Personnel Management Process Research Articles

Components of the hr management process of a medical organization

Successful development of any sphere of human activity is unthinkable in modern society without management. The implementation of management goals and objectives is carried out through personnel policy, which is a strategic line of behavior in working with personnel. In the healthcare system, an important role is assigned to the mid-level medical worker, therefore, personnel development management is recognized throughout the world as a priorit y task of management in the field of nursing. Target. To study and analyze the process of professional selection, training and management of nursing personnel. Results. The aspects of selection of nursing personnel were studied, the level of quality of knowledge obtained by nursing personnel and the degree of their application in practical activities were determined, the features of the organizational activities of nursing service managers were identified. Conclusion. Trained medical personnel should take a place in accordance with the needs of national health care and taking into account the personal interests and needs of the medical workers themselves. This can be achieved with the appropriate organization of the personnel management process, when specialists will find adequate use for their qualifications in the system.

Using data and analytics to optimise the human resources processes

Introduction: Business development and HR management systems based on modern technologies open up significant prospects for companies to actively promote themselves in the market and achieve positive results in the context of HR management. Currently, many companies are implementing modern HR tools aimed at increasing efficiency and reducing ongoing risks at minimal cost. In this regard, HR analytics has become a necessary tool to help find information about employees and make informed decisions based on it. Objective. Given the relevance of the research topic, it becomes possible to determine its purpose, яка полягає в узагальненні та систематизації підходів до застосування інструментів, програмних продуктів та платформ для аналітики процесів управління персоналом з метою покращення загального економічного стану компанії. Methods. To achieve this goal, the general scientific methods of analysis, synthesis, generalisation, induction and deduction were used. Results. To achieve this goal, the following results were obtained: the essence of HR analytics and the possibilities of its application for personnel management were determined; software products and platforms for analysing personnel management processes were generalised; the main analytical tools used in the field of personnel management were systematised. It is proved that one of the most important areas of application of HR analytics is the recruitment process. Conclusions. With the help of data and new existing analytical methods, HR professionals have the opportunity to optimise recruitment procedures, identify suitable candidates, which will ultimately contribute to improving the company's condition, provided that the labour resources and intellectual capital are used in a rational and balanced manner

STRATEGIC MANAGEMENT OF HUMAN RESOURCES IN THE SPHERE OF ENTREPRENEURIAL ACTIVITY

The purpose of the article is to study the concepts of strategic management of human resources in the field of entrepreneurial activity. Strategic HRM builds the bridge between an organization’s business goals and the people who achieve them. In this tactical role, HR has a broader scope and must refocus its responsibilities. The focus becomes on equipping people to best support the direction in which the company is moving. These practices include hiring, promoting, and rewarding employees, creating and maintaining a high-performance business culture, and organizational design to add value and achieve competitive advantage. Strategic HRM focuses on creating a talent management system that manages behavior and culture to support the organization’s long-term business goals. HR has traditionally been considered an administrative function focused on specific tasks. It was distant from the activities of company management and was largely reactive. It met employee needs as they arose. However, it was not aware of where the company was going or anticipating what might happen. Traditional HRM answered employee questions about HR policies, but did not create policies based on the company's long-term goals or find ways to engage employees in them. With a strategic HRM plan, HR teams are more proactive because they are integrated into business strategies. They understand and are aligned with the company's goals. This involves planning and taking action to ensure the organization has the people it needs to achieve its goals. Gaining a competitive advantage - Knowing exactly where management wants to take the organization allows HR to focus on the skills and abilities employees need to do the work required to achieve the goal. Through effective talent management, training, and development, SHRM can result in a more competent and skilled workforce that will provide a competitive advantage over competitors. Adapting to change - A strategic approach to HRM means constantly looking to the future, allowing organizations to anticipate changes in the business environment and quickly adapt to them. Plans can be adjusted to take into account technological advances, changes in the market, or changing demographics within the company. In doing so, HR supports, motivates, and communicates with employees throughout the adjustments. Thus, the use of digital technologies in a company with young employees is a method of motivating and increasing the interest of young employees (especially Generation Z) in work. In addition, it is possible to note the positive impact of digitization of the personnel management process on the improvement of the company's HR brand.

Staffing of the electric power industry of the Russian Federation under conditions of digital transformation

The article considers the problem of implementing the process of digitalization of the energy industry, using the example of the Rosseti group of companies, a partner of the state corporation Rosatom in the field of IT development, from the point of view of staffing in the current state of the labour market. The purpose of the research work is to develop relevant mechanisms, search for modern personnel management tools in the context of digital transformation of the electric grid complex of the Russian Federation. The scientific novelty of the research is reduced to the following provisions: the main directions of digitalization of an electric grid company are systematized, on the basis of which the organizational and economic mechanism of the process of digital transformation of an electric grid company is modelled; a classification of modern tools of the business process of personnel management of an electric grid company is proposed. Methodology and methods. To study trends in the digitalization process of electric grid companies, general scientific methods are used (theoretical analysis of scientific works, empirical, logical, classification and modelling methods). A review of publications is carried out, which made it possible to determine the subject area of the research work. Results. The main processes within the electric grid company that will be transformed in the process of digitalization are considered, using the example of the Rosseti Group of Companies. Taking into account the considered areas of digitalization of activities, an organizational and economic mechanism of the digitalization process of an electric grid company has been formulated, which is distinguished by the rationale for the author’s definition of digitalization on the scale of the energy industry. The role of high-quality staffing in the implementation of digital processes and activities of electric grid companies is determined and specific requirements for applicant’s characteristic of the energy industry are identified. The structure of the human resource management business process is considered, digital tools are selected for each subprocess that will help improve staffing levels and the efficiency of using labour resources of the electric grid company. Discussion. An effective personnel policy aimed at maximizing the company's staffing with qualified personnel is one of the key solutions in increasing the reliability and sustainability of the energy industry during the period of digitalization. Standard tools in the field of personnel management may not work in the context of both a demographic personnel shortage and the current migration of labour resources to the defence and military industries. Constant adaptation of the used methods and practices of personnel management is required, taking into account the digitalization of this business process and the challenges that the energy industry of the Russian Federation currently faces.

ПРОБЛЕМы КАДРОВОГО МЕНЕДЖМЕНТА В ОРГАНИЗАЦИЯх МАЛОГО И СРЕДНЕГО БИЗНЕСА

The characteristic features of small and medium-sized enterprises (SMEs), which are reflected in the work with personnel, are considered. There is a convergence in this business of the functions of the owner and manager, an increase in the role of the head of the company and each individual employee, speed of decisionmaking, and flexible organization of work. The identified problems in the process of personnel management of small and medium-sized businesses (SMEs), including business instability, the seasonal nature of activities, insufficient funds for the use of modern personnel management tools, difficulties in attracting highly qualified specialists, the predominance of administrative management methods, imperfection of the remuneration system. It is noted that an effective option for mitigating the effect of negative factors on the process of personnel management in SMEs is the cooperation of small and medium-sized businesses with scientific and educational organizations and, first of all, with universities. The obstacles to such cooperation and the main directions for overcoming these obstacles are identified. Among the latter are strengthening support for SMEs collaborating with scientific and educational institutions, intensifying work to create structures that facilitate the commercialization of the results of joint activities of SMEs and universities.

ПРОЦЕСС ИНТЕГРАЦИИ ВОЗМОЖНОСТЕЙ ИСКУССТВЕННОГО ИНТЕЛЛЕКТА В РАБОТЕ С ПЕРСОНАЛОМ

This article examines the changes in the personnel management process caused by the introduction of artificial intelligence, emphasizing their impact on staff functions. The purpose of the study is to consider the potential advantages and disadvantages of using artificial intelligence technologies when working with personnel, as well as to study the process of integrating AI into business processes. To achieve this goal, the author has put forward the following tasks: 1) Give a general description of artificial intelligence, determine its importance and the main advantages of its introduction into business. 2) Consider specifically how it can be applied in personnel management, for this. In order to comprehensively and fully consider the presented topic, the author researched scientific articles written by domestic and foreign authors, as well as information from open sources contained on the Internet.

Методика управління кадровими ризиками підприємства

This article analyzes the essence of personnel risks of enterprises and develops a methodology for managing them. The methodology for managing personnel risks of an enterprise primarily involves identifying the risk and identifying its components. It also includes various aspects of the process of managing personnel and the enterprise as a whole, the key elements of which are: personnel risk factors; indicators of personnel risks; probable losses or gains; methods of personnel risk management; budgeting; Implementation deadlines. It is noted that the development of methods for managing personnel risks begins only when the critical point of the onset of negative consequences of the implementation of personnel risks in the functioning of the enterprise is reached, which entail serious problems. The main methods of managing personnel risks of an enterprise have been identified, which include preventive and reactive methods. The preventative method is to eliminate personnel risks before they reach the crisis stage. The reactive method is aimed at eliminating the negative consequences of personnel risks. Both methods should be used in the process of managing personnel risks of an enterprise. The proposed system of methods for managing personnel risks of an enterprise, built on the main stages of the personnel management process, allows us to formulate a number of recommendations in order to neutralize the impact of personnel risks, namely: recruitment, selection and selection of personnel, adaptation of personnel to working conditions at the enterprise; employee assessment and certification; personnel training and development; dismissal of workers. It has been proven that managing personnel risks requires the use of a set of measures to eliminate them. For this purpose, it is advisable to use risk transfer methods through outstaffing, outsourcing or personnel leasing. It is indicated that the management of personnel risks of an enterprise is closely related to the goals and objectives of the strategic development of the enterprise; personnel management system; personal assessment of employees and continuous identification and monitoring of the performance of enterprise personnel. Based on the results of the study, the main directions for minimizing the impact of personnel risks of the enterprise were identified, and the main methods for avoiding them were proposed.

Применение алгоритмов машинного обучения для сокращения информационной асимметрии и прогнозирования социальных изменений на рынке труда: вызовы и возможности

This paper explores the impact of machine learning (ML) algorithms on reducing information asymmetry in the labor market and forecasting social changes, presenting challenges and opportunities for employers and job seekers alike. It addresses the issues of information asymmetry stemming from disparities in data access between labor market participants, as well as variations in the quality of information obtained, complicating the hiring and job search processes. Theoretical foundations of big data and its analysis using ML are discussed for identifying trends and patterns conducive to more efficient labor market functioning. ML methods including predictive models, clustering, classification, and text analysis are presented, describing their application in reducing information asymmetry and adapting to changing market demands. Examples of ML algorithm usage in real business processes are provided, showcasing their contribution to optimizing recruitment and personnel management processes, as well as forecasting future trends regarding significant competencies and skills. The importance of adapting to new challenges and opportunities presented by ML algorithms for maintaining competitiveness and sustainable development in the labor market is emphasized. By leveraging big data analytics, employers and job seekers can make more informed decisions, leading to more efficient labor market outcomes. However, challenges such as data privacy and algorithmic bias must be addressed to fully realize the benefits of ML in the labor market.

Construction and Analysis of Automated Human Resource Management System

The issues of constructing and developing an automated system that is adaptive to external internal factors of personnel management are important for improvement of personal management of modern enterprises. Due to these issues there is a need in the automation the process of approving both strategic and operational plans at the enterprise. To reach this goal the adaptive personnel management system under consideration is built on the basis of an automated dynamic model, taking into account decision support in the personnel management process for each employee, which makes it possible to reduce the significance of the discrepancy between strategic and operational tasks. The results of a study of local sustainability for the constructed automated personnel management system make it possible to draw a conclusion about possibilities to increase the efficiency of using human resources in the enterprise with the use of the system. The proposed automated personnel management system is presented in the form of cross-links, which helps prevent duplication of employee tasks.

Analysis of the Implementation of Digital Tools in Personnel Management Processes

Analysis of the Implementation of Digital Tools in Personnel Management Processes

ИССЛЕДОВАНИЕ ФАКТОРОВ МОТИВАЦИИ В АПТЕЧНОЙ ОРГАНИЗАЦИИ

The article presents the results of a study of the motivation of pharmaceutical personnel as one of the most important factors in increasing labor productivity in pharmacy organizations (JSC). Motivation serves as a personalized guideline that helps the manager identify a list of tools that lead JSC specialists to increase labor productivity. Currently, most of the motivational policy is occupied by material factors and this is insufficient in personnel management. The purpose of this work is to identify the primary motivating factors, as well as to study the opinions of JSC employees on the problems of motivation in the work of pharmaceutical personnel. Questionnaires, including those based on the Internet platform Google Forms, were used as research materials; the following methods were chosen: statistical, mathematical, content analysis, sociological survey, grouping methods. The study was conducted in the period April-May 2023. In the course of the work, the degree of significance of motivational factors was revealed, personnel motivation systems in specific pharmacy chains were analyzed, and the main advantages and disadvantages of existing systems in specific pharmacy chains in Voronezh were established. The material and monetary factor is the leading one, while among the material and non-monetary motivational factors, JSC employees give preference to additional medical insurance and partial payment for vacations. Based on the results of the study, it can be concluded that the motivational system should not be built on one type of incentive. By properly motivating pharmacy workers, the head of the pharmacy can successfully coordinate their professional activities. Knowledge of the motives that influence work allows you to improve personnel management processes, obtain the greatest return on human resources, and, as a result, increase the effectiveness and profitability of the organization.

Evaluation of Human Resource Potential of Organizations of Sanitary and Epidemiological Service of the Republic of Kazakhstan

Main problem: At the present stage of life, workforce plays a special and very important role in the activities and development of any organization. Human resources need to be managed. Management itself is a process of streamlining, regulating a particular activity. Managing an organization means defining the main directions of its development, setting goals for it and contributing to their achievement. Human resources are the face of a company, a component derivative, without which its existence is impossible. Any promising and self-respecting company assigns the formation of its staff to one of the leading directions of its own policy. Currently, in the context of social and economic transformations, the management of the activities of healthcare organizations is changing significantly, and therefore it is necessary to improve personnel management approaches that contribute to improving the quality of services provided and labor productivity. Taking into account the peculiarities of personnel management of a medical institution at the present time, the issue of reforming the personnel policy of healthcare, improving the image of institutions, forming a corporate culture, developing and implementing criteria for the motivational process is acute. Solving these tasks will help managers in the personnel management process. Purpose of this article is to assess the state of human resources of organizations of the sanitary and epidemiological service in the Republic of Kazakhstan and identify the main problems in the personnel management system of the organization using the example of the activities of the State Institution “Committee for Sanitary and Epidemiological Control of the Ministry of Health of the Republic of Kazakhstan”. Methods: The work used general scientific methods of comparative systemic, vertical and horizontal analysis, structural and functional the method, analytical techniques, economic and statistical research methods. Results and their significance: the authors have defined the human resource management system of a healthcare institution, analyzed the current personnel management system using the example of the State Institution “Committee for Sanitary and Epidemiological Control of the Ministry of Health of the Republic of Kazakhstan”. The assessment of the state and movement of labor resources of the Sanitary and Epidemiological Control Committee was carried out. Based on the conducted research, the authors identified the main problems of human resource management of a healthcare institution and developed proposals that can be used as recommendations for further reform and development of the personnel management system in the healthcare sector.

Migration intentions of nurses and nursing students from Slovakia: A study on drivers

Nurses are an essential resource in health systems. However, the shortage of skilled nursing workforce is a global phenomenon with negative consequences – many factors, including individual, occupational, and socio-political aspects, influence nurse migration. Thus, the aim is to explore the migration intentions of nurses and nursing students, forcing them to seek work abroad. An online survey was conducted among nurses and nursing students as part of the APVV and VEGA projects. The questionnaire focused on the essential characteristics of the respondents and staffing approaches in hospitals in Slovakia. Data were obtained from a survey of 752 hospital nurses and 423 university nursing students. The statistical analysis consisted of factor and correspondence analysis. The findings highlight the factors influencing the migratory sentiments of nursing students and working hospital nurses. They are organization of work, staff remuneration, employee benefits, workroom equipment, shortage of nurses, bureaucracy, communication and relations with colleagues, superiors, and patients, training and career development, material and spatial security, instrumentation, digitization of work, the prestige of the medical profession, and current situation in the Slovak Republic. The paper identifies and evaluates groups of push factors of migration intentions – satisfaction/dissatisfaction with hospital working conditions. The results of the factor analysis indicate that such factors as material and spatial security, communication and relations with colleagues, work organization, lack of personnel, bureaucracy, the prestige of the medical profession, and the current situation in Slovakia affect their working conditions and pleasure. AcknowledgmentThis study is elaborated within the framework of the projects APVV č. 19-0579 “Personnel management processes setup in hospitals and its impact on the migration of physicians and nurses to work abroad” and VEGA č. 1/0691/22 “Economic aspects of emigration of university graduates in health care departments in the context of the sustainability of staffing of health care facilities in the Slovak Republic.”

ВОЗМОЖНОСТИ СОВРЕМЕННых ТЕхНОЛОГИЙ В ПРОЦЕССЕ НАЙМА И УПРАВЛЕНИЯ ПЕРСОНАЛОМ

Human resources are the determining factor influencing the competitiveness and efficiency of a company in its field. The relevance of the topic is due to the rapidly changing spheres of public life under the influence of scientific and technological progress. In this article, the author examined the impact of modern technologies on the NAMA process and subsequent personnel management. The paper identified the main advantages and disadvantages of modern technologies in the recruitment process, after which technological solutions were identified that are used in the personnel management process. Scientific works of domestic and foreign authors were used as methodological foundations. The scientific novelty of the work lies in the generalization and identification of the most appropriate modern solutions in the recruitment and personnel management process, taking into account the existing advantages and disadvantages.

ДЕФИЦИТ ПЕРСОНАЛА В РОССИЙСКИх ОРГАНИЗАЦИЯх И ДЕМОГРАФИЧЕСКАЯ СИТУАЦИЯ

e article analyzes the problem of personnel shortage in Russian organizations, which is proposed to be considered from two complementary positions: the microeconomic aspect — the development strategy of each specific organization, its personnel policy, features of leadership style, existing personnel and all personnel management processes that influence the selection and retention of employees in the organization, as well as macroeconomic aspects general demographic trends occurring in the state and government polic y measures in the field of demography aimed at regulating and equalizing the current demographic situation. Statistics show that there is currently no population decline in the Russian Federation. Moreover, the population is gradually increasing. The problems of personnel shortages do not lie in the decline in population figures or in the lack of necessary qualified personnel in the labor market. The problem of personnel shortage is deeper and is associated with the working conditions required by workers in the new economic and information realities. In order to implement the Decree of the President of the Russian Federation, a new national project “Demography” was developed, the objectives of which were: increasing the overall life expectancy of the population; encouraging citizens to lead a healthy lifestyle; an increase in the average fertility rate from 1.76 to 1.78 in 2024.

Information Technology and Personnel

Information technologies develop faster and faster every year and gradually reach all spheres of life. Currently, the use of information technology in personnel management is unimaginable in isolation, as it allows any organization to use process automation to a large extent. Most companies in the modern world automate the process of personnel management using information systems. The paper discusses the importance of information technology in personnel management, which allows the organization to always be one step ahead and ahead of its competitors, who use information technology in personnel management to a minimum. In modern conditions, it is important to use technology in human resource management. (HR) Human resource managers use technology to make their jobs easier. Information technology affects almost all areas of society. This trend is primarily related to the ever-increasing volume of information and tasks. The transition to a digital economy encourages businesses to find innovative ways to implement digital strategies. Most business entities, to one degree or another, have moved to automation of processes in the field of human resource management. With the help of technology, more efficient selection of personnel is made for the company, personnel records are improved, and the ability to receive feedback from employees is also accelerated. Keywords: personnel, human resources, information technology, Internet, technology, management.

The role of the nurse leader in nursing personnel management processes

All specialists whose professional activities involve communicating with people, in addition to a high level of knowledge and skills, must also have some special personalit y traits. Chief and senior nurses must be leaders. Target. Identification of obvious and hidden leaders among nurse managers and determination of their role in the processes of managing nursing personnel. Results. Information on the management activities of chief and senior nurses was analyzed; the main leadership characteristics of heads of nursing services, the essence of leadership style, leadership potential, and the ability to delegate authority were studied; the problems in the management activities of heads of nursing services were found; obvious and hidden leaders among nurse leaders were identified. Conclusion. It is the head of the organization, who is a leader by nature and by his/her actions and at the same time is able to effectively manage his/her subordinates, that achieves high results and achievements of the service s/he leads.

ЗНАЧЕННЯ ТЕХНОЛОГІЇ УПРАВЛІННЯ ПЕРСОНАЛОМ У СИСТЕМІ РОЗВИТКУ КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

The article defines the place of human resource management technology in the management system of an industrial enterprise and clarifies the interrelationships of its components. It is proved that the management system is not only a set of methods ortechniques, but a complex set of interrelated, logically consistent actions in the areas of organization, management, decision-making and motivation. It is found that the problemof personnel management at domestic industrial enterprises is the low status of the personnel service and the insufficiently high quality of training of specialists in this area.It has been researched that the personnel management process (PMP) can be considered as a sequence of four stages: at the first stage, the functions covering all types of management activities at all levels of the enterprise management subsystem are implemented; at the second stage, PMP determines the formation of management methods; at the third stage, PMP includes the formalization of management methods, accompanied by the creation of mechanisms for their transformation into official documents, such as orders, instructions, guidelines, etc.The paper proposes a technology for analyzing the personnel structure of an industrial enterprise. The authors substantiate methodological provisions for the formation of components of the enterprise personnel management technology, The article defines the importance of personnel management technology in the system of development of personnel potential of an enterprise.It is determined that the technology of personnel management is an important element of the management system of an industrial enterprise. It is the main tool of managers, since each management technology used in the management system helps management personnel to act effectively and respond quickly to dynamic changes in the current conditions of the enterprise. The most important components of HR management technology are the following: marketing and personnel planning technology, recruitment and personnel accounting, personnel training, and personnel evaluation.Keywords:management technology, human resources, development, personnel, labor resources, industrial enterprise.

ПЛАНИРОВАНИЕ ПЕРСОНАЛА НА ПРЕДПРИЯТИИ ЭЛЕКТРОЭНЕРГЕТИКИ В ЦИФРОВИЗАЦИИ

This study delves into the impact of digital transformation on workforce planning within the electric power industry amid the digital economy. The influence of digital technologies on personnel management processes is analyzed, methods of training and adaptation of personnel to new technologies are provided. Through a comprehensive literature review and analysis, it uncovers the shifting landscape of personnel planning in response to rapid technological advancements and evolving market dynamics. Findings reveal a transition from traditional, rigid planning methods to more agile strategies, driven by the pervasive influence of digitalization. The study emphasizes the imperative for electric power enterprises to embrace digitalization as a catalyst for innovation and growth in personnel planning practices, highlighting the need for integration of advanced digital tools, fostering a culture of continuous learning, and aligning strategies with the demands of the digital era.

РОЗВИТОК ТЕХНОЛОГІЙ УПРАВЛІННЯ ПЕРСОНАЛОМ В УМОВАХ ЦИФРОВОЇ ЕКОНОМІКИ

The article determined that new technologies have great prospects in the development of the personnel management system. They create new paths and opportunities for a more prosperous future, but along with that they also present new challenges. Although digital technologies have impressed with the brilliance and skill of their applications, they have not yet fully yielded the expected dividends in higher productivity growth. It has been proven that digitalization not only opens up new opportunities, but also presents difficult tasks and challenges to managers. The article structured current digital HR technologies and developed proposals for their implementation in the work practice of modern Ukrainian enterprises and proved the feasibility of using digital technologies in the Ukrainian practice of personnel management, it was determined that the most effective way to implement HR technologies is the use of electronic tools and specific software, in particular, HR - systems with the capabilities of comprehensive automation of personnel recruitment. The role of HR in the digital transformation of the development of the digital economy of society is determined. Prospective directions for the use of digital technologies to increase the efficiency of the personnel management process are proposed. The expediency of using social networks, communication robots (chatbots), big data analysis, applications and analytics based on artificial intelligence, cloud technologies in software for personnel management needs is substantiated. The main emphasis of the transformation of the HR manager’s activities, caused by the possibilities of using new digital platforms, applications, systems and methods of automating the management of HR processes, as well as the competence and professional challenges of HR specialists related to the need to adapt to fast-moving digital solutions, intellectualization and robotization of business processes. Changes in the conditions of digitalization are singled out, which require new skills and abilities from employees, which increases the need for innovative methods of training, development and motivation of personnel. The advantages and disadvantages of digitalization of the main HR functions in the activities of enterprises are highlighted. It has been clarified how the digitization of HR functions allows enterprises not to lose personnel potential and to ensure the stability of work in conditions of economic shocks.