Personnel Management In Enterprises Research Articles

JUSTIFICATION OF EMPLOYEE COMPETENCES’ COMPONENT ELEMENTS

The article is devoted to the study of current issues related to the implementation of a modern competence approach in personnel management of enterprises and organizations in various industries. A scientific survey of the latest achievements of leading scientists and practitioners on the issue of building a model of employee competencies was carried out, as a result of which the need was established to refine the issue of ordering and applying separate approaches to the formation of such models, as well as establishing their constituent elements. In the course of the analysis and generalization of the latest academic achievements, published in a number of modern sources, the main existing approaches to building a model of employee competencies are highlighted, among which the most appropriate, according to the authors, is the creation of a completely new model. At the same time, a critical review of meaningful developments and acquisitions of specialists in this field was carried out to highlight the components of the competency model that form its structure. It was found that they are quite different, include a various number of structural elements of different content, which causes the need for their argumentation and systematization. The main goal of the article is to analyze and organize the used approaches to the formation of the employee competencies model, as well as to substantiate the total number of its constituent elements. After their comprehensive analysis, comparison and synthesis, as well as based on previous studies, the principles of building a model of employee competencies were formulated. It is substantiated that when choosing a rational approach to the development of an employee competencies model, it is advisable to choose the creation of a completely new model, in which the factors that have the greatest influence on its content will be fully taken into account. Based on a critical analysis of existing achievements, separate models of competences have been developed for employees of different categories (positions), which, unlike the existing ones, fully cover the entire set of necessary competencies and characterize them in various ways. The outlined studies serve as a basis for the development of methodological recommendations and the corresponding tools for their practical application in the development of the employee competencies model.

Motivation components of personnel management at enterprises

Methods. Methods of analysis and synthesis, empirical methods, methods of induction and deduction, graphic and logical methods, methods of financial, economic and statistical analysis were used in the process of researching the components of personnel management of enterprises. The methodological basis of the research is the index method, the results of which allow evaluating the main components of the enterprise personnel management. Results. The article provides a detailed analysis of statistical data and survey results regarding the main motivational components of personnel management at enterprises. The dependence between indicators of economic activity and components of personnel motivation was revealed. The article substantiates the main motivational components of personnel management, improves the structuralfunctional model of the dependence of quantitative and qualitative indicators and the motivational component of personnel management of the enterprise, which synthesizes a comprehensive approach to taking into account all important directions of improvement of motivational processes of personnel management. Novelty. It consists in justifying the need to take into account motivational components when planning and improving the scientific and methodological foundations of the development of a structural and functional model of personnel management and a system for evaluating the economic activity of the enterprise. Practical value. Evaluation of the motivational components of the personnel management of the enterprise is the basis for building effective models of the development of enterprises, which is an analytical tool for organizing the vertical and horizontal connections of the management system of the multi-level and multifunctional management decision-making system, taking into account the properties of the interdependent influence of performance indicators and establishing the safety parameters of individual trajectories of the development of personnel management .

ОПРЕДЕЛЕНИЕ СИСТЕМЫ ПЕРСПЕКТИВНЫХ ЗАДАЧ ПОВЫШЕНИЯ ЭФФЕКТИВНОСТИ УПРАВЛЕНИЯ ПЕРСОНАЛОМ ПРЕДПРИЯТИЯ

The article presents the author’s approach to resolving the conflict of strategic and tactical goals when forming a program for increasing the efficiency of personnel management of enterprises. Key scientific and practical tasks are identified, and means of their implementation in the personnel management system are presented. The essence of a promising economic and mathematical model for programming target competence in the framework of increasing the efficiency of personnel management is revealed.

ЗНАЧЕННЯ ТЕХНОЛОГІЇ УПРАВЛІННЯ ПЕРСОНАЛОМ У СИСТЕМІ РОЗВИТКУ КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

The article defines the place of human resource management technology in the management system of an industrial enterprise and clarifies the interrelationships of its components. It is proved that the management system is not only a set of methods ortechniques, but a complex set of interrelated, logically consistent actions in the areas of organization, management, decision-making and motivation. It is found that the problemof personnel management at domestic industrial enterprises is the low status of the personnel service and the insufficiently high quality of training of specialists in this area.It has been researched that the personnel management process (PMP) can be considered as a sequence of four stages: at the first stage, the functions covering all types of management activities at all levels of the enterprise management subsystem are implemented; at the second stage, PMP determines the formation of management methods; at the third stage, PMP includes the formalization of management methods, accompanied by the creation of mechanisms for their transformation into official documents, such as orders, instructions, guidelines, etc.The paper proposes a technology for analyzing the personnel structure of an industrial enterprise. The authors substantiate methodological provisions for the formation of components of the enterprise personnel management technology, The article defines the importance of personnel management technology in the system of development of personnel potential of an enterprise.It is determined that the technology of personnel management is an important element of the management system of an industrial enterprise. It is the main tool of managers, since each management technology used in the management system helps management personnel to act effectively and respond quickly to dynamic changes in the current conditions of the enterprise. The most important components of HR management technology are the following: marketing and personnel planning technology, recruitment and personnel accounting, personnel training, and personnel evaluation.Keywords:management technology, human resources, development, personnel, labor resources, industrial enterprise.

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.

Risk-Oriented Model of HR-Management at the Enterprise (Theoretical and Methodological Aspects)

The actuality of developing theoretical and methodological approaches to the formation of a risk-based model of enterprise personnel management is due to the growing macroeconomic instability and turbulence in the current crisis. The reasons for this global economic crisis are the gradual depletion of resources, difficulties in the transition to a new technological structure and compliance with its requirements, unfair competition that has developed over the past decades in the global markets, and growing opposition of the «collective West» to other centers of the world development. The aim of the study is to determine the theoretical and methodological aspects of the formation of a risk-based model of enterprise personnel management in the new reality based on comparative analysis and assessment of existing opportunities for optimizing economic activities, as well as assessing the key factors that determine the quality of modern personnel management. The objectives of the study are: analysis of the morphology of personnel risks and methods for their classification; determination and evaluation of qualitative features of a risk-based model of enterprise personnel management; development of a general algorithm for the formation of this model, taking into account the requirements of the internal and external environment of the enterprise. The study used a dialectical approach, methods of modeling (reconstruction, decomposition) and forecasting (extrapolation), structural-functional and program-targeted analysis. An algorithm for the formation of a risk-based model of enterprise personnel management is proposed, which is presented as a system of variable behavior management of business entities (enterprise personnel) in the context of building their multi-vector development strategy. The morphology of personnel risks is disclosed; the main principles and methods of work with personnel risks at different stages of their genesis are identified and characterized. The most promising organizational and economic tools for practical use of risk-based model of enterprise personnel management are identified. As a dominant condition for functioning of this model, the need to develop broad self-government within the framework of the operational and economic activities of specific divisions of enterprises is argued. The results of the study can be used in the personnel policy of enterprises as part of their operational and strategic reengineering.

Modern paradigm of personnel management system of the transport industry

Methods. The scientific foundations of the research are general scientific theories – recognized concepts of enterprise personnel management; classification and analytical method – in the process of clarifying the constituent elements of personnel development, specifying the content of personnel technologies, researching the factors of employee activity activation. The used methods of statistical and trend analysis made it possible to identify trends and factors in the formation of the personnel management paradigm at domestic enterprises Results. The dominant trends of changes in personnel management of a modern enterprise are singled out: active use of HR technologies; transferring the implementation of individual business processes to external executors under outsourcing conditions; building new career models; automation of HR processes; formation of learning culture; taking into account changes in the labor market during personnel management. It has been demonstrated that traditional personnel management systems are transformed today into talent management, training and development of creative and intellectual activity of personnel. Employees who have a well-developed intuition, a sufficient level and set of knowledge, skills and abilities become a key factor in the success of the enterprise in the modern conditions of the digital world. Novelty. The specifics of effective personnel technologies in the field of personnel management of enterprises in the transport industry are summarized and the feasibility of their application to increase the competitiveness of companies in modern conditions of a radical change in the business paradigm is substantiated. Practical value consists in the possibility of applying the provided proposals regarding personnel management of transport industry enterprises, in particular, regarding their introduction of progressive personnel technologies using elements of the digital economy to increase the efficiency of economic activity in conditions of uncertainty. New personnel management systems are supposed to ensure the mobility of all company employees, sociality, knowledge and people management and, as a result, change the organizational structure, culture, perception of changes, transformation of personnel competencies and the management system as a whole.

ОЦЕНКА СИСТЕМЫ МОТИВАЦИИ ПЕРСОНАЛА СТРОИТЕЛЬНОЙ ОРГАНИЗАЦИИ В КОНТЕКСТЕ ТЕОРИИ ПОКОЛЕНИЙ

Modern conditions for the functioning of organizations require constant updating of approaches to personnel management, including new approaches are being formed in relation to the management of personnel motivation. Despite the unification of job duties by professional affiliation, each employee is individual and his needs, principles, beliefs are individual, and this should be considered when working with personnel. When forming a system of motivation and incentives, one should consider the specifics of each working generation in the organization. Theories of generations substantiate the important characterizing qualities of generations, their features, and the influence of historical and socio-economic factors during the formation of each generation separately. The authors, when assessing the existing system of motivation of the personnel of a construction organization, took the theory of generations as a criterion basis. Improving the system of motivation and incentives in the context of the theory of generations makes it possible for the organization to contribute to the growth of the efficiency of the work of personnel, reduce turnover and reduce the costs associated with training and adaptation of personnel. The results of the work can be used as the basis for improving the systems of motivation of the personnel of construction organizations. It is possible to use the results of the study in the development of motivation systems for business entities, departments for personnel management of enterprises and organizations.

Управление развитием персонала на предприятии со смешанной организацией труда

Personnel development management at an enterprise with a mixed labor organization is one of the promising areas of activity for a personnel management manager. The search for new managerial decisions on the implementation of this process in the practice of functioning of enterprise personnel management becomes significant.
 The theoretical analysis of existing experience has shown the narrow industry focus of the developed solutions for enterprises with a traditional form of labor organization, which leaves them of little use in broad practical HR activities in the context of the digitalization of the economy and the transition to a mixed labor organization. It is important to create a holistic view of the implementation plan for managing the development of personnel in an enterprise with a mixed labor organization. The problem of the lack of personnel development management leads to poor awareness of personnel about the organization’s capabilities in terms of personnel development, a low level of involvement of all categories of personnel in the development process, a decrease in labor productivity, and, as a result, a decrease in the competitiveness of an enterprise in the market. Thanks to the solution of the issue of effective management of personnel development in an enterprise with a mixed organization of labor in modern realities, the formation of a staff of qualified employees who are highly motivated to perform the tasks of the enterprise is being successfully implemented. This, in turn, leads to an increase in the efficiency of each employee and the entire organization, which means that the value of human resources in the enterprise is also subject to growth and development.
 The novelty of the study lies in the theoretical substantiation and development of the main provisions of personnel development management in a company division with a mixed labor organization.
 The practical significance of the study is the possibility of further implementation of the personnel development management plan for the commercial division of an enterprise with a mixed labor organization.

TALENT MOTIVATION AS A METHOD OF SOCIO-ECONOMIC DEVELOPMENT OF PERSONNEL MANAGEMENT

In connection with the continuous progressive development of the Chinese economy, enterprise personnel management has become an important part of social and economic development. Enterprise personnel management can promote stable talent development and job satisfaction, so it plays an important role in the sustainable development of the Chinese economy. To solve problems in the management of personnel development, it is suggested to improve and constantly innovate the management of human resources, including changing the concept of management, the motivational base, the compensatory mechanism of the impact of work results on the amount of the received reward. Based on this, this article analyzes the importance of innovations in the management of personnel development and outlines the innovative strategy of the enterprise's human resources management. The study also allows us to conclude that the construction of an effective work motivation system is directly dependent on the increase in the socio-economic level of development of the company's personnel.

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.

УДОСКОНАЛЕННЯ СИСТЕМИ СТРАТЕГІЧНОГО УПРАВЛІННЯ ПЕРСОНАЛОМ НА БУДІВЕЛЬНОМУ ПІДПРИЄМСТВІ

In the modern world, personnel management plays a very important role in the development of society, since the management of the organization as a whole depends on the correct approach to management. With the help of staff, managers achieve their goals and objectives, using the work, intelligence and motives of other people's behavior. Personnel management is decisive in the efficiency of economic activity in the labor market. The competitiveness of the enterprise is always related to the people who work at the enterprise. The problem of personnel management of enterprises has always had a significant and urgent importance both among researchers-scientists and among managers-practitioners. Such popularity is due to the importance, first of all, of personnel in the activities of any business entity. In addition, the theory and practice of management is undergoing significant changes both under the influence of external challenges – the pandemic, digitalization, the emergence of artificial intelligence, and as a result of significant disparities between the achievements of Western researchers and management practices in international companies and the realities of management systems of domestic enterprises. This requires research and implementation of best practices and personnel management tools in the activities of domestic construction enterprises. The construction industry has a steady tendency to increase the need for qualified personnel. Yes, the last 20 years have been characterized by a change in the personnel structure at enterprises. Under today's conditions, under the influence of scientific and technical development due to the increase in the level of equipment with computerized production machines and lines, automation of logistics and production complexes, which require employees to have developed skills and abilities. Construction, in all its "sections", is a direct reflection of the state and level of development of the economy of any state. This sphere of management characterizes the nation's culture and aspirations for economic growth. Qualitative and quantitative indicators of the construction sphere of the state and private sectors of the economy largely depend on the level of qualification of construction personnel and on the technical equipment of its subjects.

A Study on the Role of Compensation Incentives and Equity Incentives in Technology-based Enterprises

Technology-based enterprises, driven by innovation, have flourished in the economic market in recent years. For technology-based enterprises, how to effectively motivate employees to unleash their innovation drive and thus improve corporate performance is a key focus of management in technology-based enterprises. Pay incentives and equity incentives have been widely used in enterprise personnel management in recent years, and previous scholars generally believe that these two approaches can be more effective in motivating employees to innovate and establish a sense of ownership. In order to better study the shortcomings of salary and equity incentives in innovative companies and the strategies to solve them, this paper summarizes the relevant studies and uses Huawei and Hikvision, which have excellent incentive policies, as examples, to find and point out that the level of managerial shareholding and salary level are the criteria for incentives and should be limited to a reasonable range. Secondly, different incentive methods should be used at different stages to optimize the incentive effect.

The labour market and innovations in enterprise personnel management during the war

The article analyzes the modern labor market, which is in a rather difficult situation, its peculiarities and crisis phenomena, and also examines the research of the labor market by modern scientists. Among the main phenomena, this is the mass release of workers and crisis situations regarding employment and open vacancies in the front-line territories. In particular, analytical and informational data of the State Employment Service were processed, in which infographics of the modern labor market were presented. It has been studied that among the important factors to which the labor market reacts is mass dismissal of employees. On the basis of analytical infographics, it was investigated that the regions located in the front-line territory of Ukraine have the highest percentage of layoffs, as well as an analysis of the main factors that significantly affect the labor market and its development segment. An analysis of the regions with the highest and lowest employment of the population was carried out, and on the basis of analytical and reporting information, directions and areas demonstrating the growth of the need for specialists were presented.

Improving the enterprise personnel management system

Subject. We consider problems of improving the efficiency of enterprises. Objectives. The focus is on making recommendations for enhancing the efficiency of human resource management system of the organization to ensure its innovative development. Methods. The study employs general scientific research methods. Results. We established that to improve the efficiency of HR management system, modern companies should review the list of requirements for employees. In a digitalized society, the formation of a cloud-based personnel management system is essential. Conclusions. Staff development is the most important task of any successful company.

Innovative Approach to Assessing Safety Culture in Enterprise Personnel Management System

The article examines the safety culture of modern enterprises from the standpoint of safety-oriented approach within five components: teamwork, organizational component, functional component, identification of bottlenecks, and "work on mistakes" risk minimization. This position for highlighting the structural elements of security culture is explained by the possibility of covering all components of economic security of enterprise and management system, with emphasis on actions and reactions of direct performers and managers at different levels. The article describes the procedures for assessing safety culture, which includes nine stages. One of the main elements of such an assessment is the use of an appropriate questionnaire, which, with anonymity and prompt processing allows us to establish the real situation with the level of safety culture at an enterprise. The assessment of the level of safety culture was carried out on the example of five enterprises, and it was determined the stage for each of them (pathological, reactive, calculative, proactive, generative). Management decisions and certain measures to improve its level are taken based on the results of a comprehensive assessment, which in turn directly affects the economic security of an enterprise.

Innovative approaches in HR management

Relevance of the research topic is that the effective operation of the enterprise is directly related to competent management and personnel. World events of the XXI century. showed that, in many respects, a new direction of activity of the main body of economic interaction has been determined, this will inevitably affect changes in management methods. personnel. The article identifies key innovative approaches to personnel management. Formulation of the problem. Although there are many approaches to HR management, many businesses today are faced with the fact that most of them do not always bring tangible results. Therefore, a modern approach to improving the efficiency of enterprises is needed. The personnel service is not only personnel accounting, control over compliance with requirements, labor legislation and document management, and most importantly, the formation of an effectively functioning team. Therefore, modern research on innovative methods of personnel management is an urgent problem that needs to be solved. Analysis of recent research and publications. Numerous works of many scientists are devoted to the study and analysis of personnel management issues, in particular: D. Bogina, M. Bondar, V. Danyuk, A. Shegda, V. Vesnina, A. Kibanov, A. Egorshin, V. Dyatlov, A. Kolota, S. Shekshna and others. Research task. To achieve this goal, the following tasks were set: to study the main practical issues of innovative approaches to personnel management, and to determine the advantages and disadvantages of innovative methods of personnel management in enterprises. Research methodology. Disclosure of typical mistakes in innovative approaches to personnel management and search for ways to solve them. Application area. The results of this study can be applied at Ukrainian enterprises to solve the problems of personnel management, also in the process of teaching the discipline «Labor Economics and Social and Economic Relations», «Personnel Management», «Innovative development of enterprises». Conclusions in accordance with the article. This study leads to the conclusion that the current acceleration of the globalization process and increasingly fierce market competition require enterprises to implement key innovative approaches to personnel management, as well as improve the existing personnel management system.

Discussion on Labor and Personnel Management in Enterprises under Market Economy

Discussion on Labor and Personnel Management in Enterprises under Market Economy

The usage of Kaizen concept in personnel management of enterprises under military status

Introduction. Under martial law, it is impossible to ensure the competitive position of enterprises, as well as their survival without the use of the concept of kaizen in personnel management. The purpose of the paper is to study the theoretical aspects of the use of the concept of kaizen in the management of personnel of enterprises in martial law in order to improve management processes, as well as all aspects of the functioning of enterprises. Results. A systematic approach to the implementation of the concept of kaizen in the management of personnel in martial law involves reforming the organizational structure, consisting of interacting components. It should be borne in mind that the organizational structure of enterprises is influenced by internal and external factors. The interrelation of these factors has a direct impact on the functioning of the enterprise. The introduction of the concept of kaizen in the management of personnel in martial law forms the goals and objectives of enterprise management, which in themselves are forced to adjust to the anti-crisis and progressive model of personnel management, which would ensure business survival and efficiency. The proposed schematic diagram of the analysis of the current state of enterprise personnel management based on the Kaizen concept is associated with the transformation of views on personnel management. The use of the Kaizen concept in the management of personnel of enterprises will ensure the effective functioning of business processes in an unstable environment; increase the level of controllability of the enterprise system. Conclusion. The implementation of effective personnel management of enterprises in martial law using the concept of kaizen brings human resources in line with the strategy of the organization. Kaizen concept can be used in personnel management, which will allow Ukrainian companies to optimize their activities, to establish work of the company and introduce new methods of personnel management. This concept will allow businesses to maintain solvency in this difficult time.

ВПЛИВ ЦИФРОВИХ ТЕХНОЛОГІЙ НА ЕФЕКТИВНІСТЬУПРАВЛІННЯ ПЕРСОНАЛОМ

The article reveals the essence and influence of digital technologies on the effectiveness of per-sonnel management. The use of the latest digital technologies in the field of personnel management in enterprises under martial law in Ukraine is analyzed. Theuse of digital technologies provides easier access to resources and the ability to work from anywhere in the world. There is an opportunity to acquire new knowledge, develop skills, increase the level of competence and professionalism. The flex-ibility of employment, the level of technical and social mobility is increasing. An important advantage is the ability to store and transfer information at the international level in real time. Traditional and digital models of personnel management were evaluated. The expediency of using digital technologies in the Ukrainian practice of personnel management has been proven. The use of innovative digital tech-nologies ensures the growth of labor productivity, the improvement of qualifications and retraining of employees, the creation of an optimal environment for the development of each employee, the imple-mentation of an emphasis on the disclosure of the creative potential of employees, the unification of the personal goal of the employee with the goals of the enterprise. It has been established that the important tasks of digital transformation are effective recruiting, continuous training and development of person-nel, and attracting competent, promising employees. Under the condition of effective recruiting in en-terprises, there will be a strengthening of the quality of personnel, an increase in labor productivity, and an increase in the image of the enterprise on the labor market. The expediency of using social networks, communication robots (“chat-bots”), big data analysis, applications and analytics based on artificial intelligence, cloud technologies in software for personnel management needs is substantiated.