Personnel Reserve Research Articles

Personnel reserve: training of medical personnel

In the article we consider the existing approaches to the training of nursing staff. The study is based on the analysis of scientific literature, regulatory legal acts regulating the activities of nursing staff and their own supervision of the work of an educational institution and the work of young staff.

Modern Approaches to Attracting Personnel to Medical Organizations in Rural Areas on an Example of the Voronezh Region

INTRODUCTION: The importance of this study stems from the necessity to search for an effective solution to the problem of provision of the rural healthcare with medical personnel to increase the quality of medical care and its availability for the population. AIM: To scientifically substantiate and develop proposals for attracting and developing the human resources potential of rural medical organizations. MATERIALS AND METHODS: To assess the state of provision of healthcare in the Voronezh Region (VR) with human resources, the data from statistical accounting forms No. 17 and No. 30 were used. The comparative analysis method was used to study the provision of medical organizations of the VR with medical personnel and staffing with medical positions, and the main parameters of the activity of medical organizations in rural areas of the region. To study the factors contributing to the attraction of young specialists to medical organizations in rural areas, an anonymous online survey was conducted. RESULTS: The analysis of provision of healthcare organizations of the VO with personnel showed a satisfactory level of provision with medical workers. The personnel shortage is more pronounced in rural areas the staffing of full-time positions is decreasing, the influx of young specialists is decreasing, the proportion of people of retirement age is increasing. In-depth analysis permitted to identify ‘weak points’ in the formation of the personnel reserve and take them into account when forming the regional personnel policy. Based on the data obtained during the study, a multi-level model of reproduction of human resources was created using the cluster approach. A mechanism for interaction between potential employers and subjects of the educational system was developed. CONCLUSION: The pooling of resources within the framework of cluster interdepartmental interaction led to the expansion of the career guidance space and permitted to build practice-oriented educational activities based on continuity of general, secondary vocational and higher education. The findings of the study can be used in the formation of an effective personnel policy aimed at advanced forecasting of the process of their reproduction in the healthcare system.

Importance of supraprofessional competences of technical university students in the Rosatom State Corporation's sectoral personnel reserve formation

Importance of supraprofessional competences of technical university students in the Rosatom State Corporation's sectoral personnel reserve formation

Кадровый резерв муниципальной службы: актуальные проблемы формирования и возможные пути их разрешения

The formation of a personnel reserve is an important guarantee of staffing local government bodies with qualified personnel. However, at present there are a number of specific problems in this direction, noted by representatives of the scientific and expert communities. The article is devoted to identifying and analyzing current problems in the formation of a personnel reserve for municipal services, and searching for possible ways to resolve them. Particular emphasis is placed on such an area as attracting young specialists.

ПРОБЛЕМНЫЕ АСПЕКТЫ В РАБОТЕ С КАДРОВЫМИ РЕЗЕРВАМИ УЧРЕЖДЕНИЙ И ОРГАНОВ ФЕДЕРАЛЬНОЙ СЛУЖБЫ ИСПОЛНЕНИЯ НАКАЗАНИЙ И НАПРАВЛЕНИЯ ПОВЫШЕНИЯ ЕЕ ЭФФЕКТИВНОСТИ

The article provides theoretical justifications for the need to manage the personnel reserve, including in the public administration system. The personnel situation in the penal enforcement system is analyzed and the main problematic aspects of the formation of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia are identified, as well as proposals for improving work with personnel reserves are formulated. The topic raised is relevant due to the fact that in modern socio- economic and political conditions, the main purpose of staffing the Federal Penitentiary Service of Russia is to preserve and strengthen the human resources of the penal enforcement system. In the mechanism for achieving this goal, the most important task is the formation and effective use of personnel reserves of institutions and bodies of the Federal Penitentiary Service of Russia to meet the needs of the system in qualified managerial personnel in a timely manner. The analysis made it possible to substantiate a set of measures to improve work with the personnel reserve of territorial institutions and bodies of the Federal Penitentiary Service of Russia, including proposals to increase the salary of employees filling the positions of managers (chiefs); to stimulate employees enrolled in the personnel reserve; to increase the number of professional training programs for employees. A systematic approach to the formation and training of a reserve of senior personnel of institutions and bodies of the Federal Penitentiary Service of Russia will ensure the creation of an effective personnel management system of the penal system.

МАРКЕТИНГ ПЕРСОНАЛА: ИННОВАЦИОННЫЕ ТЕХНОЛОГИИ ИСПОЛЬЗОВАНИЯ ГЕНЕРАТИВНОГО ИСКУССТВЕННОГО ИНТЕЛЛЕКТА

The main characteristic of modern socio-economic development is the use of digital information technologies, in particular, the use of generative artificial intelligence. Artificial intelligence technologies are developing at a faster pace than originally predicted by specialists and scientists, while the areas of its use of generative artificial intelligence (AI) are also expanding. For example, the world experience of using AI in marketing personnel (selection, selection, formation of a personnel reserve, etc.) and directly in HR processes (onsite adaptation, training, payroll, termination, etc.) suggests that AI makes all processes more transparent, democratic, in compliance with the norms of social justice inherent in AI, which contributes to improving the efficiency of both HR management in the organization and the management system as a whole. The study examined the possibilities of using AI in personnel marketing and personnel management, the main positive aspects, and also paid attention to the main risks in this area. The use of generative artificial intelligence contributes to a multitude of benefits that increase the efficiency of personnel marketing and personnel management in the organization, which helps organizations scale, develop and rationally manage their resources, costs and efficiency.

Implementation of economic and didactic opportunities of the educational university-based technology park in the training of engineers for the food industry

Introduction. With the advent of a new component in the system of continuous education – the children’s and youth leisure technology park (technopark) at engineering universities – the task arose to identify its niche in this system, to determine educational and mentoring opportunities. Research purposes are to determine the economic and didactic capabilities of university educational technology parks and to describe the principles of advanced education. Materials and methods. The research material was the activities of the technology park in the field of training personnel for the food industry. Systemic, personal, activity-based and axiological methodological approaches were used. Project-oriented learning and the research-based teaching method, collaboration technology, methods of collective and creative project activity, STEM education technologies, and collaborative learning were applied. Results. Leisure education in the technology park for schoolchildren with engineering inclinations is aimed at the students’ individual development in a creative team, project activities under the guidance of a mentor, demonstration of their scientific and technical achievements at international competitions, active search for their creative “I” and choice of direction for further professional development within the walls a specific university and an already chosen specialty. The technology park is also considered from the perspective of economic pedagogy. The “product” that the technology park offers is the skills of creative work, the ability to combine knowledge obtained from various fields of technical and technological sciences to generate new knowledge and create unique industries, i.e. as an intellectual “good” in the format of skills for its use and skills for ethical assessment of the results of future achievements (axiological aspect of training and education). STEM education technologies are optimally combined with the use of remote access laboratory installations for research, which makes it possible to conduct physical and chemical experiments in real time in real installations, remotely controlling the operation of the installation. This makes it possible to form a clear idea of natural phenomena and their role in technological processes. Conclusion. The creation of university-based technology parks is promising for the actively developing technology industry, it provides the opportunity to form a talented personnel reserve and develop environmental thinking.

ОРГАНИЗАЦИЯ ПРОЦЕССА ОБУЧЕНИЯ КАДРОВОГО РЕЗЕРВА

The article examines the process and methods of training employees enrolled in the personnel reserve, provides the stages of training the personnel reserve and the characteristics of each stage, as well as recommendations for creating individual development plans for reservists. The characteristic of the approach to the selection of various positions for training the personnel reserve in terms of the importance of the position for the organization is given. The authors note that more and more companies are considering a mobile application as one of the main training tools for young employees enrolled in the personnel reserve, and therefore the article defines the necessary content of the interface of such an application with the possibility of gamification of the learning process.

ИСПОЛьЗОВАНИЕ КОМПЕТЕНТНОСТНОГО ПОДхОДА ПРИ ФОРМИРОВАНИИ КАДРОВОГО РЕЗЕРВА

This article is devoted to considering the issue of using a competency-based approach when forming a personnel reserve in a modern company. For successful functioning, an organization needs highly qualified and talented personnel. The use of competency models to form a personnel reserve will allow you to evaluate employees not only in terms of knowledge and skills, but will also allow you to determine what personal and business qualities an employee should have for a specific position. The article discusses the theoretical aspects of the formation of competency models in an organization, and also provides an example of developing a competency model for a modern company

Medical-statistical indicators of dental disease prevalence among students of general educational institutions of the Ministry of Defense of Russian Federation

BACKGROUND: Currently, the Ministry of Defense of Russian Federation has 33 general educational institutions, with around 18,000 students who are part of the personnel reserve aimed at enhancing the country’s defense capability. AIM: To evaluate the medical-statistical indicators of dental disease prevalence among students, which can be used to optimize dental care in the general educational institutions of the Ministry of Defense of Russian Federation. MATERIALS AND METHODS: We analyzed the dental disease prevalence (ICD-10 codes K00–K14) among students from the academic years 2009/2010 to 2021/2022 using the reporting form 13K/MED approved by the Main Military Medical Directorate of the Ministry of Defense of Russian Federation, as well as during annual medical examinations. The level of dental disease prevalence was calculated per mil (‰).The number of those in need of and sanitized children were calculated in percentages (%). The results were tested for the normal distribution of characteristics. The text includes the mean values and their errors. RESULTS: The average annual level of total dental disease prevalence or incidence among students was 1687.9±16.0‰ and 563.4±12.2‰ for primary dental disease. This was significantly higher by an order of magnitude compared to previously examined conscripted military personnel, achieved through personalized approaches and strict medical-statistical accounting. No significant differences were observed in dental disease prevalence indicators among different age groups of students. A decrease in both total and primary dental disease prevalence rates has been observed in recent years. The average annual percentage of students requiring oral cavity sanitation was 40.9±1.2% and 75.4±1.8% of those who underwent sanitation. The proportion of sanitized students in the 16–18 age group was significantly higher than in younger age groups (p 0.001). CONCLUSION: Medical-statistical indicators should be used to optimize dental care in the general educational institutions of the Ministry of Defense of Russian Federation.

Mechanisms for identifying and regulating opportunistic behavior of personnel in a company

Aim. To summarize the main mechanisms of regulating and limiting opportunistic behavior in the company.Objectives. To study the tools to prevent opportunistic behavior presented in the studies of consulting companies; to establish which methods of identifying opportunism are more effective; to describe the main mechanisms aimed at reducing the risk of opportunistic behavior in the company.Methods. The author applied methods of generalization of theoretical and practical base of mechanisms aimed at regulating opportunistic behavior, as well as processing and generalization of analytical materials of consulting companies and professional associations.Results. In order to reduce the risk of opportunistic behavior in the company, it is necessary to build an effective recruitment process. Companies need a third-party or internal security service that will reduce the percentage of risk of hiring employees who are detrimental to the company. Companies should also develop preventive measures to combat opportunistic behavior of employees (rules of business conduct enshrined in an official company document, with which the employee should be familiarized). In order to detect opportunism expressed in the so-called shirking, you can install special software on the work computer and use pass systems to track the time of arrival and departure of the employee. In addition, it is necessary to competently build the process of introducing mechanisms to regulate the manifestation of opportunistic behavior in order to avoid organizational conflicts and resistance on the part of the workforce. Creation of an effective system of personnel motivation will draw the attention of personnel to the achievement of the company's goals, because, having achieved them, they will achieve the reward for the work done. This will reduce the risk of opportunistic behavior, and the formation of the personnel reserve of the organization will allow the management to reduce the level of opportunism expressed in the form of misinforming the employer, hiding the true objectives of staying in a new workplace.Conclusions. In practice, there are many mechanisms for regulating and limiting opportunistic behavior of personnel. According to surveys of consulting companies, the first place is occupied by the policy of counteraction to corporate fraud, the second place is shared by the hotline and monitoring of suspicious activity, in which employees are involved by anonymous reporting of information. Then comes training for employees and company management, and data analytics. Tip-offs are used to detect 42 % of corporate fraud, with employees reporting illegal activities in 55 % of cases. Some companies conduct internal investigations, but almost 50 % of them do not respond to opportunism, including fraud.

Тренинг лидерства в системе управления персоналом организации

Training is one of the key methods for developing personnel competencies, widely used to update and improve the leadership potential of employees. The paper examines the definitions of training from the point of view of a management approach, philosophy, social psychology, and developmental psychology. An original definition of the concept of “training” is proposed. The main areas of training application in organizations are elucidated, and key sections of the training scenario are identified. The primary types of training in organizations are studied, with particular attention given to the analysis of leadership training. Results of leadership training piloting among university students are presented, and recommendations are offered for its potential practical application in organizations. Specifically, the importance of using leadership training based on a developed scenario for identifying leadership competencies among participants in the organization’s management personnel reserve is emphasized. In conclusion, leadership training stands as a vital tool within organizational development, aimed at nurturing and enhancing the leadership capabilities of personnel. By drawing upon diverse disciplinary perspectives and empirical evidence, this article underscores the multifaceted nature of training and its pivotal role in fostering effective leadership. Moving forward, the recommendations provided offer practical pathways for organizations to harness the potential of leadership training in cultivating a robust managerial talent pool.

Peculiarities of training Teams of Higher Military Educational Institutions in Military pentathlon for Competitions of various ranks in the conditions of a limited period of training

Today, it has become traditional in Ukraine to hold competitions of various ranks in military applied sports, namely: military sports all-around, officer triathlon, polyathlon, hand-to-hand combat, official triathlon among representatives of the institutions of the security and defense sector of Ukraine. The study was carried out in accordance with the plan of research and development work of the department of special physical and combat training of the National Academy of the Security Service of Ukraine (initiative scientific project «Triathlon Service, 2021-2024»). In the process of research and analytical work, members of the research group used the following research methods: idealization, formalization, axiomatic, historical and logical, descent from concrete. As a result of the research, the members of the research group determined the specifics of the formation of the personnel reserve and the training of the national team of the National Academy of the Security Service of Ukraine in official triathlon for competitions of various ranks (in the conditions of a limited period of preparation). It is necessary to emphasize that the components of the selection work defined by us in the direction of staffing national teams from service-applied all-around events are characteristic of other higher military educational institutions (HMEI). Prospects for further research in the chosen direction of scientific intelligence include the development of organizational and pedagogical conditions for the formation of the readiness of male and female cadets of HMEI. who specialize in official triathlon for competitions of higher ranks (taking into account the peculiarities of the military situation).

ИНСТРУМЕНТЫ ОЦЕНКИ ПЕРСОНАЛА НА ЭТАПЕ ПОДБОРА И ОТБОРА НА ПРИМЕРЕ АО «ВКУСВИЛЛ»

The purpose of research is to study methods of recruitment and selection of personnel; to analyze staff turnover; to evaluate the effectiveness of methods for selecting sales personnel at JSC Vkusvill. Objectives of the study: to determine the main tasks in the selection of sales personnel; to explore an automated personnel search system; to consider methods for assessing candidates; to assess the competencies of applicants using the case study method; to estimate the costs and profits of recruiting and selecting sales personnel at JSC VkusVill. The article discusses methods of personnel assessment at the selection stage, identifies the main tasks of selecting sales personnel, and examines the advantages and disadvantages of the ATS Potok information system. It is noted that one of the most important problems at JSC VkusVill is staff turnover. The model for selecting candidates for the personnel reserve of JSC VkusVill has been studied and it has been determined that the most rational way to evaluate a candidate at the interview stage is the case interview method. The stages of developing a case for assessing sales personnel and a methodology for compiling cases for a situational interview at the stage of admission to JSC VkusVill are proposed. An assessment of the effectiveness of methods for selecting sales personnel at JSC VkusVill was carried out. According to the authors, the effect of the proposed measures is that JSC VkusVill needs to introduce a more diverse system of methods for assessing sales personnel at the selection stage, for example, introduce the case interview method, which will allow assessing not only the presence and severity of the skills demonstrated by the candidate, but will also provide an opportunity to measure his personal qualities. To select candidates for the personnel reserve of the company JSC VkusVill, a questionnaire method was used, comparative analysis was used to study the advantages and disadvantages of case interviews, and the costs of searching, selecting and hiring personnel were assessed using methods of economic analysis.

Educational models and technologies in the era of digital transformation

At present digital transformation of the society faces the problem of a shortage of a highly qualified personnel - specialists in the field of the latest information technologies, intellectual scientists with a high-quality fundamental education. The solution to this problem lies in the introduction of new educational models and technologies. The purpose of the research is to study the strategy for the formation of a new conceptual scheme of modern education. It has been emphasized that two leading educational models are currently being successfully implemented and complement each other: the classical model of «completed» education with the basic principle of «education once and for life», covering the need of the society for the generation and dissemination of knowledge, as well as the storage of cultural ideals, and the second model, called the «lifelong education model», which meets the principle of «lifelong education», corresponding to the rapid changes in technology and the nature of digital transformations of the society. The article pays special attention to new educational technologies such as: 1) analytical technologies, which are based on the analysis of big data from educational institutions in real time; 2) adaptive (or intellectual) learning, which is based on the principles of personalization of learning and building an individual educational trajectory; 3) Smart education, using learning tools in an interactive educational environment with elements of distance and mobile education. The methodological basis of the research is a systematic approach and general methods of scientific knowledge, such as analysis, synthesis, generalization. The relevance of the topic is associated with increased attention to the problem of matching the quality of the Russian education with the promising tasks of the digital transformation of the Russian society. Key conclusion. A high professional level of the personnel reserve, which will be able to practically implement state digitalization programs, is possible and is associated with the construction of a new concept of modern education.

The Self-Narrative Role in the Diagnosis of Motivation to Achieve Personal Success.

This study aims to investigate the efficacy of self-narrative as a tool for identifying personality traits conducive to motivation for success. The research employs several methodologies, including the "Readiness for Self-Development" test by V.L. Pavlov, the Achievement Motivation Diagnosis test, and the katathym imaginative psychotherapy motive "Mountain" as a form of self-narrative. Psycholinguistic analysis tools such as the verbosity coefficient, embolism coefficient, and correlation coefficient are utilized. Through empirical analysis of self-narratives, criteria for evaluating motivational potential are established. Quantitative and qualitative analyses of respondent narratives reveal distinct patterns. Coefficients derived from psycholinguistic analysis indicate a correlation between self-narratives and motivation for achievement. Respondents demonstrating motivation for success and readiness for self-development exhibit lower verbosity and embolism coefficients. Conversely, those with a tendency to avoid failure and low readiness for self-development tend to employ narratives rich in superficial language elements. The findings suggest that self-narrative analysis can effectively gauge an individual's motivational tendencies and readiness for personal development. This method holds promise as a tool for identifying and nurturing talent within organizations, particularly in the context of forming a vertical personnel reserve. By understanding the motivational drivers revealed through self-narratives, organizations can better tailor their approaches to talent management and development.

Управление конкурентоспособностью и экспортом образования в России

Education is an integral part of the country's social infrastructure and includes the intellectual potential of the state as a whole. The quality of education determines the prospects for development and basic principles that make it possible to predict the conditions of the country's functioning in the long term. Considering education as an exported commodity, the importance of promoting knowledge along with the transmitted national values and attitudes should be noted. That is why many countries use exported educational product as a "soft power" to strengthen their influence under modern geopolitical conditions. The purpose of the study is to develop theoretical and methodological provisions and substantiate recommendations on updating approaches to management of Russian education competitiveness and enhancing export of educational services. As a results of the research the relevance of increasing national education export as a tool of "soft power" under modern geopolitical conditions was established. The reasons preventing educational services export from Russia and the role of managerial contribution to the development of education system at the federal and regional levels are substantiated. Importance of national project "Education" for modernization of the structure, institutions and mechanisms of Russian education and its impact on preferences in choosing specialties by school graduates is clarified. The role of analysis and assessment of export education quality is shown. The potential of educational services, its legal support; positive and negative characteristics of increasing commercialization of universities of scientific and educational components in higher education are systematized. Russian experience of training personnel reserve for public authorities is analyzed and its key disadvantages as a social elevator are formulated. Approaches to training personnel for public authorities and mechanisms for making managerial decisions in the field of public management in China based on "holistic knowledge" are systematized with clarification of disadvantages and advantages of brain centres practices. Recommendations are proposed for gradual transition to new education model based on combination of anthropology, attitude to activity and social factors in a particular country. On the basis of constructive adaptation of Chinese and Soviet experience, proposals are formulated to increase the attractiveness of Russian education for foreign students and improvement of its effectiveness.

INNOVATIVE METHOD OF PERSONNEL MANAGEMENT

In this article, the world experiences in assessing the efficiency of employees are widely studied, and the ways to move to new innovative methods of managing employees of large companies and organizations of our republic are highlighted. At the same time, each employee is evaluated as an income-generating asset, and the practice of encouraging or punishing the employee according to the benefit brought by the employer to the organization is widely described. The opinions of experts on performance evaluation by companies were studied, compared and evaluated, and scientific proposals and practical recommendations were developed for the use of KPI, PRP system. KEYWORDS: personnel, personnel potential, efficiency, personnel system, KPI, PRP, strategy, motivation, management system, incentive, reward, personnel reserve, performance evaluation, analysis, planning, strategic goals, functional task

Interaction of Educational Communities of Higher Education in the University Scientific Area

The relevance of the article is predetermined by the need to find new resources for the development of the university scientific area and identify opportunities for its qualitative improvement. The purpose of the work is to determine the basis for the typology of the interaction of university educational communities and to define the basic features of the scientific concept of the organisation of the university scientific area in the Ural Federal District as a representative scientific and educational model of higher education in the macro-region. The dominant theoretical approaches are community-based, resource-based, typological approach. The object of the study is the interaction of the community of research and pedagogical staff (RPS), the student community and the community of administrative staff (AS), the subject is the resources of educational communities in universities of the macroregion. The empirical base consists of mass questionnaire regional and Russian surveys, materials of expert interviews, and statistical data. An approach to the study of RPS, AS and students as traditional, virtual, and digital communities is proposed. The analysis of the prerequisites for interaction and the specifics of each of the identified communities allowed us to reveal the most acute problems preventing their integration into the unified university scientific space of the macroregion. It is shown that the unbalanced ratio of the number of representatives of communities in general and by region of the district, and the bureaucratization of university activities have a negative impact. It is noted that contradictions in the goal-setting of communities in research activity create a situation of interpersonal disunity. The study of research practices revealed the need to formalize the status of the “personnel reserve of science”, the dissemination of innovative practices of large universities, the organization of a unified system of regional investment in student science, the inclusion of regions in the sphere of influence of world-class research and educational centers. Four groups of problem areas are identified as typological bases of scientific interaction: the number of participants in communications; the chronotopе of scientific interaction; motivation, opportunities and positions in science; the nature of interaction. The interpretation of the resource potential of the university scientific area and the communities interacting in it is proposed. The main features of the conception of the university scientific area of the macro-region as a specific social ecosystem are defined.

Model of Artifi cial Intelligence for Forming the Federal Reserve as a Driver for Digitalization of the Economy

The article discusses theoretical issues regarding the personnel reserve, the formation of the "Random Forest" DL model for the selection of applicants for the Russian federal reserve in modern conditions. The relevance of the study lies in the fact that in modern conditions artifi cial intelligence systems based on cognitive modeling, the use of artifi cial intelligence and the formation of digital ecosystems are increasingly being used. The scientific novelty lies in the fact that in the study conducted, a deep learning model DL-model "Random Forest" was formed, which allows the selection of applicants when forming the federal reserve. The practical significance of the study is that the results obtained can be recommended for implementation in practice to provide support for management decisions in the formation of the federal reserve. The cognitive model was developed in the GraphViz environment using a semantic frame network in the form of graphs in the DOT programming language. A questionnaire was developed to identify the qualitative characteristics of applicants, which made it possible to create a "Random Forest" DLmodel dataset. The criterion for the success of the predictive properties of the DL model was the value of the average forecast error (MAE). The proposed DL model uses the best decision tree, which has optimal hyperparameter settings, for example, the depth of the tree is six layers, the number of estimators (trees) in the ensemble is ten. In the experiment, the hyperparameters of the neural network did not change; the input parameters to various trees were selected randomly by the algorithm.