Personnel Reserve Research Articles

Features of Formation of the Personnel Reserve of Management Personnel

Features of Formation of the Personnel Reserve of Management Personnel

Формирование внутреннего кадрового резерва в организации

In modern conditions of development, there is a whole range of activities aimed at modernizing social networks, including the development and modernization of internal organizations, with the aim of improving the quality of the tasks. The article describes the personnel reserve of the organization in modern conditions. Special attention is paid to the principles and principles of forming a reserve framework within organizations. The approach of A. Ya. Kibanov to the formation of internal personnel in a modern organization is considered. Analyzed current trends in the redistribution of responsibilities between employees, in the states and in the states. Indicators of the strategic level and structural development.

Analysis and Evaluation of Innovative Activity in the Krasnodar Territory

Introduction. Rapid transformation of the world economic system into the smart economy adds relevance to research into the areas of digitalization of the economy of the state and regions. Trends in the development of economic relations and systems require acceleration of the transition to the innovative type of development and formation of growth points of the regional economy. The purpose of the article is to reveal the weak links in this process that cause a slowdown in the innovation process in the Krasnodar Territory. Materials and Methods. The analysis was based on studies of the Russian Presidential Academy of National Economy and Public Administration and the Association of Innovative Regions of Russia, conducted in 2017. Results. It has been identified that the ratings formed using the method of expert assessments show a fairly high level of development of innovative activity in the Krasnodar Territory. The study based on the method of quantitative assessments has shown poorer performance of the region compared to that of the leaders of innovation activity. An analysis of the situation made it possible to identify the causes of the current state of affairs, caused by the insufficient availability of funding for the development of innovations, by an undeveloped banking infrastructure and by the lack of integration of business and the government when forming an individual innovative way. The weaknesses in the development of the region have been identified: the lack of personnel having the qualifications necessary for the implementation of the Digital Economy program and the lack of correlation between regional government and business. Discussion and Conclusion. The performed analysis made it possible to draw conclusions that there are a number of problems in the innovative development of the regional economy. The promising areas for further research are: identification of growth points in the regional economy of a new type and the search for methods for creating a personnel reserve with new competencies, as well as for methods for predicting future requirements for personnel having the necessary qualifications. The article will be of interest to young scientists, undergraduates and managers providing recruitment of personnel as part of the transition to a digital economy.

Socially responsible interaction of a business-organization with an internal stakeholder

The purpose of the article is to clarify the essence of social responsibility in the field of engagement, interviewing and recruiting. The object is defined by the internal social responsibility of the employer, which covers the processes of hiring and adaptation, motivation, development and evaluation of their own personnel, which is the main stakeholder of the organization. Modern methods of research, in particular: scientific abstraction (in the study of the essence of categories of corporate social responsibility, a system approach (to justify the principles that influence corporate social responsibility), etc., are used to achieve the stated goal and to solve the above tasks. The provisions and conclusions of the work are a system of measures aimed at ensuring productive employment, a fair compensation policy, creating conditions for the full development of human potential, taking into account the own interests of the main business goals and development strategies of the enterprise. Principles of employer's social responsibility in compensation policy are revealed. They are: decent wages, social support of employees; catering and payment for employees’ medical services; improvement of employees’ health; employees’ leisure time; employees’ health care; assistance in critical situations; financial support; additional medical and social security; positive psychological climate in the team. Components of organization social responsibility in the sphere of professional training are investigated. They are: training and development; forming of employees’ individual development plans; selection of employees forms and methods of training; definition of training efficiency indicators; employees’ professional mobility; planning and career management; formation of personnel reserve etc. It is established that personnel development includes: training programs, professional development, trainings, internship, corporate universities, grants, research and practical development, innovative employment through the “knowledge economy”, favorable conditions for growth of personnel creative potential.

Социально-педагогические аспекты формирования студенческого потенциала как кадрового резерва

We present the social and pedagogical aspects of the formation of student potential as a personnel reserve. We reveal the functions and applied tasks of the social and pedagogical activity of the formation of student potential as a personnel which includes diagnostic, organizing, educating, developing, correcting, forming, prognostic components. We distinguish several typologies of the personnel reserve according to the type of activity, the speed of replacing posts, and the level of preparedness of a strategic and operational reserve. We study the student potential as a personnel reserve through an analysis of public opinion among full-time students of higher and secondary specialized educational institutions of Moscow and Tambov. The survey involved 220 full-time students. In addition to the survey, students were interviewed by the heads of various structural divisions and firms in order to find out their opinions on student employment and the formation of student potential as a personnel reserve. We indicate that in the process of formation of the personnel reserve a number of interrelated stages are distinguished: social and psychological study, selection of psychodiagnostic methods, psychodiagnostics and social and psychological prognosis.

ADAPTIVE CONTROL OF PERSONNEL RESERVE TRAINING IN INSTITUTION OF HIGHER EDUCATION

The article reveals the essence and peculiarities of the personnel reserve formation in the institution of higher education. The functionality of the personnel reserve of the modern higher school is analyzed from two viewpoints: the viewpoint of an institution of higher education (functions are information, personnel planning, resource saving, anti-crisis, regulatory) and the viewpoint of a reservist (career-orientation, motivational, developmental functions). The personnel reserve management is represented by several approaches: classical (training is tied to the competence of a particular position); the personnel reserve management in the context of the concept of talent management (development on the grounds of needs and deficits in the competence of succession pool members); synthetic (the personnel reserve is a self-organized community and a training program). The best thing is to use adaptive control technology in order to regulate relationships between members of the personnel reserve, and assist them in the implementation of professional self-development and self-improvement. Adaptive control is founded on the acme-synergic principles, as it provides favorable conditions for selforganization, self-knowledge, self-understanding, self-determination, self-prediction and self-design, self-actualization and self-realization of a person as a subject of professional activity. Main lines of work of the acme-synergic service are informational-analytical (general department); organizational-designing (prognostic department); acmeologicaltechnological (technological department); psychological (department of acme-synergic support); research (analytical department).

Formation of personnel reserve to ensure the development of intellectual potential of the personnel at enterprise

Sustainable development of a modern enterprise requires constant development of employees’ intellectual potential. Therefore, the question of estimating the costs for the development of employees’ intellectual potential is urgent. It is also necessary to create a staff reserve of such qualifications that meet the requirements of technological progress. The availability of personnel reserve allows you to prepare candidates for the newly created positions, which arise during the upgrade of tangible and intangible assets. The purpose of the paper is to improve the approaches to the development of the intellectual potential of the employees of the enterprise by forming the personnel reserve of the corresponding qualification. The paper substantiates the need to form personnel reserve to secure the company’s sustainable development in conditions of continuous change of technologies. The authors suggest the updated scientific-applied approach to calculation of the necessary reserve of qualified staff, which is based on planned change of staff structure and advanced training based on current and planned rates of tangible and intangible assets, unlike the existing ones. The paper proves that the development of intellectual potential of the company’s staff requires certain expenses, which in their turn require accounting of their volumes. Methodical approach to assessment of the cost of intellectual potential of the company’s staff by calculation of the range of its components is presented. The obtained results are compared to the scale that contains criteria of the level of intellectual potential development depending on the volumes of investment in its development. The paper reveals that the cost of intellectual potential of the company’s staff expressed in the share of expenses in overall expenses should reach ten percent in order to secure for the company the sustainable development based on the tendencies and dominants of scientific and technical progress.

Innovative Approach to Improving the Efficiency of Labor Potential: Talent Management

The paradigm of the personnel management concept has been changed based on the introduction of digital technologies in the labor process. The article reveals the impact of new information technologies on the formation and usage of laborpotential in the renewed organizations. The new approach is not knowledge management, but talent management. The socio-psychological analysis of the structural elements of labor potential is also used. Terminological definiteness of such concepts as loyalty and reliability of employeesis carried out according to their participationactivity in the labor process. Distinctions of highly professional (HiPro) and high-potential (HiPo) personnel are given. High level of motivation among high-potential employees is emphasized as a condition that increases the level of labor potential efficiency. The role of employees’ involvement in the formation of the personnel reserve is defined. Modern tools, based on digital platforms, developing labor potential were used. The mechanism of HR-technologies is revealed, in which an employee with greater potential is unable to reveal his labor potential, and becomes a brake for the innovative development in organization. There was named the principal responsibility for timely and qualitative formation of the new competencies, required for realizing the labor potential, in terms of updated reality.

FLAGSHIP UNIVERSITIES’ PERSONNEL POTENTIAL DEVELOPMENT MECHANISMS IN RUSSIA

The article reviews the research on flagship universities’ personnel potential development mechanisms. The purpose of this review is to classify the forms, methods, and tools for the human resources development in flagship universities, as well as to assess the effectiveness of mechanisms for the human resources development with the help of 2016–2018 monitoring data of the universities effectiveness. According to the results of the study, the flagship universities’ development programs have been designed to present such forms of human resources development as developing effective contract systems, involving young scientific and pedagogical workers, improving continuous education systems, forming a personnel reserve, maintaining highly qualified personnel potential, and increasing the universities’ attractiveness as places of career development. These forms are implemented through methods and tools that are both invariant and specific. As for the end of 2017, there is no noticeable increase in the share of flagship universities’ teachers younger than 40, the arrays of values of this indicator being poorly correlated with the arrays of values of other important indicators. The authors’ study does not claim to be a complete description of the whole group of potential reference universities, as it covers the winners of 2015 and 2017 competitions. However, the research makes it possible to generate the basic directions of personnel potential development mechanisms efficiency increase in flagship universities. The problem of improving the mechanisms of flagship universities’ human resources development is solved by identifying best practices in forming mechanisms for the human resources development in flagship universities and by approaching to assessing their effectiveness in the context of different groups of these universities. This makes the article original and brand-new. The practical significance of the study lies in the methodological potential of the proposed classifications of forms, methods and tools for the development of flagship universities’ human resources, these classifications to be used in the practice of regional universities without special status. The article attempts at generalizing approaches to the human resources development of the universities in this country and at distinguishing on this basis certain ways to improve the effectiveness of HR-management mechanisms. It may be of interest to researchers of university governance mechanisms in the context of university development programs.

Подготовка резерва управленческих кадров нефтегазовых компаний на основе трудовых функций профессиональных стандартов

Подготовка резерва управленческих кадров нефтегазовых компаний на основе трудовых функций профессиональных стандартов

“Progressive Capitalism” by J. Stiglitz: Rethinking the Priorities of Its Formation

The article analyzes the priorities of “progressive capitalism” by Joseph E. Stiglitz and investigates the main conditions of its formation in Ukraine. The following problems are discussed: the strong influence of narratives of the eastern institutional matrix on the development of national economy and political system; unjustified differentiation of the interests of power, business, science and civil society; neglect of the scientific research and the need for institutional change by public authorities and local self-government bodies; high level of national markets monopolization; a strong link between economic power and political influence; legal nihilism and political apathy of the population. Expediency of implementing additional fifth priority, which foresees the use of innovative models, technologies and instruments for managing the intellect using and intellectualization of the national elite and human resources in general, is justified on the basis of the theoretical frameworks and practical recommendations, which were developed by Ukrainian scientists. Taking into account the results of the formation and development of the Presidential Personnel Reserve “New Elite of the Nation”, the authors have initiated the creation of the Laboratory of Intellectual Development for Empowering Regions (LIDER), which will implement a pilot project for the intellectual resources development in the Western region within the framework of the realization of the Ukrainian-Lithuanian program “Competence Development of Lithuanian and Ukrainian Public Sector Employees Using Design-Thinking Methodology”.

Резервы управленческих кадров: от патронажа к меритократии

Резервы управленческих кадров: от патронажа к меритократии

National Cyber Strategy of the United States of America: Experience for Ukraine

The purpose of the article is to investigate the positive practice of securing the US cybersecurity in the context of its possible implementation in Ukraine. For its achievement the following tasks were formed: to describe the National cybersecurity strategy of the USA as a political and legal document – to research the institutional mechanism of cybersecurity; to uncover perspective possibilities for introducing positive experience of the USA and Counting negative experience in this area. Methodology. Methodological instruments are defined based on the specified purpose, objectives and specifics of the study. In the fundamentals of nom The comparative-legal and historical methods were used to determine the peculiarities of the development and adoption of the national strategy of the USA and other states; system and gnoseological methods – to establish the contents of the so-called categories and phenomena as cyberspace, cybersecurity; dialectical and Formal-Legal – in the process of and scientific provisions; modeling and Forecasting methods – to determine the promising directions of improvement of national practice in this field. Scientific novelty consists in figuring out the nature and the US cyber strategy, their significance for National and international law. Paid attention to the structural characteristics of the latest National strategies of 2017 and 2018, their importance for the national security of the USA. Thus the key areas are the protection of the American people, America and American lifestyle, ensuring the prosperity of America, preserving the peace by promotion of American influence. The fundamental principle enshrined freedom of the Internet, prosperity, security and openness of the network world. In our opinion, Ukraine has the appropriate definition of relevant foreign policy landmarks in this area aimed at preventing and eliminating cyber threats. Conclusions. The National Cyber strategy of the United States since 2018 is focused on preserving leadership, enhancing the impact and promotion of U.S. interests in the international arena. Security of cyberspace is a part of their national security, which is confirmed by the correlation of areas of the eponymous strategies. The priorities recognize the development and introduction of a multilateral Internet governance model, the need to prevent the use of freedom online to create political threats. As the development and resilience of the digital economy is regarded as the basis of American prosperity, the primary steps are: developing innovations and investing in the infrastructure of recent generations with the involvement of the private sector and civil society; Development of international cooperation; Creation of personnel reserve, improvement of the potential of specialists in the field of cyber defense. Keywords: cyberarea; cybersecurity; information security state; USA; ensuring.

MODELING THE TASK OF MANAGEMENT BY NUMBER OF DYNAMICS AND PROFESSIONAL-QUALIFICATION STRUCTURE OF PERSONNEL

The article substantiates the application of methods of economic-mathematical modeling for solving the problem of dynamics of the number and professional qualification structure of personnel in order to create an initiative, rationally operating collective, whose efforts are aimed at the effective functioning and development of the enterprise. With the help of these methods, it is likely to predict possible models of enterprise development. The peculiarities of their application are studied: the main advantage of these methods is the possibility of their use in enterprises with unstable organizational structure and in the unstable external environment, the disadvantage is the complexity of the study of all possible situations of organization development and the creation of a model that is adequate to the existing conditions.A pairwise linear regression model was developed to solve the problem of quantification of the needs of employees of all categories of staff and an optimization model for personnel management, namely, the definition of an optimal plan for retraining, advanced training, hiring and dismissal of personnel based on the criterion of minimizing total expenditures for all categories of staff by the nature of the functions performed for data of a particular enterprise. As a result of the implementation of the constructed models, the economic interpretation of the modeling results obtained and the recommendations for the change in the number and professional qualification structure of the personnel of a particular enterprise, as well as the formation of its personnel reserve, that is, the formation of such a group of workers who are potentially capable of managing activities, meet the necessary requirements, have been selected and targeted training to improve their skills.Advantages of creating a personnel reserve group are to ensure continuity in management, increase the level of readiness of employees for changes in the organization, their motivation and loyalty, which leads to a decrease in personnel turnover and overall personnel stabilization. In addition, it can significantly save financial and time resources in recruiting, training and adapting key employees and responding in a timely manner to the company to change the external and internal environment, which is also very important.

Improving Efficiency in Managing Personnel Reserve

Improving Efficiency in Managing Personnel Reserve

Features of management teams in public service bodies

The modern period of reforming the public service, increasing its efficiency, effectiveness, usefulness of activities is full of events, innovations, and social experiments. In recent years the main vector of changes is aimed at the introduction of modern management tools in the public service. National and regional competitions for the selection of personnel reserve are held, social lift programs are implemented, project management elements and management tools for key performance indicators are introduced. The article considers an important component, which is the basis of organizational changes in the public service. The formation and development of management teams at all levels of public service is a fundamental task for the development of a culture of modern management and quality change. Among the positive results of the transformation of the public service there can be called the emergence of “Islands” of the reformers, who make attempts to change the structure of the public service, the culture of which evolved for decades and in many ways is still a legacy of the last century. One of the most urgent tasks of the current period is the need to move to team leadership at all levels of the public service. The author substantiates the conclusion about the need for the development of management teams and the formation of the team leadership culture. On the basis of the conducted research, the systemic actions for the public service management team development are proposed.

Forming a Competence Model in the Course of Volunteer Activities of Students to Include Them into the Organization’s Personnel Reserve

The article deals with the issue of using the volunteer movement to improve the efficiency of organizations due to the innovative model of the personnel reserve formation. The comprehensive use of sociological and statistical methods based on the focus group and questionnaire survey allowed creating the desired competence model of volunteer students to include them in the personnel reserve of organizations, and then offering an acceptance competences’ model of socially oriented volunteer students that would allow including them in the personnel reserve of the organization and assign career development vectors. In consequence of research it was established that when including volunteer students into personnel reserve, experts in the field of personnel management should reveal in candidates various competences such as emotional competence, teamwork skills, and knowledge of health protection principles which allowed uncovering creative potential of volunteer students, their aspiration to serve society and as a consequence – to develop a brand, and increase competitiveness of the company. When entering volunteer students into the personnel reserve list of a particular company, it is necessary to determine the permissible level of noncompliance of competences with the specified indicators at a rate of not more than 50%. The proposed model can serve as a basis for the effective use of the volunteer students’ potential when put on the list of the company personnel reserve.

Factors that determine the mentoring activity of enterprises in the conditions of innovative development

Mentioning is considered one of the methods of training and developing of employees (mentoring activities), during which a more experienced worker (mentor) shares knowledge with his colleagues (mentee) for a certain time. The subject of the study is the factors that determine the mentoring activity of enterprises in the conditions of innovative development. The purpose is to identify the groups of factors that determine the mentoring activity at enterprises in the conditions of innovative development in order to increase the level of processes of management of enterprises, the acquisition of new knowledge by workers and their practical use in the process of labor activity, management of personnel reserve and use of its potential, etc. Objectives: comprehensive study of the enterprise's mentoring activity, identification of factors influencing it and its groups. Common scientific methods of systematization, theoretical generalization, analysis and synthesis, statistical researches are used. It has been established that mentoring activity is conditioned by four groups of factors: socio-psychological (personnel reserve and potential of employees, process of reproduction of corporate culture, independence in acquisition of knowledge, personalized learning, process of development and transfer of knowledge in the enterprise), economic (turnover of personnel, low productivity of labor, high expenses for stimulation, inefficiency of methods of stimulation), innovative (updating of education, system approach, implementation of know-how in the strategic aspect), organizational (professional adaptation of new employees, the psychological climate in the team, organizational development, career planning process, individual style of management). The identified groups of factors influencing the mentoring activity of enterprises in the conditions of innovative development should be used in order to ensure systematization of the processes of assessing the level of their impact and the formation of the development of theoretical and methodological provisions and practical recommendations for the development of mentoring activities of enterprises.

Развитие системы обучения и кадрового резерва

The article reveals the problematic issues of the development of the training system and the personnel reserve. In the context of increasing competition in the world market of goods and services, the labor market is increasingly difficult to implement reforms in the field of education. The high need of employers for quality personnel is limited by the inadequate elaboration of the training system and the personnel reserve. Development and optimization of the training system and the personnel reserve will increase the productivity of labor and the efficiency of organizations. In this work, a two-stage sociological study was conducted for the first time, involving 100 representatives of Russian organizations of small, medium and large businesses, mainly operating in Russia, at the first stage. At the second stage, 12 experts from among domestic and foreign scientists, business representatives and faculty took part in the focus group work. The study found that the most popular in companies use such methods of training as business training, refresher courses, instruction on position. At the same time, these methods of training in 2017 showed a certain increase in the frequency of use. As new ways (forms) of training should be allocated online courses and MBA programs. The overwhelming majority of respondents positively perceive the learning process. A number of trends were identified during the study. Among them: expansion of a set of methods and methods of selection in the personnel reserve of management and work with persons enrolled in it, increasing the complexity of their application; the growth of expectations, especially in terms of comprehensive development, based on education and self-education, which are assigned to the staffing reserve of management; priority when working with the management personnel reserve from the development of hard skills towards soft skills, allowing to be successful regardless of the specifics of the activity and direction in which a person works. These and other trends will allow us to develop principles for the effective functioning of the training system and the personnel reserve and apply them competently in practice.

ФОРМУВАННЯ ТА РОЗВИТОК КАДРОВОГО РЕЗЕРВУ НА ПРОМИСЛОВОМУ ПІДПРИЄМСТВІ ЗА ДОПОМОГОЮ ТЕХНОЛОГІЇ УПРАВЛІННЯ ТАЛАНОВИТИМИ ПРАЦІВНИКАМИ

The article emphasizes that the formation and development of personnel potential is one of the prime conditions for the achievement of the strategic goals of an industrial enterprise. The author presents the talented workers management technology that was developed and introduced into OJSC MotorSich. It is shown that the multilevel process of personnel reserve development allows revealing the most talented workers and improving their professional life and educational level. The author argues that personnel reserve development allows identifying the best career-oriented workers and correlating their needs with the enterprise capabilities to meet these needs. The introduction of the talented workers management system into OJSC MotorSich contributes to the enterprise competitiveness, creates new workplaces for promising young workers, improves young specialists psychological support and development, as well as promotes innovative psychological approaches to personnel management. It is emphasized that researchers in the field of organizational psychology advocate the introduction of talented workers management technologies into enterprises as an important way to achieve the economic goals of industrial production