Organizational Personnel Research Articles

Specific features of nursing staff of oncological profile

The aim of the study is to assess changes in the load on a nurse, changes in the volume of work and her working conditions. Results. The daily volume of work of nurses and the level of job satisfaction were determined. The results obtained can become the basis for continuing research in the field of the quality of working life of nursing personnel in a medical organization. Conclusion. The current state of nursing in the oncological service requires detailed analysis and changes that have a positive effect on the quality of working life of nursing staff.

EVALUASI KINERJA JARINGAN UTAMA DAERAH IRIGASI JEURAM KABUPATEN NAGAN RAYA

Irrigation infrastructure does not last long without being supported by continuous maintenance activities as the age of water building grows in irrigation networks. To maintain a sustainable irrigation system an irrigation management system is needed starting from the main building, the primary network to the secondary network. Irrigation Performance is an indicator in order to describe an irrigation system management, performance appraisal according to Minister of Public Works Regulation Number 12/PRT/M/2015 concerning Exploitation and Maintenance of Irrigation Networks is carried out on 6 (six) parameters, namely : Physical Infrastructure, Planting Productivity, Facilities Support, Personnel Organization, Documentation and Water User Farmers Association. The objective of this study was to conduct a performance assessment of D.I Jeuram through observing the condition of irrigation networks and analyzing the irrigation network condition data from the implementing agency D.I Jeuram and information from the P3A as a reference for the performance of D.I Jeuram. The results of this study show that the performance of the Jeuram Irrigation Area in terms of physical and non-physical aspects has a performance index of 69.36%, so that the performance of the Jeuram Irrigation Area falls into the less performance category and needs attention, so efforts to improve performance in Irrigation Areas are suggested. Jeuram, namely the aspect of physical infrastructure consists of routine maintenance activities from the main building to the final secondary canal (B.Jr.30), periodic maintenance includes replacement of the operating board and measuring ruler on the weir, replacement of missing door parts in weir drains, bag draining periodic mud, replacement of 16 door units at Jeuram Kanan and 6 door units at Jeuram Kiri, heavy rehabilitation in buildings tapping B.Jr.9, B.Jr.13, BU.1 and BU.2, and constructing drain inlets in sections carrier channel that functions as a waster. Efforts to improve the performance of aspects of non-physical infrastructure consist of providing adequate facilities for offices, housing and OM implementation warehouses, providing complete irrigation Area data at branch offices and conducting routine meetings related to OM implementation and cropping patterns. With this, the value of the performance of the irrigation system is obtained with a reliable, and which will later become a reference for the management of irrigation networks as a whole.

MANAJEMEN SDM DALAM MENINGKATAKAN MUTU PELAYANAN DI LEMBAGA PENDIDIKAN MA TAHFIDZ QUR’AN AL ISLAMI PESANGGARAN TAHUN PEMBELAJARAN 2020/2021

Human Resource Management (HRM) is a form of acknowledgment of the importance of an organization (personnel) as a resource that can support the achievement of organizational goals, implementation of organizational functions and activities to ensure that they are used effectively and fairly for the benefit of the organization, individual, and society.
 The type of research used in this research is qualitative research, qualitative method is a social science research method that collects data in the form of words and actions or actions, and researchers do not calculate the qualitative data that has been obtained, and do not even calculate or analyze numbers. number. In this study, researchers in presenting the data through interviews, documentation, and observation. Data analysis uses data reduction, data presentation, drawing conclusions.
 This study aims to determine how the management of Human Resource Management (HRM) at MA Tahfidz Qur'an Al Islami Pesanggaran. To find out what the quality of service at MA Tahfidz Qur'an Al Islami Pesanggaran is like. To find out Human Resource Management (HRM) in improving the quality of services at MA Tahfidz Qur'an Al Islami Pesanggran.
 Based on the findings above that Human Resource Management (HRM) at MA Tahfidz Qur'an Al Islami Pesanggaran can be said to be good, this is proven in interviews with school principals, researchers also look at the condition of educators and employees at MA Tahfidz Qur'an institutions Al Islami can already be said to be responsible for carrying out their duties, and has also met the standardization of educational staff because almost all of the teachers at the MA Tahfidz Qur'an Al Islami institution have graduated S1. The situation of students at the MA Tahfidz Qur'an Al Islami institution, they are quite comfortable in the learning process in the classroom and outside the classroom, therefore even though this institution can be said to be a new institution, for the condition of students, researchers can conclude that it can be said to be good. The quality of service at the MA Tahfidz Qur'an Al Islami Pesanggaran institution can be said to be good although it still needs a lot of improvement.
 For the MA Tahfiz Qur'an Al Islami Pesanggaran school institution, the principal in particular should always try to pay attention and always provide motivation and enthusiasm for educators and employees so that they can work with enthusiasm and full of responsibility.

An Organization's role in anchoring community health: How for-profit hospitals' balance corporate and social responsibility

Hospitals serve as anchor institutions by using economic and institutional power to perform community outreach and engagement in ways that benefit local residents. Because the percentage of for-profit hospitals is growing, it is important to understand if and why for-profit hospitals act as community anchors, even if not legally required to do so like more often studied nonprofit hospitals. Using an inductive, qualitative approach, we conducted interviews with 28 for-profit hospital leaders, personnel, and members of hospital advocacy organizations, followed by thematic analysis. Participants believed for-profit hospitals engage in similar anchor activities as nonprofit hospitals due to being motivated by corporate responsibility to shareholders, social responsibility to meet local expectations that hospitals of any type should strive towards healthier communities, and to adapt to the growing focus on health equity. In carrying out anchor work, for-profit hospitals identify strategic reasons to strengthen bonds with potential patient bases and balance both community and business commitments.

Increasing the staff use efficiency in consumer cooperatives: current trends in conditions of digitization of agriculture

The purpose of the study is to identify current trends in increasing the efficiency of using the personnel of consumer cooperation organizations. This, along with other sectors of the economy, performs the functions of the third stage of the economic reproduction process (exchange), and the third sphere of the agro-industrial complex sectors that complete the production process in the sphere of commodity circulation. The personnel of economic entities carry out procurement, transportation, processing, storage and marketing of products to end consumers. In the context of existing demographic problems, the decline of the rural population, the challenge is to increase the efficiency of using the part of the economically active population employed in the diversified activities of consumer cooperation. A long-term study of the functioning of cooperatives made it possible to accomplish the purpose of this study. This concerns the development of ways to increase the efficiency of using the personnel of cooperative organizations – preliminary measures. Such measures include training and retraining of specialists, advanced training of workers in cooperative higher and secondary vocational educational institutions, and subsequent ones as a result of the creation of integrated complexes, using modern equipment, new technologies and digitalization advances, providing for the efficient use of personnel. As a new trend, the training of specialists who work with cooperative members is proposed. The economic participation of members will have a positive impact on the performance of their cooperative and increase the efficiency of the use of personnel of consumer cooperation organizations.

СОЦІАЛЬНІ ІННОВАЦІЇ У ФОРМУВАННІ ЛЮДСЬКОГО КАПІТАЛУ

The article considers and summarizes the theoretical and methodological principles of studying social innovations and their impact on the formation of human capital. Technical and economic and social innovations are characterized, features of social innovations in comparison with technical and economic are revealed. Criteria of social and innovative activity are revealed. The essence of social innovations from the point of view of different approaches which are the result of generalization of existing theoretical researches is defined in the work. The proposed strategic directions of implementation of social innovations on human capital at the business level will be the basis for focusing on achieving such strategic goals of sustainable development, for example: increasing the value of human capital; increase employee income; increasing the administrative capacity of management; increase the market value of the business and increase the efficiency of the whole company. The following social innovations can develop in the labor market: remote employment; flexible form of employment; freelance; borrowed work. The main catalysts for the formation of human capital during the fourth industrial revolution will be cloud technology, development of methods for collecting and analyzing Big Data, crowdsourcing, consumer economics, biotechnology, drones and medicine based on 3D printing, artificial intelligence. The study revealed key vectors of social innovation in human capital: the use of modern tools for training, retraining, advanced training, the formation of effective incentives and self-development of employees; development and implementation of methods and tools of the organization's personnel management strategy; creation of corporate culture based on the formation (renewal) of common corporate values that will promote the unity and integration of company employees; introduction of new management methods and approaches aimed at meeting the needs of staff and individualism of employees; formation of social clusters for practical training of professional staff (in business organizations, social enterprises, local communities, educational institutions and research centers).

ОСОБЛИВОСТІ СТРАТЕГІЧНОГО УПРАВЛІННЯ ПЕРСОНАЛОМ ОРГАНІЗАЦІЇ В СУЧАСНИХ УМОВАХ

Personnel management strategy is a structural element of the strategic management system of the enterprise. Nowadays, strategic management is crucial for the development and expansion of all organizations, as it is a complex process of developing and formulating short-term and long-term initiatives aimed at optimally achieving the organization's goals. Only a strategic approach to personnel management can become a constructive basis for resolving conflicts between the interests of the employee and the interests of the organization. A significant transformation of the subject area of the study requires a review of the conceptual foundations of strategic management and the determination of its features in the aspect of the organization's personnel. The analysis of publications, which was carried out in the article, showed that today not all managers are convinced of the need to implement strategic management of enterprises in general and its human resources in particular. Most often, they explain their doubt by the impossibility of ensuring its reliability due to the constantly changing situation in the economy. However, in our opinion, it is precisely this current situation in Ukraine that should intensify the desire of the management of enterprises to master the methods of making strategic decisions. After all, as the experience of successfully operating foreign companies shows, it is the presence of the right strategy that ensures survival in conditions of increasing market uncertainty.The article examines the essence of the concept of "strategic management" and the evolution of this issue, identifies and analyzes the features of strategic personnel management in modern conditions, its weaknesses and the problems that this process faces. The article also compared the content of operational, tactical and strategic personnel management. The main stages and tasks facing strategic personnel management are analyzed. Conclusions are made regarding the future development of strategic personnel management.

TRANSFORMATIONAL LEADERSHIP IN LIBRARIES: A PANACEA FOR INCREASING THE PRODUCTIVITY OF LIBRARY PERSONNEL

This paper argues that this era of globalization facilitated by rapid and sporadic growth in all aspects of human life which may make an organisation personnel lose interest in their work requires a leadership style that considers influencing, motivating, driving, and motivating organization's personnel to be responding to emerging challenges. Its main objective is to show how transformational leadership can be used to increase leadership effectiveness in libraries. It notes that the four qualities of transformational leadership – idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration – are instruments that if efficiently and technically utilized would aid in empowering, inspiring, motivating and exploiting the skills of library personnel in achieving a library mission, visions, and objectives. It recommends that the use of a transformational leadership style in library will make the library personnel productive because since it is concerned with intellectual stimulation and inspirational motivation, it drives library personnel to be committed to solving problems and responding to challenges that may arise while working on achieving library goals.

Self-assessment of management performance organization's personnel: HR-technologies

Self-assessment of management performance organization's personnel: HR-technologies

ДИДЖИТАЛ-ЕТИКЕТ У СУЧАСНИХ БІЗНЕС-КОМУНІКАЦІЯХ ТА В УПРАВЛІННІ ПЕРСОНАЛОМ

The article is devoted to the study of issues related to the impact of digital environment on the formation of a new digital etiquette in business communications and the role of HR-management in its provision. The existing scientific approaches to the interpretation of digital etiquette are systemized and on their base the author's definition of digital etiquette from the point of personnel management ismade. It is formulated as the main rules of digital communication in accordance with the existing value guidelines and the ethical code of personnel behavior, which all employees must know and followin the process of business communication. The existing categorical apparatus on the topic of research is analyzed in the evolutionary aspect and the conclusion about the existence of various terms (netiquette, network etiquette, digital etiquette) and their ambiguous interpretation by various scientists ismade. The conceptual principles of etiquette space formation in modern business communications in a digital environment are proposed. The need in digital etiquette’s turning out into a necessary soft skill of personnel which must be purposefully formed is revealed. The conceptual principles of the formation of the etiquette space of modern business communications in the digital environment are formulated from the point of personnel role in their provision. The main factors that significantly affect the process of forming a digital culture are listed: correct behavior in the online space; environmentalfriendliness of communication and the need to maintain digital distance when choosing modern channels of business communication; choosing behavior models in the online space in consideration with mixed communication formats (synchronous and asynchronous); awareness about the existing "digitalfootprint" after placing information in the media space; compliance with the principles of factchecking and preventing the spread of fakes; the importance of building a digital reputation of a business organization through the use of modern communication channels. The author's classification ofthe maturity stages of the organization's digital business communications assessment system from the standpoint of compliance by the organization's personnel with the norms of digital etiquette is proposed.Its application allows to monitor the degree of digital culture of formation and its integration into the general corporate culture of the organization.

АДМИНИСТРАТИВНЫЕ МЕТОДЫ УПРАВЛЕНИЯ ПЕРСОНАЛОМ

The article considers personnel services, usually created on the basis of a traditional service: personnel department, organization and remuneration, security and maintenance, etc. The main tasks of the new services are the implementation of personnel legislation and the joint coordination of work on the organization's personnel management. Therefore, they begin to expand their range of functions, starting from a purely personnel issue, starting from the development of work incentive systems, professional development management, conflict prevention, labor market research, and so on. Personal management systems are being formed that unite under the same leadership of the deputy director of personnel all departments related to work with personnel. The system of personal management of an organization is a system for implementing the functions of personal management of an organization. To be effective, an organization must have atmosphere of cooperation. That is, cooperation should be small working groups, the work should be focused on customer satisfaction, staff should be involved in achieving goals of the organization, there should also be a delegation of responsibility group leaders and management should be carried out in a hierarchical stair. It includes a subsystem of general, linear and functional control and a number of functional controls that specialize in performing single functions. Administrative methods of personnel management are based on the authority of the governing body or person, discipline, sense of duty, corporate culture norms. Administrative management, in contrast to the methods of moral encouragement or some material instruments of influence, must be carried out in strict accordance with the legal framework and regulations established by the higher structure. Efficiency and quality of managerial work are achieved with a balanced combination of management styles using a set of material, administrative, systemic methods. For this reason, it is necessary to create and improve conceptual approaches to the development and implementation of human resource development strategies based on modern methods and appropriate tools, and to integrate corporate knowledge into the company's management system. The main challenges for education, the economy and society in the context of the formation of the digital economy are: the training of appropriate personnel, the development of modern requirements for competencies and universal digital literacy.

FEATURES OF INDUSTRIAL ENTERPRISE STAFF MOTIVATION IN CRISIS CONDITIONS

Objective. The objective of this article is to study the peculiarities of the motivation of the personnel of an industrial enterprise in crisis conditions. Methods. To achieve the objective, the synthesis method, the theopetic-analytical method, the analysis method, horizontal analysis, vertical analysis, the method of statistical analysis, the generalization method, the methods of induction and deduction, and the method of graphic analysis were used. Results. A theoretical study of the system of motivation of the organization's personnel in crisis conditions was conducted; the importance of the motivational aspect of anti-crisis personnel management is proven; analyzed the existing system of material support of the top management of ArcelorMittal for the period 2019-2021; As a result of the conducted research, it was recognized that there is a well-founded motivation system at ArcelorMittal, with established principles, philosophy, organizational and regulatory support. With this system, material incentives are implemented by management by goals with gradation by positions and by elements of material incentives. A feature of the motivation system's adaptability to crisis conditions is the reduction of the rates of elements of remuneration of top management and, in addition, crisis phenomena can negatively affect the level of achievement of defined goals and thereby reduce the amount of remuneration. The system of intangible support is also characterized by diversity and systematicity, in which all employees are involved and which is aimed at: communication (support in difficult hours), identifying the needs of employees and their professional growth. The principles and philosophy of the ArcelorMittal motivation system were also reflected in the ArcelorMittal Kryvyi Rih personnel management system.

ЛОЯЛЬНОСТЬ ПЕРСОНАЛА СОВРЕМЕННОЙ ОРГАНИЗАЦИИ: ОПЫТ ПРИМЕНЕНИЯ EMPLOYEE NET PROMOTER SYSTEM (ENPS)

The purpose of this paper is to present and analyze the generalized results of a regular monitoring study of employee loyalty on the example of a large financial company using the loyalty assessment methodology (eNPS and NPS) of the company's employees as an employer and supplier of products and services. The relevance of the work is due to the contradiction between the widespread use of the NPS index under the influence of marketing in HR practice of applied research, which has become an indicator of the assessment of the employer brand and the effectiveness of HR policy, and the obvious lack of data on the real values of the index and generalization of the experience of applying the eNPS methodology in modern organizations. The subject of the study is the loyalty of the personnel of a modern financial organization as an employer. The author uses general scientific methods – analysis and synthesis of data from sociological studies of employee loyalty; empirical methods – a monitoring study implemented in a large financial company (N≈5000) during 2017-2020 (quarterly online staff surveys). The scientific novelty of the study lies in the generalization of the methodological experience of using the NPS index to study staff loyalty, presenting the possibilities and limitations of using the methodology. The following research results were obtained: methodological features of measuring loyalty using the eNPS method were identified, the difference between measuring the eNPS index and comprehensive analysis of the Employee Net Promoter Score system was revealed, features of eNPS calculations were identified, and internal loyalty (NPS) was described, the relationship between loyalty and key HR- metrics (engagement, satisfaction, motivation, etc.) was presented. The key conclusion is about the factors influencing loyalty, the assessment of the potential in the development of loyalty (the ratio of negative and positive segments of employees), and the relationship between HR metrics. The results of the study were used in the comprehensive description of the employee's journey map (EJM), adjustment of the personnel management policy, as well as in the implementation of initiatives and activities aimed at internal organizational changes, and the development of the employer's brand.

Routing of drug supply for military personnel in military medical organizations

Routing of drug supply for military personnel in military medical organizations

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.

ПРОФЕССИОНАЛЬНОЕ РАЗВИТИЕ В ПРОЦЕССЕ АДАПТАЦИИ МЕДИЦИНСКОГО ПЕРСОНАЛА

The article discusses the importance of the process of adaptation and career guidance for managing the professional development of personnel in a modern organization. The role of adaptation in the process of linking together professional orientation, reproduction, development, demand and retention of medical personnel is displayed.

Problems of formation of an effective system of motivation and stimulation of personnel of private organizations

Problems of formation of an effective system of motivation and stimulation of personnel of private organizations

EVALUATION AND ANALYSIS OF THE SYSTEM OF MOTIVATION AND STIMULATION OF WORK OF THE STAFF OF A COMMERCIAL ORGANIZATION

The work substantiates the need to evaluate and analyze the system of motivation and stimulation of the work of the personnel of a commercial organization. The author’s classification of remuneration systems according to the level of the motivational component and the classification of incentive payments depending on the motivational orientation are proposed. Achieving the goals of the organization is impossible without ensuring the effective actions of personnel. For this, it is necessary not only to ensure the functional loading of employees and create the necessary conditions for them, but also to arouse in them the desire to energetically carry out exactly those actions that bring the organization closer to achieving its goals. In this regard, management must perform a very important function - creating conditions for motivating employees and implementing it in practice. A feature of modern personnel management is the growing role of the employee’s personality, the ratio of motives and needs, on which the motivation system can be based, changes accordingly. Today, both financial and non-financial reward methods are used to motivate employees. Meanwhile, neither the theory of management nor the practice of personnel management provides certainty regarding the relationship between individual aspects of employee motivation and the most effective methods of managing them. It should be noted that in most scientific works devoted to motivation, the main attention is paid to researching the problems of the structure and dynamics of work motivation. Meanwhile, studies devoted to the practical development of oriented models of labor motivation for the personnel of commercial organizations in the conditions of the “new economy” are clearly insufficient. Thus, the development of recommendations for evaluation and improvement of the system of motivation and stimulation of the work of the organization’s personnel acquires special significance.

Психологическая безопасность личности педагога в условиях неопределенности

The article considers approaches to the study of psychological security of the individual, reveals the concept of uncertainty. On the basis of theoretical analysis, indicators of psychological security of the teacher's personality are identified. An empirical study was conducted on a sample of 672 people, 631 of them are educators and 31 representatives of administrative and managerial per-sonnel of higher educational organizations from nine federal districts of the Russian Federation. The results of an empirical study are presented, it is revealed that the most significant indicators in the structure of psychological security are “psychological health”, “a prosperous socio-psychological atmosphere in the family”, “a prosperous socio-psychological atmosphere in the working/educational team”, “the absence of psychological violence”, sexual and age-related features in the evaluation of psychological safety indicators. The factor analysis of the obtained research data revealed 5 compo-nents in the structure of psychological security: Self-regulation in conditions of uncertainty, External security, Professional efficiency, Socio-psychological capital, Psychological health.

Optimization of Enterprise Financial Management and Decision‐Making Systems Based on Big Data

Based on information asymmetry theory, principal‐agent theory, and risk management theory, this paper analyzes the mechanism of the impact of big data on financial decision‐making, analyzing four dimensions: how big data enhances the information base for forecasting, how big data improves the relevance of decision‐making, how big data builds new competitive advantages, and how big data promotes dynamic decision‐making. Secondly, through the analysis of specific implementation cases of enterprise big data in financial decision‐making, we focus on the real problems faced in management and the effect of solving problems through big data platform. The enterprise realizing the integration of business and finance not only can better lead business expansion, but also can improve the management level within the enterprise, which is conducive to the improvement of core competitiveness. The integration of industry and finance is essentially achieved through the application of various financial management modules to the business operations of enterprises, including budget management, capital management, fixed asset management, and financial accounting. If we want to implement the whole process of financial integration, it is impossible to achieve this manually, and we must first build a powerful information system as a guarantee. Under the guidance of theories of information asymmetry, stakeholders, and management information systems, Internet finance enterprises should build their own integrated business finance system based on the demand for business finance integration in the Internet finance industry, to enhance the matching of business finance data of Internet finance enterprises, improve the efficiency of enterprise management, and realize business finance integration. Finally, through the research of this paper, we hope to provide reference for other similar enterprises to apply big data for financial decision‐making. Through the application of big data, higher economic benefits are achieved in procurement management, production control, capital budget, and investment decision compared with the previous ones. It is concluded that in the era of big data, massive data can be used to serve enterprise decision‐making in depth, which can break the business and financial barriers, improve the efficiency and quality of decision‐making, optimize the organizational structure and personnel, and enhance the prediction and early warning capability. The application of big data tools has become the key to assisting financial decision‐making and enhancing enterprise value.