procedures of business evaluation of managers and specialists. At the same time, it is noted that in addition to the psychological comfort that a person wants to have at his workplace, at the meso-level (regional level), first of all, his basic needs should be provided (provision of high-quality housing, transport infrastruc-ture, a developed healthcare system, the possibility of obtaining high-quality education for children, etc.).

METHODS OF PERSONNEL MANAGEMENT IN HOTEL AND RESTAURANT BUSINESS ENTERPRISES

Purpose. The purpose of the article is to systematize the main approaches to determining personnel management methods at hotel and restaurant business enterprises. Methodology of research. A systematic approach was used in the work, which made it possible to establish the basis of approaches and methods used in the context of the specified problem. The factor method was also used, on the basis of which certain factors of the development of innovative processes with the participation of personnel were determined within the framework of the mediation approach. Findings. The main approaches to determining personnel management methods at hotel and restaurant business enterprises are defined and presented. It has been proven that the following approaches are distinguished in modern scientific thought: ecological approach (personnel management of enterprises in the hotel and restaurant sector, which is carried out with a focus on the components of green human resource management); the “expectation-reward” approach (a combination of high expectations from employers and high rewards for staff compliance); mediating approach (combining high expectations from employers and high rewards for staff compliance, investment in training and development, innovative technologies and practices with the mediating role of human capital). It is shown that within the framework of: an ecological approach, modified forms of methods of stimulation and delegation of authority, based on the reverse productivity of personnel, can be used; the “expectation-reward” approach uses the expectation-incentive method of managing labour resources (strict practices of hiring (selection) of qualified personnel, which include appropriate planning, as well as strict criteria for candidates, high initial salaries and the level of human capital performance); the intermediary approach can be implemented by the expectant-incentive method of managing labour resources. Originality. The theoretical and methodological aspects of personnel management at the enterprises of the hotel and restaurant business in the context of defining its main approaches and methods have gained further development. Practical value. The methods and approaches presented in the article are due to the possibility of a guideline for the use of the specified methods in personnel management of enterprises of the hotel and restaurant business. Key words: hotel and restaurant business enterprises, personnel, management, methods, ecological approach, expectation-reward approach, intermediary approach.

МОДЕЛІ ПОВЕДІНКИ КЕРІВНИКІВ У ПРОЦЕСІ УПРАВЛІННЯ ПЕРСОНАЛОМ

The article discusses the essence and modern features of personnel management, especially in institutions of the service sector. It was determined that employee management methods differ depending on the country of their application. It is well-founded that the most difficult tasks at the enterprise are those related to employee management. Strong personnel potential is the key to the successful operation of any business entity. Groups of personnel management methods and their role in the effectiveness of personnel policy are characterized. Employee management methods differ depending on the country of residence of the business entity in which they are applied. Domestic practice appears to be a mixed model of American and Japanese approaches, but with its flavor of indifference to the organization of work with employees. It was determined that the methods and forms of personnel management can be combined into several general groups, including economic and mathematical models, economic levers, motivation and encouragement. The advantages of applying the economic method of personnel management are determined, in particular, its high level of flexibility. The basis of the economic method of personnel management is the tool of economic influence on the personnel of the business entity. Features of management relations in the field of restaurant services are characterized. It was determined that the use of an organizational and management approach to management is effective in the management of a restaurant enterprise. The market economy is determined by various motivational mechanisms of labor activity, since it is impossible to develop a single motivational approach to people who work at enterprises of different forms of ownership and management methods. Such a mechanism of stimulation can be called effective if it takes into account all the specifics of the activity of an individual enterprise and has in its arsenal the most acceptable method of stimulation for this enterprise and ensures the implementation of staff motivation. The need to use non-material incentives at the enterprise as the basis of personnel management incentive mechanisms is due to the ratio of material and non-material methods of stimulation.

Use of digital technologies in human resources management

The paper is devoted to the study and analysis of modern trends of our time, such as globalization, the transition to a network digital economy, mobility, digitalization that encouraging companies to search for new competitive models of business management. The formation and development of a new strategy integrated with business and HR strategies becomes a prerequisite for future competitiveness by transforming the business from a traditional to a technological company. In today’s reality, digital HR management is inextricably linked to the formation and use of an innovative system for the introduction and dissemination of new knowledge, technologies and products at enterprises of the same region. Digital innovation in the human resources management system is a complete result of creative activity, which should be introduced into the labor market depending on the purpose. The paper identified the main reasons that impede digitalization in the field of personnel management, as well as the possibilities for their further solution, considered and analyzed the features of organizing a personnel management system at enterprises in the context of innovative digital transformation. The paper concluded that in recent year there has been an increase in the competitiveness of enterprises not so much due to new technologies for organizing production in the context of the transition to innovative development, but in terms of the introduction of personnel management methods using electronic digital technologies.

Трансформація функціонально-методичних підходів до управління персоналом в умовах інтеграції виробництва і мережевих інформаційних технологій

The article is devoted to the issues of the objective need to transform functional-methodical approaches to personnel management in the context of the integration of production and network information technologies. The functions of personnel management in the conditions of digitalization are defined. It is noted that the implementation of each management function requires the use of specific technologies Methods of personnel management in the conditions of integration of production and network information technologies are revealed. It is argued that the effectiveness of these personnel management methods in the conditions of digitalization depends on the flexibility of employees, the introduction of innovations, accounting for the moral wear and tear of processes, increasing the speed of learning, the development of internal rotation and the flexibility of job instructions. The main modern challenges and new tasks of personnel management are characterized. It is emphasized that all these challenges cause changes in approaches to personnel motivation and tasks of motivation policy. The advantages of the personnel management information support system are noted. New methods introduced into the practical activities of personnel management services, transformed into human resource management departments, are characterized. The KPI system is presented, which guides the activities of employees to achieve the planned results with the possibility of their overachievement. The results grading system is described, which allows positioning in the hierarchy of their value for the enterprise. The QMM system is shown, which provides personnel evaluation system based on quality system criteria. The MBO system that supports personnel management by results or management by goals is demonstrated. It is noted that the concept of a balanced system of BSC indicators is an effective tool that allows managing the personnel training system of a modern enterprise.

Analysis of the current situation of human resources management in enterprises and countermeasures

Human resources have become the most important resource in enterprises. This paper analyzes the current situation of human resources management and concludes that there is a shortage of talents and surplus, and the quality of human resources needs to be improved. The personnel management methods of enterprises are outdated and inefficient, and the brain drain of enterprise resources is serious. Lack of much-needed talent Current situation. And put forward the current situation of human resources management. Some measures: Change ideas, strengthen the strategic management of human resources, establish a modern human resources management organization, pay attention to achieving practical results, and improve the talent growth management mechanism. Establish a compensation system with incentive mechanisms, Improve the promotion and elimination mechanism based on scientific evaluation and dynamic adjustment., Improve the training mechanism with lifelong education and job access as the main body.

ЖОҒАРЫ ОҚУ ОРЫНДАРЫНЫҢ ҒЫЛЫМИ-ПЕДАГОГИКАЛЫҚ ҚЫЗМЕТКЕРЛЕРІН ЫНТАЛАНДЫРУДЫҢ КЕЙБІР АСПЕКТІЛЕРІ

Izbassova Nurdul Lecturer at the Department of Economics, Sh.Yessenov Caspian state university of technology and engineering, Аktau, Kazakhstan SOME ASPECTS OF MOTIVATION OF SCIENTIFIC AND PEDAGOGICAL WORKERS OF HIGHER EDUCATION INSTITUTIONS Аbstract. The Republic of Kazakhstan has a developed human and teaching potential, but the rapid transition to global standards in the field of education requires new scientifically based approaches to university personnel management methods. The article shows that the identification of the rating of factors that motivate the professional activities of scientific and pedagogical workers (RTW) can be the basis for creating an effective system of motivation in higher education of the Republic of Kazakhstan with the possibility of using an individual motivational trajectory that takes into account the individual characteristics of each teacher (hereinafter referred to as the professional development, innovative approach to teaching and self-development. Due to changes in the financing conditions of educational organizations, the university administration should look for new opportunities to increase their efficiency and competitiveness. The quality of educational services in many cases depends on the qualification and enthusiasm of the employees and the material and technical base of the university. At present, in most of the higher educational institutions, there is a problem of motivating scientific and pedagogical staff for scientific activities. Traditional approaches to the system of motivating university employees do not ensure high achievements in the professional activity of the employee and the university as a whole. In order to increase the efficiency of their activities, it is necessary to have specific means of distribution of incentive payments and load distribution that meets the requirements of current market relations. Based on various characteristics of work, motivation in a higher education institution is understood as the process of consciously choosing the goals and models of his work behavior, which is formed under the influence of the internal labor activity of a teacher of a higher education institution, and which determines the features of the employee's relationship with certain work items and tools, as well as his external factors forming the result of activity. An important part of the work, in turn, provides a universal approach to effective management of workers' labor. It is worth noting that the motivation of the work of the employee is formed not only under the influence of internal (needs, values, attitudes) and external factors (motivations), but also under the influence of his characteristics. features of the interaction with the objects, means, and results of his work. This interaction is different for each teacher because it depends on his subjective understanding of different elements of his work. Key words: motivation of employees, rating, effectiveness of motivation, motivation, work efficiency, psychological aspects, management, conference, international conferences.

Особенности управления персоналом в командах

The article substantiates the relevance of personnel management issues in a team, shows the features of the implementation of the personnel management function in a team, and proves that traditional methods of personnel management methods are not very effective in working with team personnel. The goals, objectives and factors of personnel management in the team are determined. A typology of teams is presented that affects the implementation of personnel management functions in a team. The characteristics of the implementation of the main functions of personnel management in a team are given: the definition of a personnel management strategy in a team; planning to provide the team with the necessary personnel; attraction, selection and evaluation of personnel in the team; development of team personnel, including adaptation, advanced training and professional retraining of team personnel; motivation and stimulation of the work activity of team members as integral elements of teamwork at the present stage.

The Effects of Emotional Labor, Role Conflict and Resilience on Turnover Intention among Nurses at Korean Traditional Medicine Hospitals

Purpose: This study researched effective personnel management methods to improve the quality of nursing in traditional medicine hospitals in Korea by examining the effects of emotional labor, role conflict, and resilience on turnover intention among nurses. Methods: This study designed a descriptive survey, and the subjects were 179 nurses from nine traditional medicine hospitals in Korea. Data were collected from August 1 to 20, 2019. The data were analyzed with means, standard deviations, frequency analysis, t-test, one way ANOVA, Pearson’s correlation coefficient, and multiple regression using SPSS/WIN 18.0 program. Results: We found positive correlation Us between emotional labor and turnover intention (r=.17, p=.022), and between role conflict and turnover intention (r=019, p=.013). The factors affecting turnover intention were role conflict (=.24, p=.001) and emotional labor (=.20, p=.013 ). The model explained 11.0 % (F=5.11, p<.001) of nurses’ turnover intention in traditional Korean hospitals. Conclusion: Korean traditional medicine hospitals need to decrease the degree of emotional labor and present clear roles of nurses based on clinical experiences to reduce turnover intention.