Personnel Reserve Research Articles

On the Role of the Institute of Headmen of Academic Groups in Russian Universities

The institute of headmen of academic groups is an auxiliary tool for improving the educational process in higher education. This tool is traditional for Russian Universities, but it practically is not used abroad. Based on empirical data, the article highlights its current state, formulates key problems and justifies measures to overcome them. The goal is the formation of a set of sound scientific and practical measures to improve the educational process in Russian higher education by developing the institute of headmen of academic groups. Methodology and methods . On the basis of the questionnaire developed by the author, a student survey was conducted to explore how the institute of headmen of academic groups is functioning in one of the Russian economic universities. The total number of students who were invited to participate in the survey was 238 people (12 academic groups); the actual number of respondents was 193 (81% of students). The questionnaire was anonymous, remote, electronic, free of charge. The results and scientific novelty . The author has formulated a number of key problems characterizing functioning of the institute of headmen of academic groups at the present stage: a) the lack of proper interaction between deans and headmen; b) the lack of real authority among the headmen; c) the lack of candidates for the role of headmen; d) the lack of systems in domestic universities for: d1) attracting students with high organizational skills and leadership to perform the functions of headmen; d2) the formation of a personnel reserve of headmen; d3) supporting headmen’s activities including the development of their personal and business qualities. To overcome them, a number of recommendations have been proposed: a) to formalize the status of the institute of headmen of academic groups as an auxiliary tool for improving the educational process in order to specify the conceptual task of its functioning; b) to intensify the interaction between the organizational and educational units of deans headmen of academic groups; c) to empower councils of headmen so that they can take part in consideration of certain issues related to the implementation of the educational process; d) to create a working system for the selection, preparation and support of the activities of headmen of academic groups; e) to increase the motivation of headmen. Practical relevance . The given recommendations can be used in Russia and abroad at the state and local levels in order to improve the quality of the educational process in higher education institutions.

Domestic and Foreign Approaches to Working with Foreign students: “Personnel Reserve” vs “soft Power”

The goal of this study is to reveal the country-specific features of approaches to working with international students, as well as to determine their key strategies. In the modern world, education is becoming a new platform for competition between states, because its function is not only to provide knowledge but also to form the consciousness and outlook of a young person. Accordingly, states seek through educational institutions to promote around the world their national development models, value systems and cultural elements. The ultimate goal of such a policy is the creation of a pool of staunch supporters around the world who after return to their homeland will relay the “gained knowledge” upon the society. However, are states only driven by this goal? Of course not — a lot of countries are focused on attracting foreign students to include the most talented and gifted of them in the national “personnel reserve”. The danger of the latter approach lies in the formation of constant dependence on “external brains”.

Establishment of a reserve of managers of nursing services (on the example of medical organizations of the Samara region)

Factors preventing the formation of a personnel reserve of nursing managers in medical organizations were studied and criteria for assessing the qualifications of a candidate for the reserve were identified.

СИСТЕМНОЕ МЫШЛЕНИЕ – КОМПЕТЕНЦИЯ СОВРЕМЕННОГО РУКОВОДИТЕЛЯ

The article considers the importance of the systemic thinking of a leader as a key competence of an effective manager of the 21st century. The employers’ understanding of the analyzed quality at different levels of development of this competency is shown: from awareness to expert. So, for example, the initial level involves the ability to describe the relationships between processes in your subject area, but at the highest level, the leader or specialist should already see the grounds that unite them, be able to make strategic decisions. Systemic thinking allows you to look at the problem being solved as a system of interrelated factors, to rise above the problem and see it in its entirety, the socalled “Helicopter Sight”. From the point of view of systemic thinking, the importance for the leader of the ability to reveal the abilities of subordinates is shown; ability to respect and be tolerant of other, sometimes opposite and alien points of view. The author gives the results of many years of research on problems of thinking. The studies conducted during the training with the managers and specialists of PJSC Gazprom on the development of systemic and innovative thinking showed an insufficient level of development of systemic thinking. It was also found that managers and specialists included in the organization’s personnel reserve need a deeper study of the essence of systemic thinking and its tools.

Императорский двор Екатерины II как инструмент формирования элиты государства

The article is devoted to the role of the imperial court in the «personnel reserve» formation for high governmental and military posts during the reign period of Catherine the Great. Comparative study of courtier’s and Page Corps graduates career development was held for this research by the means of two specially created prosopographical databases. The obtained results give us an opportunity to evaluate the impact of a court rank granting on the nobles career development and on receiving an appointment to the important governmental and military posts.

Формирование кадрового резерва в органах местного самоуправления

Формирование кадрового резерва в органах местного самоуправления

Method for managing the implementation of innovations within regional scientific and industrial complexes based on a differentiated approach depending on the degree of their completion

The development of information and communication technologies, socio-economic systems subjects specialization, high risk of innovation, large costs of all stages for one subject, determine the need to combine the efforts of individual socio-economic subjects of the regions in the framework of cooperation and joint implementation of innovative projects. Accounting the current level of innovative development and technological support to the production regions, we can conclude about the need to develop their own technological base, scientific and industrial ties between the separate entities in the region, and between regions, as well as the efforts to strengthen the international ties in order to exploit advanced international developments and practices. The existing personnel, material, technical and information reserve of the Russian regions can be realized through closer cooperation of industrial enterprises and research organizations of the region by forming stable links for interaction and exchange of experience and knowledge between research and industrial enterprises, which will serve as a basis for catalyzing the development of innovative processes in the region and thereby strengthening their competitiveness. The article describes the proposed method for managing the implementation of open innovation ideas and proposals within regional scientific and industrial complexes, based on a differentiated approach to innovation management, depending on the degree of their completion.

Інноваційні технології кадрового менеджменту як підґрунтя професійної підготовки майбутніх менеджерів з персоналу

The article, based on the analysis of domestic and foreign scientific literature, has revealed the formation of human resources management as an important part of the theory and practice of personnel management and the basis of professional training of future human resources (HR) managers. The place of innovative technologies within the conceptual field of personnel management has been shown, and the definition of the concept «innovative technologies of personnel management» and «innovative personnel technologies» has been given. The author has proven that the classification of innovative technologies of personnel management based on personnel processes, which is built on a set of interrelated activities of personnel management, is the most common. The main groups of innovative technologies of personnel management have been characterized: the formation of personnel reserve; the assessment of business professional and personal qualities; the creation of a system of motivation; the personnel training; the development of leaders and talents; the formation and development of corporate culture; the formation and development of teams; conflict management. The nomenclature of the innovative technologies has also been disclosed, as well as their purpose in the holistic process of personnel work in an organization. The most significant system innovative personnel technologies have been determined: the grade system of rewards; technologies of career planning and individual employee development; methods of creating project teams and forming the organization corporate culture.

Designing a model for managing professional development of heads of regional general educational institutions

The article substantiates the logical need to build a model for managing the professional development of heads of educational institutions in the region on the spiraling of multifunctional processes of personnel policy: the formation of the personnel reserve, certification and appointment of the director’s corps. The conceptual apparatus of personnel policy processes is presented. The practical orientation of the results is determined.

Эволюция систем государственного управления: Республика Беларусь

The article examines the processes of state construction, formation and development of government institutions, the system of state and local government through the prism of the features of the historical, socio-economic and cultural development of the Republic of Belarus. The authors noted the ongoing systematic measures to improve and de-bureaucratize state bodies, as well as the creation of a mechanism for organizational regulation of e-government. The Republic traditionally occupies high positions in international rankings on the e-government development Index (EGDI), which is compiled by the UN Department of economic and social development and characterizes the state of information and communication technology infrastructure, human capital and public services provided online. Programs to ensure the implementation of the state personnel policy of the Republic of Belarus were analyzed. The availability of a trained reserve is considered as the most important condition for ensuring the continuity of managerial personnel and improving the efficiency of public administration. Researchers see the creation of a coherent system of continuous professional training in the field of management as one of the key tasks at the present stage. The conceptual and legal basis for professional training and continuing education of senior personnel is formulated in a number of state legislative acts. In particular, in accordance with the state order, the relations related to the implementation of educational activities by the Academy of Public Administration under the President of the Republic of Belarus for training, retraining, internship and advanced training of senior personnel of state bodies and other state organizations, persons included in the reserves of senior personnel and in the prospective personnel reserve are regulated.

IMPROVEMENT OF ASSESSMENT OF THE PERSONNEL MANAGEMENT SYSTEM AT THE AGRICULTURAL ENTERPRISE

The purpose of the article is to analyze the system of personnel evaluation and management at the agricultural enterprise, as well as to improve the evaluation of the personnel management system of the researched enterprise. The subject of the research is the process of improving the system of personnel evaluation at the enterprise and the development of recommendations on methods of selection and retention of personnel at the researched enterprise. The method of analysis, synthesis, generalization, systematization is used in the article. The analysis and assessment of the existing personnel management system at the agricultural enterprise is carried out, namely the management system is studied; the analysis of economic indicators of efficiency of activity of the organization is carried out; personnel policy is analyzed; the composition of personnel efficiency at the enterprise is estimated; Personnel policy is analyzed and problems in the personnel management system are revealed (the main problems are the lack of personnel reserve and material and intangible incentives for employees of the enterprise). It was also proposed the most effective measures to improve the evaluation system of personnel management, to eliminate problems in this system through the introduction of the method of 360o certification. The analysis revealed a number of problems in the system of organization, selection, evaluation and management of personnel, which proves the need for innovation. The introduction of this change is profitable and justified.

Practical training of students: formation of a personnel reserve for rural schools

Practical training of students: formation of a personnel reserve for rural schools

Gender aspects of labor behavior of doctors at healthcare institutions in Moscow

Current processes in the field of public healthcare — optimizing public healthcare institutions, formation of the market of paid medical services, changes in the legislation and in the requirements for qualification of healthcare workers — require new approaches in management. Today is needed not only redistribution of the volumes of medical assistance between different organizations, but also a review of the healthcare infrastructure, which should meet the needs of the population and ensure the quality of medical assistance. Introduction of Professional standards this year and transition to accreditation of all doctors and nurses directly affect the requirements for qualifications of medical workers. All this requires development of targeted training system in higher education and internship, creating a nationwide database of vacancies in healthcare organizations. The formats of work themselves and the requirements for employees are changing. The main task is to eliminate the imbalance in the distribution of medical workers by levels and conditions of medical care. Based on these needs, a new labor behavior of medical workers is being formed, which depends on many factors and needs a high-quality and in-depth study, not only in theory, but also in practice. This article presents the results of studies of the factors affecting labor behavior in the gender aspect. Labor attitudes and values, attitude toward work, labor activity, and job satisfaction are analyzed. There are presented the tools for both quantitative and qualitative analysis of the raised issues and formation of personnel reserve. The purpose of the article is to identify the gender aspects of the labor behavior of doctors at healthcare institutions using the example of Moscow. On the basis of the conducted study were identified qualitative gender differences and developed tools that could be used in healthcare organizations for analysis of personnel’s work, internal staff rotation, formation of personnel reserve.

Specificity and Effectiveness of the Programs for the Development of Managerial Competencies of Personnel Reserve

The article analyses the experience of the National Research Nuclear University «MEPhI» (hereinafter the University) in the field of formation of managerial competences of the personnel reserve. The authors dwell on the features of implementation of training and developing programs in the field of additional professional education, discuss the issues of the efficiency and effectiveness of realization of training actions. The model of formation and development of the personnel reserve of the University is oriented primarily on solving the problems of increasing competitiveness by enforcing the competencies of high-potential employees in the following key spheres: performance management, goal-setting, motivation, effective communication, time management, planning, organization and control. The model is based on the best practices of domestic and foreign high-tech corporations and educational organizations, primarily using the experience of Rosatom State Atomiс Energy Corporation. The personnel reserve is considered as a competitive advantage in improving the efficiency and effectiveness of activities within the framework of strategic development and implementation of target promising high-tech and knowledge-intensive projects and programs.

Digitalization of the Socio-Economic Complex of the Southern Federal District: First Results of Implementing the National Program

The article studies the first results of implementing the state digitalization program in the Southern Federal District (SFD) of Russia. The paper reveals that the SFD federal entities got involved in the economy and social sphere digitalization with different intensities, and assesses the digitalization level in the district as a whole as insufficient to improve its position in the ranking (penultimate place in 2018). The significant differentiation of the regions of the SFD in the level of digitalization and the emerging tendency to gradually smooth out this gap due to the accelerated development of lagging regions, which surpass almost 2 or more times the average district growth rate of the digitalization index in 2018, are consistent with the all-Russian trends. The “digital divide” is more pronounced among the rural population compared with the urban one and less pronounced among organizations of the business and social sphere of the SFD. The presence of the digital divide in the technical, financial, territorial, demographic aspects and the insufficient level of the population digital literacy impede the implementation of the state digitalization program in the subjects of the SFD. This poses complex organizational, institutional and financial tasks for implementing the regional potential of digitalization before federal and regional authorities, business and society. The authors propose a set of measures to implement the high digitalization potential of the SFD regions, including launching in all constituent entities of the SFD and improving the quality of functioning of electronic services in the field of state and municipal administration, housing and communal services, transport, educational and medical services; growth in the share of full-service electronic services; increase in the number of people, especially older people, using the Internet, through implementing regional projects on increasing digital literacy; forming the personnel reserve of the digital economy, etc.

Leadership Potential of Professional Teacher Associations in Russia: Formation of Middle Leaders

This research study is aimed at investigating distributed leadership practices in the Russian school system, of which professional teacher associations (PTA) constitute a distinct feature. In particular, we set out to investigate the PTA leadership potential, as well as the role and specific personal characteristics of middle leaders in the Russian school education system. These associations are formed by the school administration on the basis of subject areas, bringing together teachers of maths, history, etc. Teachers join PTAs on a voluntarily basis. The key function of such organisations consists in the implementation of innovative educational approaches and techniques. In order to analyse their leadership potential, we carried out a sociological survey among the employees of high-profile secondary schools (gymnasiums and lyceums) situated in the major Russian city of Ekaterinburg. The research methodology comprised structured interviews with 110 respondents, along with in-depth interviews with 2 school directors, 4 school deputy directors and 6 heads of professional teacher associations. Our results show that the fundamentals and principles of distributed leadership are actively implemented in Ekaterinburg schools. The school administrations encourage the creation of professional teacher associations grouped around subject areas, delegating to these structural units the functions of improving the quality of teaching the respective subjects and disseminating educational innovations, at the same time as fulfilling the requirements of the state and regional education authorities. Such associations are headed by middle leaders, who are nominated by their colleagues and whose candidacy is approved by school seniors, taking into account their professional achievements, experience of leading pedagogical innovations and the presence of the right personal qualities necessary for productive collaborative work. These people perform the role of mediators, operating at the interface between various levels within the school. Although viewed as a school’s personnel reserve for the positions of principals and head teachers, our respondents consider themselves to be ‘more teachers’ or ‘innovators in education’ than administrators. The development of the leadership qualities of such professionals in the Russian school system is shown to be hindered by a ‘glass ceiling’ – a certain limit in their career growth. This discouraging factor results in some middle school leaders searching for professional self-realization opportunities outside the school system, in the spheres of business, science or culture that are believed to provide more opportunities for self-advancement.

АНАЛІЗ ЗОВНІШНІХ І ВНУТРІШНІХ ЧИННИКІВ ВПЛИВУ НА ОРГАНІЗАЦІЮ ДОПРИЗОВНОЇ ПІДГОТОВКИ МОЛОДІ

Introduction. Ukraine's choice of the European way of development creates a united educational environment – it leads to the outflow of abroad for the studying of the most trained pre-conscripts youth, who wants to get education in European countries with the prospect of having work and citizenship. The Operation of the united forces in the East of Ukraine, defense of the state requires the provision of human resources, the formation of a military personnel reserve. Providing of the Armed Forces of Ukraine with human resources is becoming an actual problem.Purpose. Analysis of factors and trends affecting the training of pre-conscripts.Methods. Summarization and analysis of information and analytical materials on open and electronic (Internet) sources.Results. Educational institutions become the only center for training young people in the theoretical, practical, physical and moral-psychological terms of future military activity.Detection of the influence of external and internal factors on the preparation of pre-conscripts youth:military confrontation in the East;socio-economic stagnation in the state;large-scale labor and stationary migration;reduction of populationlack of spirituality and morality in society;reduction in the birth rate of the population.To the negative challenges of labor and stationary migration that affect the mobilization of youth, one can note:change in the number, structure of the population as a result of the transition of labor migration into a permanent one;process of aging of the nation, change of age, sexual, family, ethnic composition;weakening of family ties, the instability of marriages, the weakening of social forces, which negatively affects fertility, the development of seven, causes significant economic losses;formation in the youth of a stereotype, mentality, which achieved the achievement of living standards can be through labor travel abroad;formation of the psychology of right nihilism among the population.Finding the best ways to prevent the impact of these challenges and make appropriate decisions requires the creation of a database of informational and sociological support for pre-conscripts youth, the methodology for analyzing sociological information, the procedure and nature of its use are very important for the preparation of a military reserve, not only during the period of military confrontation but also in the future.The analysis of the current state of military reserve preparation (pre-conscription, reckless youth) to protect the state has revealed a number of problems, the presence of potential challenges that require a practical solution:minimizing the social exclusion of young people from the Ukrainian educational space;creation of conditions for equality of educational chances of citizens of the country;optimization of the network of general educational institutions (military-sports direction), which gives an increase in the number of young people ready to fulfill their duty to protect the Motherland;strengthening of professional orientation of youth, popularization and promotion of military profession;development and formation of new standards of military applications that will meet the requirements of time;intensifying the study of the current state of national-patriotic education of children and youth, organization of its systematic, ongoing monitoring.Originality. The identification of contradictions, problems, challenges and their impact on the preparation of pre-conscription youth for the Armed Forces of Ukraine in the long term perspective provides an opportunity to identify priorities, search for the control of the effects of an optimal strategy in the field of mobilizing human potential, and creating a military reserve. Adjustment of managerial decisions should be aimed at achieving the final result – quantitative and qualitative training of military specialists to protect the state.Conclusion. The level of combat readiness and combat capability of the Armed Forces of Ukraine depends on the quality of pre-conscripts training, their education, healthy lifestyle, and the prevention of deviant behavior.Preparation of pre-conscripts youth, military reserve depends on the population size, the quality of education, which determines the development of science, technology, weapons, their use all affects the defense of the state.

Роль маркетинга персонала в формировании конкурентных преимуществ предприятия

The article reveals the role of marketing personnel in shaping the competitive advantages of an enterprise, and approaches to the essence of marketing staff of various authors are considered. A model of personnel marketing has been developed in the formation of a competitive advantage of an enterprise based on elements of a systematic, process, and situational approach. At the first stage, this model implies the definition of enterprise goals, the study of personnel marketing and, on the basis of this, the formation of competitive advantages. At the second stage, the goals of personnel marketing and their implementation are determined; this stage is characterized by the admission of an employee to a specific position and his adaptation in the workplace at the enterprise. In turn, the adaptation includes: acquaintance with the organization and units, introduction to the position and conduct of primary education. The employee works on probation, after which he passes certification. Then the employee starts the employee in the appointed position. If job descriptions involve the development of certain competencies that the employee does not possess, then he needs to undergo training and certification. Positive certification of a specialist allows him to successfully work in his position and be appointed to the internal reserve of the enterprise. After assignment to the personnel reserve, career planning follows. Continuing careers and raising the qualifications of an employee and comparing the results of a learning assessment lead to the goal of this model, which increases employee productivity through an effective personnel marketing system. This model can be applicable for all enterprises and any industry. The model will: improve the competitiveness of the enterprise; strengthen competitive advantages; achieve the strategic objectives of the enterprise; increase the value of the workforce; to form and effectively develop the organizational culture of the enterprise; increase the efficiency of the communication process; improve the adaptability of the enterprise to changes in the external environment; to form an effective motivational policy of the enterprise; increase the attractiveness of the enterprise.

ПІДГОТОВКА КАДРІВ ДЛЯ ЗАБЕЗПЕЧЕННЯ СТАЛОГО РОЗВИТКУ

The article is devoted to the issues of training of qualified specialists for the system of public administration in order to ensure sustainable development. The Concept of Sustainable Development proposed by the United Nations is considered. Priority goals of global strategic development are defined. The specificity of the realization of the goals of sustainable development according to the conditions of functioning of economic and social systems in Ukraine is analyzed. The normative and legal provision of sustainable development issues in Ukraine is analyzed. The basic competencies for formation of the personnel reserve of state management with sustainable development at the national and regional levels are determined. It is noted the importance of practical experience, including international ones, for creating conditions for the implementation of the Concept of Sustainable Development in Ukraine. The mechanism of management training for sustainable development at the state and regional levels has been developed. A system of elements, functions and processes for the implementation of the developed mechanism has been formed. Priority tasks for each of the institutions are determined for the formation of an effective state government striving for sustainable development.

Healthcare reform: Heads of medical organizations at the forefront of problems

The article is devoted to the impact of healthcare reform on the situation in the industry and the requirements for managers of medical organizations. On the data from the expert survey, participants of which were physicians with practical experience in the field of health management; economists studying the work of the public sector; lawyers involved in the protection of patients’ rights, etc., it provides characteristics of today’s financial, logistical support and staffing of medical institutions, their relationships with founders, insurance companies and patients; there are given experts’ opinions on who should be the leaders of medical organizations — managers or clinicians, how to create their personnel reserve, what should be changed in the system of professional development and retraining of medical personnel. It is shown that the working conditions of medical organizations have radically changed, and the amount of attracted extra-budgetary funds has become an important indicator of their effectiveness. At the same time, the institutional context, in which they function, is highly controversial, devoid of a number of fundamentally important elements, and is not balanced in terms of the rights and obligations of various actors involved in the provision of medical care. This significantly complicates the activity of the management of medical institutions, generates a «conflict of interests» among them, which ultimately negatively affects patients. According to experts, today an experienced manager should be at the head of the medical institution, but — with the obligatory good knowledge and understanding of the specifics of the medical industry. Since medical institutions are now managed by medics, their training in economics and management within the system of continuing professional education becomes very important. The article is divided into two parts. The second part will be published in Population 2019 No.1.