Rational Use Of Human Resources Research Articles

IMPROVEMENT OF THE TEST METHODOLOGY OF AIRCRAFT VIDEO RECORDING EQUIPMENT UNDER THE CONDITIONS OF A SPECIAL PERIOD

The introduction of weapons and military equipment at the stage of Russia's armed aggression requires the rational use of human resources, standard means of measurement, registration and indication as part of measurement systems and further processing of the results obtained in automated systems for collecting and processing information for its use during tests of serial (modernized) samples of OVT. The rapid development of technical means of measurement, transformation and exchange of data within and between systems require the improvement of test methods for video recording of aircraft, which take into account the peculiarities of the development of electronic equipment of aviation equipment and are based on a unified approach to the problem of optimal use of resources. Modern means of video registration have quite justifiably been widely used in the Armed Forces of Ukraine. The research was conducted using the methods of the theory of system analysis, synthesis, comparison, and generalization. The purpose of the article is to develop a typical methodology for testing aircraft video recording equipment in the conditions of a special period. To achieve the goal, the following was done: to analyze the existing methods of testing domestic and foreign aircraft video registration means; to consider an improved model of functioning and the technology of conducting tests of means of video registration of aircraft with a reduction in volume; to develop a typical methodology for conducting tests of aircraft video registration devices in the conditions of a special period. The results of the analysis should be taken into account when justifying ways to reduce the amount of tests in the conditions of a special

The study of the professional activity of pharmacy specialists in modern conditions

Aim. To study the peculiarities of the professional activity of pharmacists in dispensing medicines and other pharmacy products in modern conditions, characterized by a high level of risks and uncertainties. Materials and methods. Materials and methods are based on the use of statistical, scientific and monographic materials and the results of our personal research. Scientific methods of analysis, abstract and logical, comparison, surveys, and sociological (questionnaires) methods using Google forms were applied. A total of 194 рharmacy specialists (PhS) took part in the survey. The results were processed using modern Microsoft Excel software products. Results and discussion. The general requirements for the organization of the pharmacist’s workplace for dispensing medicines have been determined. Important professional and business qualities of the personality of PhS (14 in total) have been identified, among which the first place is occupied by the presence of pharmaceutical education, the conditions for successful professional activity (20 directions), a list of individual practical actions that PhS perform most often (13 actions). The necessary practical skills that PhS should possess in today’s conditions (10 skills) have been identified. The features of pharmacy visitors and their requests during communication with PhS have been studied. Possible options for communication between them and professional response of PhS from the point of view of professional ethics and deontology, respectful attitude to visitors under any conditions have been clarified. The peculiarities of communication between PhS and other healthcare specialists, including doctors, and colleagues in the pharmacy team have been determined. Conclusions. The results of the survey made it possible to determine the peculiarities of the professional activity of PhS in modern conditions. The correct assessment and rational use of human resources can have a positive impact on the economic performance of the pharmacy, pharmaceutical supply of the population, medical military and civilian institutions in today’s conditions under the influence of crisis phenomena.

Staffing in the legal sector: current issues

The article offers a study of current problems in jurisprudence, namely, the problems of higher legal education (methods and quality of education), the problem of employment of the younger generation, and the problem of uncontrolled corruption, which is the basis for all of the above. The study identifies alternative solutions to the problematic issues and ways to improve the current state of jurisprudence so that it could be in line with European standards. The author also highlights the weaknesses of this field that require attention from society and immediate action by the authorities.
 The article points out that under modern conditions, the place of public service staffing in the legal field is becoming fundamentally important and is studied through the prism of recent changes in Ukrainian legislation. It is shown that the organization of public service in modern conditions involves a significant number of interrelated forms and procedures of staffing. The relevant forms include: determination of the strategy of organizational work and staffing; training and preparation work; recruitment and selection of personnel; appointment and filling of positions, placement of personnel; and ensuring the service. It is established that the forms of personnel support outline the boundaries of the relevant personnel procedures. The author identifies and characterizes the specifics of personnel procedures implemented within the framework of these forms of personnel support (for example, within the framework of strategic organizational work and staffing, procedures for calculating the number of public service personnel, positive incentives for this service, etc.) It is theorized that the correct combination of available forms and procedures of staffing contributes to a real increase in the efficiency of the jurisprudence as a whole based on the qualitative use of employees' potential without increasing the time and resources required for staff maintenance.
 The article explains the needs of the modern labor market, and emphasizes that a university degree is not an indicator of the future employee's intelligence and qualifications, as statistics show that 80% of the unemployed are people with higher education.
 In this context, staffing is a preventive tool and a means of preventing corruption, an additional means for compliance with ethical behavior standards and an extra measure for strengthening the institution of responsibility, as well as the basis for the rational use of human resources in public.

МАРКЕТИНГОВІ АСПЕКТИ ЗАБЕЗПЕЧЕННЯ КОНКУРЕНТОСПРОМОЖНОСТІ ПІДПРИЄМСТВ КОНДИТЕРСЬКОЇ ГАЛУЗІ

The article examines the marketing aspects of ensuring the competitiveness of enterprises in the confectionery industry. The purpose of the article is to analyze the factors affecting the level of competitiveness of enterprises in the confectionery industry and to study marketing tools influencing their activity. The topic of the article is relevant, because even in crisis conditions, the confectionery industry continues to maintain the appropriate level of competitiveness. The object of research in the article is the domestic market of the confectionery industry. The domestic confectionery market is so quite competitive. This is an incentive for innovation, quality and variety, which is in demand among consumers. Marketing strategies such as advertising, branding, and celebrity or influencer partnerships are critical to success in the confectionery market, helping to attract consumer attention and increase sales. The competitiveness of the enterprise depends on its internal state and external position. In modern business conditions, the anti-crisis management system should be aimed at regular monitoring of the situation at the enterprise in order to identify and take into account the impact of negative external and internal factors on it, as well as planning, organizing and implementing anti-crisis measures aimed at ensuring the stable functioning of the enterprise and preventing bankruptcy. The influence of external and internal factors on the competitiveness of the enterprise was studied. The confectionery industry is affected by many factors, which can be divided into four groups: political, economic, socio-cultural and technological. An enterprise can achieve competitive advantages through effective management of its resources and processes. Rational use of human resources, financial capital, material and technical base and other assets is important to ensure the efficiency and competitiveness of the enterprise. One approach to achieving competitive advantage is to create a unique product or service that meets specific customer needs better than competitors.

РОЛЬ КАДРОВЫХ ТЕХНОЛОГИЙ И СТРАТЕГИЙ В ФОРМИРОВАНИИ И РАЗВИТИИ КАДРОВОГО ПОТЕНЦИАЛА

The article examines personnel techniques used at organizations as a way to improve the performance indicators of the employees’ professional activities. There were considered strategies designed to improve the rational use of human resources in an organization in order to effectively influence the activities of the organization as a whole. The article used methods of generalization, analysis, synthesis, systematization of theoretical data, deduction and induction and abstraction. The result of the study shows that in modern times, human capital management is one of the most important areas in a company’s activities, as it ensures economic success. Consequently, the selection of more talented and qualified personnel capable of achieving high production results is the main task of human resource managers. The article researched the factors influencing effective personnel policy. Based on the new approach, it was revealed that for the purpose of successfully solve the tasks set by the organization, people with certain abilities and professional experience are needed. This means that talented specialists should first of all be found on the labor market or within the organization itself, an assessment of professional, business and personal qualities should be carried out, and the capabilities of human capital should be used rationally to achieve the organization’s goals. As a result, these processes are beneficial both for the economic success of the organization and for the development of the employees themselves.

Problems of personnel management and labour resources in the agricultural sector of Ukraine: Ways to ensure the well-being of society

The relevance of the study is conditioned by the fact that despite the variety of issues, the focus of personnel management is on a person who is considered a spe-cial element of the organisation, an entity with a unique resource of widely under-stood capabilities and needs. Their specific location, with proper management, creates the value of the organisation and determines its competitiveness. Age management is defined as an element of human resource management or an ele-ment of management of a wider variety, which consists in the implementation of measures that allow for a more rational use of human resources in agricultural en-terprises, by considering the needs and capabilities of employees of any age. The purpose of the study is to consider the problems of personnel management and labour resources in the agricultural sector of Ukraine in 2000-2020. To achieve this goal, the following methods were used: strategic, holistic, and organisational. Ef-fective personnel management can, among other things, contribute to improving the efficiency of the company, reducing the cost of human resource management, growth and competitiveness, and maintaining a good or improved image. It is very difficult to clearly determine the time at which the ageing process begins. The breakdown by chronological age is not suitable for employees to perform various professional roles. Often, when a person's life lengthens, the period of their effec-tive functioning also increases without those limiting qualities attributed to old age. The changing abilities of a person to perform work are mainly caused by a de-crease in physical performance and fitness, and some psychophysical skills. The task of the personnel and labour resources system is, first of all, to increase the ef-ficiency of the tasks performed by individual employees, to improve the organisa-tion's potential through a detailed definition of training and development needs, to support the personnel decision-making process and the development of personnel policy. The practical significance lies in the productive construction of personnel management and labour resources in the agricultural sector, due to the allocation of relevant problems of the sphere under consideration in Ukraine in 2000-2020.

The calling a doctor in: what an optimal model can be? (publications review).

The primary health care represent the most common segment of medical care in many countries and provides prevention and treatment of diseases, dynamic monitoring of patients with chronic diseases and medical rehabilitation. There is substantial shortage of health personnel to meet health needs all over the world, especially in primary health care. The COVID-19 pandemic exacerbated this problem. It changed workload in primary health care and demonstrated need for new organizational solutions to increase access to primary health care. One of the new transformations in general practice can be redistribution of medical work in primary health care. In this research, five options for organizational models of primary home care were identified. We used "performer (doctor / nurse)", "payment method for the home visit", "frequency of patient visits per week" as indices. There is lack of unified approach in the way how home visits are organized so optimal organizational model of primary home medical care is needed. This will increase access of most demanded type of medical care and ensure rational use of human resources at the primary health care level, especially during COVID-19 pandemic.

Influence of Blocking-Stressors on Post-90s Employees’ Occupational Mobility: The Chain Mediating Effect of Psychological Contracts and Negative Emotion

To clarify the mechanism of blocking-stressors, psychological contracts, and negative emotions on post-90s employees’ occupational mobility, based on the literature study, a hypothetical model of the relationship was established. Using the blocking-stressor, psychological contract, negative emotion, and occupational mobility scales, 317 post-90s employees were selected to investigate their status. It used correlation analysis and intermediary effect tests to verify the hypothesis model. The results showed that: first, there were significant positive correlations between blocking-stressors, negative emotions, and occupational mobility, while indicating a significant negative correlation with the psychological contract; second, blocking-stressors can directly and significantly predict occupational mobility; and third, blocking-stressors can indirectly affect occupational mobility through the mediating role of negative emotions and the chain-mediating role of psychological contracts and negative emotions. The effective intervention of blocking-stressors, psychological contracts, and negative emotions can reduce the rate of occupational mobility and provide some guidance for enterprises in making rational use of human resources.

Analysis of a modular approach in the formation of medical rapid response units at level II medical care of NATO Allies

Annotation. The article highlights the current state of the structural construction of level 2 rapid response units for the medical service of the NATO Alliance. The relevance of this analysis is due to the fact that Ukraine's active course in cooperation with NATO allies requires the creation of a different model for the construction of medical forces units to create compliance. The non-compliance of these units prevents the possible use of the Medical Forces of the Armed Forces of Ukraine within NATO allies. Today, there is an urgent need to analyze the modern construction of NATO Alliance medical units and further reform the medical units of the 20th level of medical care of the Armed Forces of Ukraine. The purpose of this study was to analyze the medical support of NATO allies and a modular approach to the creation of medical units at the second level of medical care by forming separate functional components – medical modules. The analysis of medical rapid response units of level 2 medical care of NATO allies and their components is carried out. It was established that the use of a modular approach to the formation of medical rapid response units at the second level of medical care provides an opportunity to form the structure of the unit depending on the operational situation and the needs for medical care. It should also be noted that the "flexible" formation of the structure of the medical unit allows rational use of human resources and property in conditions of armed conflict.

Научная обоснованность применения политики тейлоризма к научному труду в постиндустриальной цифровой экономике

Labor rationing as an element of the scientific organization of personnel labor is a process of regulation of labor costs in the form of labor norms. Labor input rates as a measure of labor should be scientifically substantiated, since they actively affect labor productivity and ensure the rational use of human resources. The existing types of substantiation of labor standards are focused on the effective use of technology, the optimal organization of the production process, psychophysiological substantiation of the intensity of labor, and the social attractiveness of labor. Based on the analysis of the existing methodology of labor rationing and the results of studies by physiologists and psychologists that reveal the process of mental creative labor, it is shown that the application of a labor rationing system to scientific work based on the measurement of observed labor elements does not have scientific evidence and cannot be implemented. English version of the article is available at URL: https://panor.ru/articles/scientific-validity-of-the-application-of-taylorism-policy-to-scientific-work-in-the-post-industrial-digital-economy/78101.html

Mechanisms of Increase in Organizational and Technology Reliability at Management of Innovative Construction Production

In article the problem of distribution of technology dependent works on contractors is considered during creation of the innovation production due to capital investments in means of mechanization and automation of construction production that allows to construct such schedule by means of which time of accomplishment of the corresponding amount of works is minimized by the set great number of contractors and the optimum sequence of their accomplishment is defined. At the same time job sharing on contractors with use of methods of research of stream — Dijkstra’s algorithms is considered optimum. The relevance of creation of this model is defined by need of rational use of human resources. It is possible to carry possibility of process description of construction to advantages of model at the same time of several objects the innovation means of production with increase in parameters of organizational and technology reliability.

The Moderating Effects of Employee Benefits and Job Burnout among the Employee Loyalty, Corporate Culture and Employee Turnover

The purpose of this research was to find the employee welfare and loyalty of burnout employees, corporate culture and the role of employee turnover in the hotel industry. A total of 330 questionnaires were sent out in the study and 257 valid questionnaires were adopted. The main results showed: (1) Employee loyalty and corporate culture have a negative impact on employee turnover; (2) The interaction between employee loyalty and corporate culture affects job burnout and affects the employee turnover rate; (3) Employee loyalty affects corporate culture Have a positive impact; (4) Influencing employee turnover rate through intermediary corporate culture; (5) When corporate culture and employee turnover have a moderating effect, that is, when employee benefits are high, employee burnout will affect job burnout; that is, when employee benefits are low, employee burnout will reduce job burnout; when employee benefits are low, employee burnout will affect job burnout. Therefore, in order to expand the development space of the catering industry, the quality and efficiency of the service industry must be improved, which requires a connection between professional talents and the rational use of human resources. This requires professionals and proper use of human resources to maintain relationships. Managers need to pay attention to environmental changes and social dynamics, changes in structure and employees so that they can flexibly adjust to meet the needs of employees.

Association of medical staffing and outcomes in cardiovascular diseases

Raised life expectancy of patients with cardiovascular diseases (CVD), due to continuous progress in drug treatment options and widespread use of innovate technologies, increase the burden of CVD on healthcare system. The development of human resources by highly qualified specialists is of fundamental importance. For the rational use of human resources to achieve the targets of federal project on the prevention of cardiovascular diseases, it is necessary not only to analyze the actual situation with medical staffing, but also the potential effects of staff shortages and imbalances on mortality. The review presents evidence of associations between staffing and quality of care and CVD outcomes.

ПРОБЛЕМИ ТА ПЕРСПЕКТИВИ РОЗВИТКУ МІЖДЕРЖАВНИХ МІГРАЦІЙНИХ ЗВ’ЯЗКІВ

The article examines the problems and prospects for the development of interstate migration relations. The assessment of migration processes in the world economy is carried out and the migration processes of Ukraine are analyzed. The directions of influence of migration processes on the economy of the countries are defined. Migration policy is defined as a system of conceptually united tools by means of which the state and its social institutions provide achievement of the purposes of development of processes of external migration corresponding to perspective tasks of social and economic development. The consequences of migration are considered in the context of political, economic and social security. Labor migration has a huge impact on the global political and socio-economic situation. In recent decades, it has become an important factor in economic development, providing flexibility in the international labor market, more rational use of human resources due to their movement between countries, the accession of developing countries to the world production system, interaction and mutual enrichment of cultures. Problematic aspects are revealed, and also directions of the state policy of development of the market of migration services in Ukraine are substantiated. The reasons for increasing migration of Ukrainians are described, namely: low wages, relevance and place of work and demand for the profession, education system, health care and medical care, method, duration and safety of life, observance and protection of rights, ecology, unfavorable conditions for small and medium-sized businesses, arbitrariness of power, unstable political situation, military aggression. It is emphasized that one of the key elements of a free democratic society is an active state policy in the field of migration. Solving the problems of creating proper, comprehensive migration control for modern Ukraine is of great importance.

УПРАВЛІННЯ ПЕРСОНАЛОМ В СИСТЕМІ СУЧАСНОГО МЕНЕДЖМЕНТУ (НА ПРИКЛАДІ ГОТЕЛЮ GROFA, БУКОВЕЛЬ)

The article considers the organizational structure of the modern Hotel Grofa as an integral part of increasing the competitiveness and image of the hotel. In the field of service, it is very important to choose the right employees who meet customer requirements. The degree of satisfaction of guests in the hotel business is also achieved through the courtesy and responsiveness of employees. Therefore, effective personnel management was an essential function of hotel management. Employees are the most complex object of management. They continue to develop their relationship on a long-term basis. In modern conditions, the value of human resources is constantly growing, which leads to the formation of a personnel management system. Human resources are the most difficult object of management in the organization, because in comparison with the material factors of production, they are alive, have the ability to make decisions, act, critically assess the situation, have subjective interests and more. Personnel management is a purposeful activity of managers and specialists in organizational management and management systems, which includes the development of concepts of personnel management, strategies, principles and methods of personnel policy. Planning, formation, redistribution and rational use of human resources is the main content of personnel management. In the management of the organization, the human factor, the psychological characteristics of the team, individual needs and interests of individual members are not the last place. As a result of increasing competition, competition for consumers and quality of services, hotels are constantly improving. The main task is to recognize a high degree of social responsibility, which mainly depends on the manager and his ability to manage human resources. The formation of a personnel management system involves, first of all, building a "goal tree", with the goals of employees and the goals of the administration, ensuring their least inconsistencies, identifying the role and place of personnel management in ensuring the main goals of the hotel. In recent years, the relationship between management and personnel has undergone a complex evolution, becoming in the process of its development an organic and necessary part of the modern system of personnel management.

Jornada de trabalho na PMRN: o estabelecimento de limite e viabilidade de implantação de banco de horas nas unidades operacionais do comando de policiamento metropolitano

O presente estudo foi realizado com o objetivo de analisar as horas de trabalho na Polícia Militar do Rio Grande do Norte para as atividades de policiamento e administrativos, comparando com o aplicado ao trabalhador comum para explorar a aplicação dos fundamentos do banco de horas nas unidades do Comando de Policiamento Metropolitano, como o propósito de definir as condições de execução e os resultados aplicados. Para realizar o estudo foi aplicada a metodologia da pesquisa bibliográfica e documental, com a aplicação de questionário organizado com perguntas fechadas, porém com margem para opinião pessoal do pesquisado. Os resultados permitiram verificar que o banco de horas tem o potencial de representar uma solução viável para o controle das atividades profissionais dos policiais militares, assegurando que sejam alcançados maior eficiência na segurança pública estadual. A conclusão apresenta os resultados obtidos e define a utilidade do banco de horas no policiamento ostensivo e no serviço administrativo, como forma de garantir a eficiência no uso racional dos recursos humanos.

РАЗВИТИЕ МЕТОДИЧЕСКОГО ИНСТРУМЕНТАРИЯ АТТЕСТАЦИИ ПЕРСОНАЛА СЕЛЬСКОХОЗЯЙСТВЕННОГО ПРЕДПРИЯТИЯ

In modern conditions, the formation, rational use and development of human resources are relevant for any agricultural enterprise. Personnel development should be based on an effective system of adaptation, certification and motivation of employees. Certification of personnel is a procedure in which systematically, using the methods of personnel assessment, assesses the compliance of the activities of a particular employee with a certain standard for performing work in this position and at this workplace. In addition, the certification process assesses the performance of employees and their personal and business qualities. The study substantiates the need to develop an effective certification system that will best meet the goals of the agricultural organization, its needs and the organizational culture that has developed in it. The article defines the purpose of certification, which is to assess the conformity of the effectiveness of personnel competence with the goals and requirements of the enterprise; rational use of human resources; increasing the responsibility and effectiveness of staff; strengthening corporate culture. The stages of certification of personnel are highlighted and characterized. In the article, as a methodological support for certification, the form “Form for evaluating managers, specialists, and competency workers” is proposed, which records information on his performance indicators, qualifications, professional experience, strengths and weaknesses, and the possibility of transferring to a more responsible and difficult job. According to the presented list of competencies, a quantitative assessment is made of the conformity of the attestant for each item with the requirements of the position. The methodological toolkit for personnel certification developed during the study will help establish the professional and personal potential of the employee, create a talent pool and improve the activities of the personnel recruitment company; will determine the degree of conformity of the level of knowledge of the post, the effectiveness of the personnel, the need for advanced training of employees, standards for encouraging employees to improve their skills.

РЕТРОСПЕКТИВНИЙ АНАЛІЗ ПІДГОТОВКИ ФАХІВЦІВ ДЛЯ ЗБРОЙНИХ СИЛ УКРАЇНИ В СИСТЕМІ ВИЩОЇ ВІЙСЬКОВОЇ ОСВІТИ КРІЗЬ ПРИЗМУ АНТИТЕРОРИСТИЧНОЇ ОПЕРАЦІЇ

Introduction. In the context of existing and potential threats to the state's military security, Ukraine has a key role to play in preparing the units and units of the Armed Forces of Ukraine by trained personnel. Specifically, the soldiers implement the plan of the leadership of the state and the armed forces.Purpose. To determine the place and role of the system of higher military education in the preparation of the Armed Forces of Ukraine by a trained junior officer.Methods. The method of analysis and synthesis and the method of expert evaluations are used.Results. While determining the place and role of scientific research in supplying the educational activities in military HEI:systematized factors that influenced the level of staffing of the initial officer positions and the quality of the specialists who occupy them;the place and role of the military education system (VVNZ), as well as the training of a certain number of officers, are determined;a new approach is proposed on the integration of military education subsystems, personnel management and social protection into a single human resources management system.Originality. For the first time, the content of the integration of military education systems, personnel management and social protection is defined, which is to coordinate the processes of determining the need for specialists, selection, planning of training, evaluation and distribution (selection and placement), social protection of military personnel in order to ensure rational use of human resources, increase the effectiveness of the implementation of training and combat tasks.Conclusion. Our publication left out the question: "Was there, at the time of partial mobilization, the human resources reserve for officers of the grassroots level?", "Is the existing mobilization system capable of using it?".mso-ansi-language:UK;mso-bidi-font-weight:bold'>: dys.... kand. nauk z derzh. upravlinnya: 25.00.02. 285. 8. Frolov, V.S., Ustymenko, O.V. (2018). Udoskonalennya systemy viysʹkovoyi osvity: problemni pytannya vprovadzhennya metodyk pidhotovky ZS derzhav-chleniv NATO [Improvement of the system of military education: problem issues on the implementation of training methods of the Armed Forces of NATO member states]. Viysʹkova osvita i nauka: sʹohodennya ta maybutnye : Tezy dopovidey Mizhnarodnoyi naukovo-praktychnoyi konferentsiyi / za zah. redaktsiyeyu I.V.Toloka. – K.: VIKNU. 190–191.9. Statut proektu “rozvytok systemy viysʹkovoyi osvity ta pidhotovky viysʹkovykh fakhivtsivˮ [Statute of the project "Development of the system of military education and training of military specialists"]. Rishennya Ministra oborony Ukrayiny shchodo udoskonalennya viysʹkovoyi osvity vid 05.07.2018 № 7530/z/3.

Quality evaluation of bakery products with application of statistical methods of analysis

In this work the role of professional standards, the system of requirements of production to structure of working professions and to their competences, problems of ensuring production by skilled workers with shots is considered. Special attention is paid to a way of definition of the major factors influencing change of indicators of quality of a ready-made product and also definition of ways of optimization of these indicators of quality. In article it is also described problems of formation of a complete system of ensuring sustainable social and economic development. Creation of constructive mechanisms of interaction of the sphere of work and the education increasing efficiency and reducing expenses. The professional standards establishing the requirements to knowledge, abilities defining necessary competences for performance of a certain work or professional duties are studied are considered as one of tools allowing to create steady and effective interaction of the sphere of work and education, to provide rational use of human resources now. By means of statistical methods of accuracy and stability of course of process, key indicators of quality of Nikitinsky long loaf such as humidity of a crumb, acidity, mass fraction of sugar and mass fraction of fat were estimated. It was revealed that not all values of the chosen indicators submit to the normal law of distribution, except an indicator of acidity of ready long loaf the probabilistic share of marriage was calculated by this indicator of quality. For the purpose of increase in efficiency of activity of the enterprise, quality of works, services and processes development and deployment of the professional standard for the specialist in quality control of bakery products plays an important role as the professional standard, is the main step on the way of formation of an effective control system of personnel potential at the modern enterprise.

Взаимосвязь эмоционального интеллекта и преобладающего стиля управленческой деятельности руководителей ОВД

The study discusses the effectiveness of the Internal Affairs Ministry agencies management and the necessity to improve its forms and methods by a rational use of human resources as well as by paying more attention to the personality of a manager. The paper deals with an original psychological research aimed at identifying the relationship between the emotional intelligence and the predominant management style of the chiefs of internal affairs agencies. The research reveals that there is a consistent tendency for a higher level of emotional intelligence to correspond to a more democratic management style that is considered to be progressive in terms of modern management concept. This concept implies liberalization, humanization of the management process and the use of a wide range of managerial knowledge and approaches that allow the chief to take full advantage of the personal potential of his employees.