Personnel Reserve Research Articles

АТЕСТАЦІЯ ПЕРСОНАЛУ ЯК ОСНОВНИЙ МЕТОД ОЦІНЮВАННЯ ЙОГО РОЗВИТКУ

Theoretical aspects of personnel certification are considered. The place of personnel certification among other functions of personnel management as the main method of assessment of its development is determined. It is stated that one of the main requirements of the certification program is the objectivity of employee evaluations, which is often opposed to subjectivity, which is often considered evil and leads to irreparable mistakes. The stages of attestation are indicated, namely: develop-ment of principles and methods of verification; registration of control documents and preparation of attestation materials; filling in the inspection form together with the staff; analysis of results; meeting of the attestation commission; analysis of personnel data; development of recommendations for working with staff. It is analyzed that certification allows managers to make appropriate personnel and organizational decisions, including further improvement of existing forms of employee motivation, career and career planning and career planning, improvement of existing systems of personnel selection and placement, forms and methods of employee training, etc. It is noted that one of the main requirements of the certification program is the objectivity of employee evaluations, which is often opposed to subjectivity, which is often considered evil and leads to irreparable mistakes. It is investigated that the certification is aimed at finding reserves to increase productivity, employees' interest in their work and organizational results, optimal use of economic incentives and social security, creating conditions for dynamic and comprehensive personal development. The function and content of the concept of attestation are studied, the importance of the process, the main methods, technologies, characteristics and main stages of implementation in enterprises are revealed. The importance of the process of attestation of employees at enterprises is proved. The necessity of introduction of modern automation systems at attestation of workers at the enterprises is analyzed. Types of certification are considered, which makes it possible to assess the wage rates of employees; staff training; identification of personnel problems and creation of a personnel reserve. The relevance of the introduction of modern automation systems during the certification of employees at enterprises is considered. Suggestions for the effectiveness of staff evaluation, methods and processes of staff development are provided.

Спорт высоких достижений в контексте советской политики и идеологии

The theoretical foundations of the ideologization of sports are analyzed: Marxist ideology, the ideas of romantic nationalists. The characteristic features of the Soviet policy in the field of sports are highlighted and described. It is shown that, being politicized, sport played an important domestic political role in the Soviet Union, being an instrument for the formation of group identification of Soviet citizens and the education of a personnel reserve for the Soviet army, industry and other sectors of the economy. It is noted that the sport of high achievements in the international arena successfully fulfilled the tasks assigned to it by the Party and the Government - demonstrating the superiority of the socialist system over the capitalist one. Emphasis is placed on the politicization and symbolic militarization of high-achievement sports.

On the protection of social rights of civil servants

Problem setting. Civil service is a form of socially useful work, so the labor and social rights of civil servants need to be protected along with other categories of workers. Civil servants have a significant influence on social processes taking place in the state. They need to have high level of their motivation for the proper and professional performance of certain duties. Therefore, it is extremely important to provide them with adequate social protection. Analysis of recent researches and publications. At different times the basic principles of legal support and social protection of civil servants have been considered by such scientists as V.B. Averyanov, O.M. Bandurka, V.V. Bezusui, B.K. Begichev, Yu.P. Bityak, B.J. Vizirov, Z.D. Kalinichenko, O.Je. Lutsenko, М.V. Panchenko, T.I. Chavykina, О.М. Yaroshenko and others. Despite the large number of scientific papers, it should be acknowledged that some issues have received insufficient attention. Legal regulation of changes in the conditions of civil service and guarantees of their implementation differs from the regulation of similar changes in the employment relationship of other categories of employees. Therefore, further study of the problem and development of proposals to improve legislation in this area is relevant. Target of research. The purpose of this article is to study the protection of social rights, in particular, the right to work, the right to fair working conditions of civil servants, their features and the existing shortcomings of legal regulation. Article’s main body. Based on the analysis of the provisions of the Law of Ukraine “On Civil Service”, current labor legislation, case law, research papers, the authors substantiate the conclusion that it is necessary to improve the legal regulation of transfers of civil servants and change the significant conditions of their service. The authors propose that article 41 of the Law of Ukraine “On Civil Service” be supplemented by provision that the promotion of civil servants is carried out by holding a higher position on a competitive basis. The preemptive right to promotion, in particular, transfer to a higher position without passing the competition, have civil servants who have achieved the best results in their work, show initiative, constantly improve their professional level and are included in the personnel reserve. In addition, the authors believe that article 43 of the Law “On Civil Service” needs to be refined and brought into line with the key concepts of labor law, labor law and civil service, as well as judicial practice. Conclusions and prospects for the development. The peculiarities of the civil service and the resulting increased responsibility of civil servants require a real legal mechanism to ensure and protect the social rights of this category of workers, in particular, the right to work, fair working conditions, professional development and promotion. The provisions of articles 41 and 43 of the Law of Ukraine “On Civil Service” on the grounds and procedure for transferring civil servants and changing the significant conditions of their service require further improvement by making appropriate changes and additions.

Career Strategies in the Context of Personal and Professional Development of Management Personnel

The article deals with the issues of personal and professional development of the management personnel reserve. The authors focus on the problems of staffing the public administration system, primarily the public civil service, emphasize that one of the key issues that directly affect the quality of public administration and the effectiveness of the public civil service is the personal and professional development of management personnel, effective leadership. Based on the analysis of the results of sociological research and statistical data, key problem areas in staffing and the implementation of personnel policy in the civil service, the possibility of implementing personnel strategies are determined. Noting the role of the managerial personnel reserve, the directions for improving the work with the personnel reserve in the context of a personality-oriented approach are substantiated, trends in changes in career expectations and the possibility of taking them into account in the formation of developmental activities are noted.

The Clergy of Ukrainian Dioceses of the Russian Orthodox Church in Spiritual and National Revival (1907-1914)

After the defeat of the First Russian Revolution of 1905-1907, the church-reform movement continued to develop and strengthen in the regions of sub-Russian Ukraine. Patriotic clergy sought to return national traditions, customs and rites to society and the laity, advocated further Ukrainization of religious and secular education, weakening or elimination of the Synod and the autocephaly of the Orthodox Church. The period under study is characterized by the emergence of Ukrainian church periodicals, further work of the clergy on translations and editions of the Holy Scriptures, collections of sermons and prayer books in Ukrainian, the creation of Ukrainian libraries in religious schools, the activity of clergy in celebrating the anniversaries of Taras Shevchenko and their activity in "Prosvita". An important role was also played by the youth of religious educational institutions: during their protests the main demands were the issue of Ukrainianization of the educational process. An important achievement of the patriotic clergy was the decision of the Podilsky Diocesan Congress on the appeal to the Holy Synod and obtaining permission from him to introduce subjects on the Ukrainian language, literature and history of Ukraine as extracurricular in the Podilsky orthodox theological seminaries. Protests were important for the spiritual and national revival actions of religious youth in Podillia, Volyn, Poltava, Ekaterynoslav, Odessa theological seminaries and Kyiv orthodox theological academy. Among the main demands of the protesters there were the issues of holding church reforms, democratization of the educational process and implementation of the subjects for the study of Ukrainian history and literature. The struggle of the Orthodox clergy for the democratization and Ukrainization of the Orthodox Church in Ukraine in the period 1907-1914 became the main basis for strengthening the movement for the autocephaly of the church and formed its future personnel reserve.

Управленческая подготовка руководителей медицинских организаций

The article is devoted to the management training of chiefs of medical organizations, in which a paradigm change has taken place: from the organizer of health care to the manager of health care. The author reveals topical problems and offers his own vision of their solution. The main aspects of this process are the formation of a manager's model, the creation of a system for training and formation of a personnel reserve, continuous training of these categories, as well as the introduction of an assessment of the quality and effectiveness of managers' activities. The author pays close attention to the technology and resource provision of managerial training for chiefs of medical organizations at the Postgraduate Institute for Public Health Workers

Institute of Sympathizers of AUCP(b) in West Siberian Territory: Revival, Functioning, Significance (February 1934 — September 1937)

The article is devoted to the creation and functioning of the institute of sympathizers of the AUCP(b) in the West Siberian Territory in February 1934 — September 1937. On the basis of a wide range of sources, including those introduced into scientific circulation for the first time, the reasons, prerequisites and circumstances of the revival of this institute are considered. Among other things, it was established that the formation of groups of sympathizers in Western Siberia began later than in other regions of the USSR, and only after their existence was officially enshrined in the Charter of the AUCP(b). The article reveals the main ways of recruiting groups of sympathizers, traces the dynamics of their number in the West Siberian region, clarifies the quantitative and qualitative composition. It is shown that the institution of sympathizers had serious potential, which, nevertheless, was not realized due to such subjective factors as the weakness of the organizational and ideological work of local party organizations. It was concluded that neither in the West Siberian Territory, nor in the USSR as a whole, the institution of sympathizers did not cope with the role assigned to it as the main personnel reserve of the AUCP(b).

Models of municipal management and personnel exchange with regions: are the implemented practices effective?

The reform of the municipal system carried out since 2010 has revealed changes in the models of power organization and the growing interest of the federal authorities in the formation of reliable managerial personnel at the local level. The analysis of biographies of heads of municipalities in 80 subjects of the Federation, conducted by the authors of the article, showed that the state authorities actively use the municipal level as a personnel reserve. The study systematizes data on the choice of municipalities of one of the three main management models - the model of an elected head, a single-headed model of a city manager and a two-headed model. The article shows that the process of recruiting the municipal elite in Russia since 2010 has been intertwined with the formation of the state bureaucracy and the deputy corps, and the regional and municipal elite have become inseparable from each other, which corresponds to the peculiarities of the functioning of regional political regimes in Russia, where there are no two independent levels of power. The paper uses statistical methods to confirm the expediency of switching to non-electoral models for determining municipal heads from the point of view of stabilizing the political regime. The authors conclude that the reform of local self-government contributed to the formation of a unified system of public power in Russia before the constitutional reform of 2020, and the merging of the regional and municipal elite has a stabilizing political effect, playing an important role in strengthening the existing political regime.

Talent management in the conditions of public service (on the example of Kazakhstan and Russia)

The process of improving the quality of public services directly depends on the professionalism of the public service personnel. In this regard, it is necessary to constantly engage in their professional training and increase the level of development of their professional competencies, to strive for the formation of maximum productivity and efficiency of their activities. All these issues are components of direction that has become popular recently – talent management, designed to use effectively the qualities of employees, which will allow them to make a significant contribution to the development of the organization. The article considers examples of the application of the talent management system both from the point of view of the direction of the development of the organization’s human capital, and from the point of view of designing competencies, improving the efficiency of activities, as well as a method of forming a personnel reserve. The article presents the experience of applying the talent management system in Russian science, analyzes the state and options for using various models of talent management by scientists and practitioners of Kazakhstan. The authors describe their own experience of participation in various research projects aimed at finding, developing and supporting talents in the conditions of public service. The article gives an example of such a project for the selection of talented young people (graduate students), who want in the future to enter the public service in the Republic of Kazakhstan and Russia. Finally, the authors draw conclusions about the impact of trends in the modernization of the public service in Kazakhstan and Russia on the development of the model of talent selection and management in this system of professional activity.

Administrative and Legal Support for the Process of Democratization of Public-Service Relations in the Prosecution Authorities

The author of the paper makes an attempt to identify the problems of development of the institution of public service in the Russian Federation on the example of the prosecution service. The purpose of the paper is to study the features of service relations in the prosecutor’s office for their compliance with modern trends in the development of the state and society that determine the need for fundamentally new personal and professional characteristics of prosecutors. The paper highlights the imperfection of the current administrative and legal regulation of individual elements of service relations. Based on the results of the study, the author puts forward proposals for the introduction of qualitatively different approaches to the selection, training, retraining and employment of the personnel aimed at improving professional qualifications and competitiveness of staff members, their compliance with high moral and ethical requirements for this category of employees, ensuring openness and transparency of prosecution offices egencies and their employees. In particular, it is proposed to enshrine in law qualification requirements for all positions in the prosecutor’s office and for candidates applying for such positions, develop and implement a system of key performance indicators for the service and rating of candidates for the personnel reserve, a national database of applicants for managerial positions, intensify work on holding patriotic events, strengthen the status and significance of the procedure of taking the oath. In order to democratize public-service relations in the prosecutor’s office, the paper focuses on the need to revise a number of legislative provisions.

Analysis of the formation of the personnel reserve of the enterprise

Analysis of the formation of the personnel reserve of the enterprise

GENESIS AND DEVELOPMENT OF TRAINING AND IMPROVEMENT OF MANAGERIAL STAFF IN THE POLISH POLICE

The article presents the establishment of the training as well as the professional development of the Polish police managerial staff in the early 1990s. It was closely related to the transformation of police services, which consisted, among other things, in a thorough personnel exchange, especially of the managerial staff. The subsequent stages of shaping the model of training police executives in the second half of the 1990s, which was associated with the creation of a personnel reserve, were then characterised. The 1998 reform of the territorial administration system also had a signifi cant impact on human resources and the training policy.

ECONOMIC CONDITIONS OF FUNCTIONING AND DEVELOPMENT OF ENGINEERING EDUCATION IN RUSSIA

The article investigates the economic aspects of the functioning and development of engineering education in Russia. The relevance of this issue is determined by the active innovative development of our society, in accordance with global trends, as well as the requirements for graduates of engineering specialties. Innovative development is impossible without modernization of engineering education as one of the main components of innovation processes. All this has a significant impact on the economic development of the country and its position on the world market. In this regard, the purpose of this research is to study functioning conditions of engineering education in Russia. The analysis has shown the relevance of a comprehensive study of the engineering education development, which is confirmed by the geography of scientific publications. In the course of the study, the authors identified the following development areas of engineering education in Russia: using the knowledge and experience of the old school personnel to update educational programs, expanding the area of interests of engineering education in the country, focusing on retaining scientific and practical personnel in the country and, as a result, forming a personnel reserve, expanding student exchange programs and using existing laboratories and centers to exchange experience and use it in practical tasks to improve the quality of the educational process.

Right to Promotion: Legal Certainty and Discretion of the Employer’s Representative

Public Civil Service Act to establish such a mechanism for the exercise of the right to growth. This law provides for a competitive procedure for the replacement of all posts, including in the order of post growth, and at the same time establishes the principle of forming a personnel reserve on a competitive basis. In addition, the law contains an exhaustive list of exceptions to the competitive procedure for the placement of posts, one of which is the appointment of a civil servant in the personnel reserve. This is justified, since the personnel reserve itself is formed on a competitive basis. However, the law provides for the possibility of enrolling a civil servant in the personnel reserve based on the results of certification, which, in our opinion, does not comply with the principle of legal certainty, does not fully realize the right of equal access to public service, and also does not ensure the filling of posts according to the principle of competence. However, the potential of this law is not fully realized, as it contains a number of uncertain provisions that overextend the discretion of the employer's representative.

Mechanism for the formation and use of a personnel reserve in local government bodies

Mechanism for the formation and use of a personnel reserve in local government bodies

Reproduction of labour resources in the Moscow health organizations

The article is aimed at studying topical issues related to the conditions for the reproduction of labour resources. Its key concepts and basic provisions are associated with a group of factors influencing this process: organizational and economic (improving the organization of production and management) and socio-psychological (improving working conditions, moral and psychological climate in the team). The results of a study (2019-2020) are presented on the development of the institution of mentoring in organizations of the capital's health care and methods for assessing the motivation of medical personnel to work. The main results of the study: the need and readiness of medical workers (doctors and nurses of metropolitan healthcare organizations) for mentoring, their incentives and degree of involvement in the mentoring / tutoring system (reasons for unwillingness to become mentors), indicators of effectiveness in mentoring were identified. The main group (material and non-material) incentives for the provision of services to the population at a high-quality level, as well as criteria for assessing the motivation of medical personnel to conscientiously perform their professional duties, have been identified. Shown: the relationship between the goals of reproduction of labour resources with the development of a motivational system for healthcare organizations; an algorithm for constructing a motivational map (a sample of the interpretation of the data obtained) is presented, which serves for: selection of personnel when hiring; evaluating the effectiveness of the adaptation period for newly hired medical personnel from other organizations; passing certification procedures; formation of a personnel reserve in health care organizations; when drawing up individual effective contracts for personnel; to prevent professional burnout and create a positive psychological climate in the team. The results obtained form the basis of the methodological recommendations used in the state metropolitan healthcare organizations

Teacher Training for Content and Language Integrated Learning at the University

A relatively new approach to teaching students of non-linguistic areas of education and specialties in a foreign language and profile specialty is Content and Language Integrated Learning (CLIL). The uniqueness of the approach lies in the fact that in the course of one integrated course students simultaneously master both a professional foreign language and a specialized discipline or specialty. However, the implementation of this approach in practice requires the formation of a number of professional competencies in an integrated course teacher: foreign language communicative competence, competence in a specialized specialty, competence in the methodology of teaching a foreign language and the specialized specialty. This paper presents the experience of the Derzhavin Tambov State University in developing a personnel reserve program aimed at training teachers of integrated courses.

The Analysis of Conceptual Theoretical Approaches to the Problem of Technology Transfer in Foreign Universities

The article overviews the existing models of technology transfer, including those within foreign universities, and highlights the most relevant ones that can be used by Russian universities in the post-COVID-19 conditions. The study should allow the university-based transfer centers to choose the model which is mostly suitable for their situation, and to include elements that will help them to maximize the efficiency of their activities. The existing centers will be able to make changes in their activity in order to update and/or to transform it in accordance with the changed conditions. For the management personnel of the university, the article also provides practical recommendations on managing technology transfer centers. The authors reveal the key functioning elements of various technology transfer models, which can be used by management personnel to design technology transfer centers based on Russian universities. The possible result of the stakeholders’ getting to know this study might be their creating and implementing regulations to govern the technology transfer centers’ activities; forming a personnel reserve; advanced existing personnel training and multi-competence teams’ creating; forming a flexible budgetary policy, as well as a policy of values, for the technology transfer center to function within.

Learn Curve for Precast Component Productivity in Construction

The study objective is to establish the learning curve model for precast component productivity in construction, verified using cross-validation empirical data for over 90% of these facilities’ precast component production activities over the past 5 years, with a total of 373,077 datasets across 14 production activities, sorted among a total of 4352 workers. By applying the learning curve theory to the analysis, the results show that relative to the straight-line model, the learning curve was established using exponential models. The exponential model can effectively mitigate the unreasonable fluctuations present in the cubic model’s representations of learning curves during initial training periods. This study therefore suggests the adoption of the Exponential model to model the learning curves for production workers learning to make precast components. The model has a satisfactory degree of fit (R2 > 0.88), and the post-cross-validation results also show that the model has a highly accurate prediction capability (MAPE value < 10%). The finding can serve as an important reference for the creation of production personnel allocation plans, personnel reserve plans, and training plans at precast factories in the construction industry.

Formation of the personnel reserve: world practice and Russian reality

The article offers an overview of various approaches to the management succession pool, taking into account international and local theory and practice. In medical institutions, both Western and Russian, various methods of identifying, developing and retaining personnel are practiced for the purpose of talent developing and forming a succession pool. The authors highlight the integral experience of the Greater Volga District Medical Center of the FMBA of Russia, which practices both forming an exclusive list of employees to fill vacant executive positions, as well as applying inclusive methodology for creating the relevant environment for talent development in the framework of the socalled «horizontal career» approach.