Talented Personnel Research Articles

Assessing the effectiveness of using personnel adaptation tools

In today's world of rapid changes and competition in the labor market, eff ective recruitment and retention of talented personnel is becoming an integral part of a successful business strategy. Alina Lizunova, the leader of the HR department of the MYBOX Asian and Japanese restaurant chain, told how to adapt employees so as to integrate a newcomer into the company's business processes for a long time and keep in touch with the candidate even after dismissal.

Implementation of economic and didactic opportunities of the educational university-based technology park in the training of engineers for the food industry

Introduction. With the advent of a new component in the system of continuous education – the children’s and youth leisure technology park (technopark) at engineering universities – the task arose to identify its niche in this system, to determine educational and mentoring opportunities. Research purposes are to determine the economic and didactic capabilities of university educational technology parks and to describe the principles of advanced education. Materials and methods. The research material was the activities of the technology park in the field of training personnel for the food industry. Systemic, personal, activity-based and axiological methodological approaches were used. Project-oriented learning and the research-based teaching method, collaboration technology, methods of collective and creative project activity, STEM education technologies, and collaborative learning were applied. Results. Leisure education in the technology park for schoolchildren with engineering inclinations is aimed at the students’ individual development in a creative team, project activities under the guidance of a mentor, demonstration of their scientific and technical achievements at international competitions, active search for their creative “I” and choice of direction for further professional development within the walls a specific university and an already chosen specialty. The technology park is also considered from the perspective of economic pedagogy. The “product” that the technology park offers is the skills of creative work, the ability to combine knowledge obtained from various fields of technical and technological sciences to generate new knowledge and create unique industries, i.e. as an intellectual “good” in the format of skills for its use and skills for ethical assessment of the results of future achievements (axiological aspect of training and education). STEM education technologies are optimally combined with the use of remote access laboratory installations for research, which makes it possible to conduct physical and chemical experiments in real time in real installations, remotely controlling the operation of the installation. This makes it possible to form a clear idea of natural phenomena and their role in technological processes. Conclusion. The creation of university-based technology parks is promising for the actively developing technology industry, it provides the opportunity to form a talented personnel reserve and develop environmental thinking.

Attracting young people to the civil service: analysis of the problems and necessary measures

The article is devoted to solving the problem of reducing the number of young specialists in the civil service system of the Republic of Kazakhstan. Currently, the task of attracting talented and young specialists to the civil service is one of the priority and strategic in the framework of the ongoing professionalization of the state apparatus. This is due, firstly, to the growing shortage of qualified specialists in many areas of public service activities, and secondly, to the increased competition in the labor market for young and talented staff. In these conditions, public bodies have to compete with organizations of private and quasi-public sectors, which often offer more attractive financial conditions when hiring employees. In this regard, in order to overcome the possible negative consequences of these trends, as well as to effectively attract and retain talented personnel in the civil service, it is necessary to work comprehensively, providing not only for the introduction of advanced approaches to entering the civil service, but also for the creation of attractive conditions for being in it. The purpose of this study is to analyze the domestic practice of stimulating the attraction of young people to the civil service, as well as to develop recommendations aimed at increasing the attractiveness of civil service for talented young people. This study reviews domestic and foreign literature on the subject, analyzes the current model of attracting young people to the civil service, identifies the problems of staffing the civil service and career preferences of young people, as well as recommendations to improve the attractiveness of public service and prevent the outflow of talented young personnel.

ИСПОЛьЗОВАНИЕ КОМПЕТЕНТНОСТНОГО ПОДхОДА ПРИ ФОРМИРОВАНИИ КАДРОВОГО РЕЗЕРВА

This article is devoted to considering the issue of using a competency-based approach when forming a personnel reserve in a modern company. For successful functioning, an organization needs highly qualified and talented personnel. The use of competency models to form a personnel reserve will allow you to evaluate employees not only in terms of knowledge and skills, but will also allow you to determine what personal and business qualities an employee should have for a specific position. The article discusses the theoretical aspects of the formation of competency models in an organization, and also provides an example of developing a competency model for a modern company

New development: Is it time for New Public Service Bargain?

IMPACT Governments should realize that public sector organizations are no longer the employer of choice. Public sector organizations face the challenge of attracting, recruiting and retaining skilled, competent and talented personnel. The public sector now competes with other sectors in a digital economy often offering better remuneration and working conditions. Decades of neoliberal public sector reforms and austerity measures have eroded the extent to which public sector organizations are attractive as a potential employer. The article suggests the idea of a New Public Service Bargain between politicians and civil and public servants as a more effective and sustainable approach to building public sector capacity to deliver services.

Методика оценки здоровья корпоративного бренда на рынке гостеприимства

The article presents the author's methodology for assessing the health of a corporate brand in the hospitality market, including various factors and components of the developed methodology. The basis of the corporate brand health assessment methodology is the allocation of three main categories of the methodology, such as the quality of knowledge, the pyramid of knowledge and the brand health assessment itself, based on PAR and BAR indicators. The article also reviewed the existing methods of brand health assessment on the market, based on which a proprietary methodology for assessing the health of a corporate brand was developed. Assessing the health of a corporate brand allows a company not only to focus its marketing policy on leaders from the consumer's perspective, but also from the perspective of the organization itself. Brand health assessment allows you to identify the advantages of an enterprise, which is critically important when choosing a place of rest or services for a consumer, since today's consumers are increasingly informed and more demanding of the quality of services provided. Moreover, the hospitality market is saturated with a variety of leisure destinations, therefore, with the help of brand health assessment, it is possible to identify unique competitive advantages, stand out on the market and successfully continue the fight for consumer attention. The importance of assessing the health of a corporate brand is also important for such a target group as the company's employees. Successful enterprises can be attractive to talented personnel, which can have a positive impact on the quality of services provided. The developed methodology for evaluating the corporate brand of an enterprise allows the organization to competently and timely analyze marketing communications, respond to rapidly changing environmental conditions and take timely measures.

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New Public Service Bargain: Time for Paradigm Shift in Turbulent Times?

Europe and North America are facing demographic changes with an aging population and declining birth rates. This has implications for the labor market and the workforce of the future. An existential crisis for public institutions is that the public sector is no longer the employer of choice. The public sector is already facing challenges in recruitment, filling vacancies with competent and talented personnel, and retaining public servants. The paradigm shifts in the state from public administration to new public management and new public governance in part underlies this declining interest in public service with the introduction of neo-liberal public sector reforms over the decades, downsizing of the state, relatively lower pay, and various austerity measures. The article revisits these paradigm shifts of the state, providing a review and discussing the impact of these shifts. Furthermore, the article argues for a new paradigm shift. A New Public Service Bargain, which recognizes and values public service because it is the human resource capacity of the state that is key to addressing crises, wicked policy problems and turbulent times.

Performances evaluation of machine learning models on income forecasting

Job seekers, especially those who are looking for their first job, often lack sufficient experience and guidance, which makes it difficult for them to obtain satisfactory salaries. Therefore, salary prediction is very important. For individuals, income ranges can be estimated; for companies, the use of such estimates can guide salary adjustments for employees and prevent the loss of talented personnel, increase company revenue, and reduce operating costs; for governments or countries, these estimates can provide a macro-level assessment of overall income for a large area, such as predicting GDP per capita in a city, making it easier to make economic adjustments and grasp macro development trends. This article uses three models: decision trees, random forests, and neural networks, to train relevant datasets. The dataset is Adult Income Dataset from Kaggle. A total of 32,561 adults are included, including 15 items of data including age, education level, occupation, marital status, working hours per week, and others. The training and test sets were divided into a 7:3 ratio, and the predictive result of each model was evaluated through following figures: accuracy, recall rate, and F1 score. The final conclusion was that the random forest model had the best performance. There is an inseparable relationship between residents' income and the development and happiness of individuals and social stability.

Design and Analysis of Human Resources Using Artificial Intelligence

Objective: Artificial intelligence makes it simpler to decide things and to rectify the flow of organizational procedures and actions, making it easier to examine the work happiness of staff members and enhancing management with only a range of tasks, work styles, and surroundings. To ensure that the firm hires and retains talented personnel in light of the rise in international business operations and the number of companies expanding into export firms, people management is required. Organizations have struggled to find qualified experts to perform the necessary training and assignments for a very long time. This study's objective is to develop an automated system for measuring job satisfaction but use an improved neural network methodology. Method: The data analysis is performed based on a variety of variables, including the number of workers, the total amount of employees by industry, the total number of employees by income range (lower, moderate, higher), and the total number of workers by the department as well as salary range. Results: The most important characteristics, such as the degree of comfort, the most recent review, the number of events, the typical number of hours worked each month, and staff members with a little more than ten years of service, are identified. As a method of improvement, the Genetic Algorithm is used to increase the quality of characteristics. Conclusions: Artificial Neural Networks are used to estimate the satisfaction levels of employees by feeding them the best qualities as input data. Analysis of the suggested work's enhancement in accuracy, recall, as well as F-measure has just been done in that order.

The Case for Providing the Student Athlete a Voice in the Evaluation of Coaches

Among the most challenging of the varied tasks that athletic directors face is that of human resource management, commonly referred to as HR. Human resource management requires of an athletic director the ability to hire talented personnel, provide them with the resources and training to be successful, to evaluate performance against established goals and criteria, and to maintain accountability. It has been said that the secret to success is to “hire well and delegate.” The evaluation of personnel, head coaches in particular, is often the most challenging, time-consuming, and yet critical HR aspect for athletic administrators.

Indicators of Innovation in the Strategic Management of the Textile Sector

The internal structure of Ecuadorian textile companies includes an important aspect: their level of innovation. To remain competitive, it is crucial for these companies to continuously update and create cutting-edge processes that differentiate them from textile companies in other countries. This study examines the impact of innovation on the strategic management of the Ecuadorian textile industry. Data was collected through a survey based on a structured questionnaire, which was administered to textile company managers in the Sierra region. The questionnaire underwent validation by eight industry experts, and its high reliability was confirmed using Cronbach's Alpha method. The results indicate a positive relationship between innovation and strategic management. Furthermore, the study identifies two key areas that offer significant opportunities for improvement in the short term: the selection and training of talented personnel and the integration of information and communication technologies (ICT) in management processes.

The impact of digital skills, human centric culture, employee wellbeing, and HR analytics on talent management in the Sultanate of Oman: A quantitative study

Talent management is of utmost significance in contemporary organizations striving to navigate the challenges of the current environment effectively. This research aims to explore the perspectives of talent management development practices in the Sultanate of Oman and assess the influence of digital skills, human centric culture, employee wellbeing, and HR analytics on shaping talent management in the region. Employing a quantitative approach, the study was conducted across various organizations in the Sultanate. The findings are based on data collected from a sample of 207 respondents comprising human resource managers from diverse sectors in the Sultanate of Oman, obtained through an online questionnaire using nonprobability sampling. The study substantiates that variables such as digital skills, employee wellbeing, human centric culture, and HR analytics exhibit a significant positive association with talent management, thereby bolstering the mechanisms of talent management within companies in the Sultanate of Oman. These results have immediate implications for talent management practices, ensuring efficient discovery, attraction, development, evaluation, and retention of talented personnel within organizations. As a recommendation, this study proposes that all organizations in the Sultanate of Oman devise a comprehensive list of processes and HR activities to address talent management challenges in the post-COVID era, ultimately enhancing work efficiency and adeptly responding to emerging trends.

Theoretical Principles of Motivation Management in the Territorial Community

The importance of employee motivation in a territorial community lies in its impact on their productivity, efficiency, and engagement in community development. Motivated employees demonstrate greater initiative, creativity, and collaboration skills, which contribute to achieving community goals and solving its problems. Moreover, motivation helps retain talented individuals, increases job satisfaction, and creates a positive work atmosphere that fosters cooperation and community development as a whole. The article explores the historical origins of the term “motivation” and its main stages of evolution. It examines interpretations of the concept of motivation by both domestic and foreign scholars and proposes its own definition. Motivation is understood as “the main management function that consists of a set of specific motives that drive employees to more productive and efficient work in order to achieve their own goals and the goals of the organization, as well as to apply employees' professional potential in a strategic period”. The dynamics of the number of scientific publications in the Scopus database on motivation research over the past 10 years, including by Ukrainian scientists, are analyzed. The search results show an increasing interest of researchers in studying the concept of motivation, with a total of 13,072 works in 2022. The main stages of the employee motivation process are considered. This process includes six main stages: the emergence of a need, seeking ways to satisfy the need, setting goals and directions of action, implementation of specific actions, receiving rewards for actions performed, and satisfaction of the need. A comparative characteristic of the terms “motivation” and “stimulation” is provided based on the following comparison criteria: scope of application, duration of action, stimulating measures, relation to work, organizational form, and overall goals. A well-developed motivation system that combines both material and non-material incentives ensures improved productivity, as motivated employees are more inclined to high-quality and productive work. By improving motivational management, a community can stimulate employees to achieve better results in their duties and attract and retain talented personnel, as competition for talented specialists becomes increasingly intense.

DEVELOPMENT OF PEDAGOGICAL COMPETENCE IN FUTURE TEACHERS

This article highlights the issue of pedagogical competence, professional competence, formation of professional qualities and development of future teachers based on self-development and self-assessment. The main goal of modern education is to train ambitious and talented personnel who are mature in all respects, socially flexible to contribute to society, able to work independently on themselves, for a highly developed society. From this point of view, the level of competence of the pedagogue is of great importance in the education of a comprehensively developed personality.

미용 관련 대학의 맨즈 헤어 교육과정 현황 분석 연구

As male consumers become more interested in appearance management, their interest in men’s hair salons has risen accordingly. As a result, there has been a necessity to develop specialized personnel and nurture men’s beauty experts. The goals of this study are as follows: First, it attempted to examine men’s hair academy situations across the country. Second, it targeted to analyze men’s hair courses in junior and 4-year colleges. Third, it aimed to check the number of hairstyling training courses in colleges and investigate differences in men’s hair courses compared to cosmetology courses. For this, data were collected through College Alimi, website search and private institute civil services and comparatively analyzed. The results found that according to analysis of the number of men’s hairstyling academies across the country, a total of 59 academies were found. In particular, most of them were situated in Seoul and Gyeonggi-do. In contrast, no hairstyling academy was established in Gwangju, Sejong and Jeju-do. Concerning men’s hair courses in beauty colleges, 22 out of 45 junior colleges (2 or 3-year college) have such courses. When analyzed by region, men’s hair courses were found in 7 colleges in Gyeonggi-do. In 4-year colleges, 11 out of 86 colleges offer men’s hair courses. When analyzed by region, 4 colleges have men’s hair courses in Seoul. In terms of the proportion of men’s hair courses, junior colleges were greater than 4-year colleges. In terms of the percentage of men’s hair courses by region, Seoul was the highest with 10.9% in junior colleges while no men’s hair courses were found in 4 regions (Gyeongsangnam-do, Gwangju, Daejeon, Gangwon-do). In 4-year colleges, Gwangju Metropolitan City was the highest with 9.3% while no men’s hair courses were observed in 7 regions (Daegu, Gyeongsangnam-do, Gyeongsangbuk-do, Gangwon-do, Incheon, Sejong, Jeju-do). Recently, private academies have been active in offering men’s hairstyling programs. Under these circumstances, it is anticipated that beauty colleges would set a new direction for men’s hair courses and nurture talented personnel through such courses, boosting men’s hairstyling industry.

What hinders the training of specialists in the construction and operation of road bridges in modern conditions

The issue of training bridge engineers in universities in the Russian Federation is being addressed. It has been noted that there has been a decline in the education of bridge building in Russian universities, particularly in the northwestern, southern, and Trans-Baikal regions bordering the Pacific Ocean. Attention is drawn to the fact that the proposed draft concept for road education development until 2035 has not yet been approved by the Ministry of Science and Higher Education of the Russian Federation, which leads to questions about how universities with different affiliations will interact and a lack of supporting legal documents. The draft also lacks information about undergraduate and graduate programs. The quality of the staff in the graduation departments of universities is also low, with the salaries of teaching staff nearly two times lower than the median salary of road workers. Acquiring the titles of associate professor and professor requires a significant amount of time and effort. The number of teaching staff is determined based on the number of students, not the workload, which leads to universities retaining weaker students. Graduate school scholarships are also very low, and most graduate students work, which results in delays in defending dissertations and an unwillingness to stay in the department. The high workload and lack of incentives also discourage writing books and manuals, especially given the current advancements in bridge building. For regional universities to be effectively operated and developed, three conditions must be met: availability of funding, competent leadership, and talented personnel, which are currently lacking. This is why scientific research is not being conducted in universities, especially since Rosavtodor cannot fund fundamental or exploratory research. The article concludes by discussing the experience of training highly qualified specialists at Tyumen Industrial University in collaboration with Mostostroy-11 Joint-Stock Company. The organization of the educational process and the approximate topics of final qualification works are described. All undergraduates conduct patent searches and use patents in developing their master’s theses. The results of their research are published in journals listed by the Higher Attestation Commission.

Lensing to employee attrition rate and internal movement in an organization: Application and intervention through Markov chain

The objective of the paper is to apply Absorbing Markov chain model in the study of employees’ attrition rate of an organisation over a discrete time interval. This requires transition probability matrix to be stochastic and Markov network to have at least one ‘absorbing state’. The paper addresses this problem by associating the employees leaving the organisation with a state, hereafter called ‘ exit state’, which is ascribed to ‘the absorbing state’. The physical interpretation of the probabilistic characteristic of an absorbing state logically relates it to a ‘void’ . The state of ‘void’ has no resource / element in the initial state of the system, and, in the final state, any resource/ element transitioned to this state becomes irretrievable, hence non-contributory to the organisation for all practical purpose. This concept supports the construction of stochastic matrix of Markov analysis. The dynamics of free markets and prevalent meaning of freedom- freedom from fear, freedom from scarcity and freedom from harsh subordination, as perceived by the present-day digital generation, are the reasons behind their good intention to exercise freedom of choosing and changing organisations. It is, therefore, a matter of concern for corporate leadership to ponder over how to retain talented personnel and keep watch over changing trends of employees quitting the organisations. The present paper demonstrates the successful application of our conceptual model by a case study of employees’ attrition rate of an MNC operating in India, discusses the causes of high attrition rate and provides suggestions to leadership for win-win interaction with the employees.

THE MAIN TASKS OF HR ANALYTICS IN THE CONTEXT OF IMPLEMENTING THE PERSONNEL MANAGEMENT FUNCTION

Introduction. The article presents and substantiates the main tasks of HR analytics at the enterprise in modern conditions. Monitoring and adaptation of the personnel management system to new economic conditions are key aspects of the effective functioning of the organization during the war. Personnel training metrics determine the effectiveness of the processes of appropriation and selection of employees in the company. They help to assess how successful the work of acquiring and retaining talented personnel is. The study of personnel retention is an important task of the HR analyst in order to determine the main reasons for personnel turnover and develop an effective talent retention policy. Measuring the effectiveness of remote work organization is important in the context of changes in organizational work models. By comparing the results of the work of employees, it is possible to find out the main criteria that must be met by the work organization in order to ensure the maximization of the work of the staff. Analyzing staff training and development processes is important to ensure sustainable company growth and support employee skills. Goal. To substantiate the main tasks of HR-analytics capabilities in the implementation of current personnel management tasks. The conditions of digitization of the economy create new challenges for personnel management, and the formation of an effective HR analytical system becomes a key element of a modern enterprise. This system is determined by the need to quickly obtain and analyze personnel information for making informed decisions.

ФОРМУВАННЯ СТІЙКОЇ КОРПОРАТИВНОЇ КУЛЬТУРИ ЯК ЗАСІБ ПОПЕРЕДЖЕННЯ ЕКОНОМІЧНИХ ТА ІНТЕЛЕКТУАЛІЗАЦІЙНИХ РИЗИКІВ ОРГАНІЗАЦІЇ

The article considers the strategic importance of the formation of a sustainable corporate culture in the context of preventing personnel management risks, as well as economic and intellectualization risks for the organization. Aspects related to the formation of a sustainable corporate culture have become key in modern business. This is important from the point of view of personnel management, as well as to avoid economic and intellectual risks that can affect the success of the organization. One of the key components of successful adaptation is the strengthening of corporate culture, which affects the internal life of the organization and serves as an effective tool for personnel management. Corporate culture is essential in reducing economic risks for the organization. This is due to the fact that a well-formed culture contributes to internal stability, ensures clarity of goals and orientation of the entire team to achieve a common goal. In addition, corporate culture affects the motivation of employees, their commitment to the company and willingness to work for results. Personnel management includes understanding the role of corporate culture and its constituent elements. It affects the efficiency of employees by creating a favorable environment for their professional growth and development. Employee satisfaction, as well as reduced employee turnover, can be achieved through a well-directed corporate culture that takes into account the needs and values of its employees. An effective corporate culture affects the overall financial success of the company. It creates a favorable background for business development, ensures internal stability and promotes the attraction and retention of talented personnel. A clearly defined culture helps avoid conflicts, strengthens team spirit and positively affects the company’s reputation in the eyes of consumers and partners. Analysis of successful practices of other organizations can serve as an important source of learning and generalization of experience in implementing corporate culture. This allows you to identify the most effective methods and approaches that can be adapted to the specific needs and conditions of your own organization. Strategies for creating a corporate culture should be aimed at maintaining the stability and success of the organization in conditions of uncertainty. The development of such a culture involves constant improvement and adaptation to changes both in the internal environment and in external markets. The formation of a sustainable corporate culture is an integral component of successful management of the organization. It affects all aspects of the company’s activities, from the stability of internal processes to the attraction and retention of talented personnel. Investing in the formation and strengthening of corporate culture can be a key success factor in today’s business environment.