Technologies Of Personnel Management Research Articles

Priority directions of human resources management improving in the field of public service of Ukraine

The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.

Креативное управление кадрами регионального АПК в условиях макроэкономической нестабильности

Abstract. The purpose of the study is to analyze and evaluate creative innovative technologies for personnel management of agricultural enterprises in the context of macroeconomic instability and uncertainty. The object of the study. The development of innovative technologies is an important condition for the formation of creative management of the personnel of enterprises. In the context of the transition to a new technological structure and the modern scientific and industrial revolution, fundamentally new technologies for human resource management arise and develop. Modern society is a society of a new type, a “risk society” (W. Beck). Therefore, creative management includes not only innovative approaches to solving the problems of personnel policy, but also new technologies for working with risks. In the context of growing macroeconomic instability and uncertainty, creative personnel management is a risk-oriented practice of recruiting, placing and organizing the work of specialists, developing their professional qualities. Methods. The study used the methods of structural-functional, program-target and comparative analysis. The subject of the research is new technologies of risk-oriented creative personnel management of agricultural enterprises. The object of the research is the personnel management system as an integral element of the system of social and labor relations. Results. The main factors of macroeconomic instability and uncertainty are identified. A detailed classification of existing personnel risks is given. The features are revealed and the practice of new technologies of personnel management is analyzed (blockchain, crowdstaffing, crowdfunding, crowdsourcing, etc.). The difficulties of adapting creative technologies of personnel management to modern conditions are shown. The thesis about the expediency of developing the practice of labor self-government at modern enterprises is argued. Scientific novelty. The author's interpretation of the essence of creative personnel management is formulated and reasoned, and its difference from innovative management is revealed. Shown is the most important manifestation of the creativity of personnel management associated with the management of personnel risks in the context of macroeconomic instability.

The introduction of personnel control in processing organizations: features of the process approach

The innovative methods of personnel management are gradually being mastered in production organizations. However, personnel control tools are not enough estimated. In some cases, during the implementation and use of personnel controlling techniques, emphasis is placed on its control functions to the detriment of ways to motivate the manifestation of staff creativity. To overcome the contradictions in the perception of personnel management technologies and personnel control, in particular, regarding the theory and practice of introducing the latter in processing organizations, it should be considered as a system of methods and tools that radically change management processes based on the realization of the creative potential of managers. Based on the methodological dialectical installation of the transition of quantity into quality, The possibility of two directions of introducing personnel controlling technology into the structure of a processing organization has been proved: 1) reorientation of managerial processes in the existing personnel management; 2) the creation of a special controlling subsystem. Taking into account the opinions of specialists regarding the development of personnel controlling as an existing structure, a choice has been made in favor of activating process managerial influences in the "bottom-up" direction while changing the structure of the processes themselves in the "top-down" direction and, on this basis, mastering new rules for "employee-employee" relationships worker. The application of the knowledge gained made it possible to justify the feasibility of using reengineering processes for the implementation of this project. The distinctive advantageous features of the proposed form of personnel controlling reengineering are the simultaneous increase in the level of creative staff competencies, simplification of the development of management decisions and optimization of the personnel management structure itself. The implementation of the idea of a process approach logically becomes productive if the economic activity of processing organizations is considered as a system of business processes.

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

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

Talent management in public authorities

Problem setting. Under the conditions of the intense labour market and fierce competition, talented and highly productive workers, who can learn quickly and adapt to rapid changes in the environment, and possess a range of unique skills, knowledge and competence in a particular field are particularly valuable. It was these employees who led the emergence of the new term “war for talent”, which initiated the formation of a whole direction in approaches to personnel management, namely talent management. Because of this, there is a necessity for a deeper understanding of the essence of the talent and the talented employee, as well as the identification of the talent management process as a separate area not only in the business sphere but also the formation of the concept of talent management for its practical application in public authorities. Recent research and publications analysis testified that an important role in the study of the talent management system in general and, in particular, in Ukraine, is played by an analysis of the world experience in this field since there are very few own developments and works. The fundamental bases of talent management are embedded and developed in the research and scientific works of well-known practitioners and researchers, such as M. Armstrong, J. Billberry, L. Jeffrey, S. Zelinskyi, E. Michaels and H. Hendfield-Jones, A. Robertson and G. Abby and others. Highlighting previously unsettled parts of the general problem. Concerning Ukraine, it should be noted that due to the outdated personnel management system existing in domestic organizations, especially in the public sector, this topic is not yet mature enough for a deep study, which, in turn, determines the necessity to research the theoretical aspects of the concept of talent management and to generalize the factors that stipulate the need to implement these processes in Ukraine. Paper main body. Today, more and more companies are realizing the necessity to reorient HR management to the concept of managing talented employees. Talent is the set of human abilities, inherent in his/her giftedness, skills, knowledge, experience, intelligence, prudence, character and energy, as well as the ability to learn and grow. Talent management is a purposeful activity aimed at creating a system of recruitment, development, use and retention of talented employees capable of achieving the best results in the work. With the adoption of up-to-date and topical regulations on personnel management in public authorities in Ukraine, there will be very specific chances to create a truly professional, qualified, stable and politically neutral state apparatus. In this regard, in recent years, there has arisen a necessity in strengthening the strategic role of HRM services in the public administration system, focusing them on organizational and analytical work in personnel management, planning the career of civil servants, forecasting staff development and providing training opportunities. The public authorities of Ukraine do not currently have a system and strategic foundations for talent management. In this context, it is important to talk not only about structural changes but about deep transformation, about values and principles of work of a civil servant, about the introduction of effective methods of motivation and complex approach to assessing personnel activity through the usage of quantitative and qualitative methods of assessment at all levels in the system of public authorities. The introduction of modern practices and technologies of personnel management in the system of public authorities, as well as the creation of separate structural units for the talent management, will improve the personnel management system at public service, ensure an objective process of recruitment and service career, and also strengthen the professional level and its competitiveness in the labour market. Conclusions of the research and prospects for further studies. Basing on the above mentioned, it can be noted that the issues outlined in our study require elaboration and solution at the scientific, theoretical and applied levels, and special attention has to be paid to the unification of the conceptual-categorial system, which is necessary for the harmonization of the processes of forming an effective model of talent management in the public authorities of Ukraine.

Technology of target development in the Human Resources Management of the State Border Guard Service of Ukraine

The features of development of technologies of personnel management of the State Border Guard Service of Ukraine are considered in the article. It is shown that the mechanism of development of the technology of targeting personnel management is inextricably linked to the processes of strategic management of the State Border Guard Service of Ukraine. The algorithm of development of targeting indicators is substantiated and it is shown that the main criteria of effectiveness of targeting of personnel management in the State Border Guard Service of Ukraine are: political stability at the state border; economic stability; social stability; professionalism.
 The author considers technology to be considered as a set (sequence) of techniques and methods of activity in the field of personnel management and highlights the following sequence in the development of technologies of personnel management: theoretical substantiation of technology of personnel management, which involves the allocation of its main purpose, the definition of smaller objects of design, development of project strategy; design (description) of technology of personnel management connected with drawing up of the algorithm of actions directed on the description of technological procedures and operations, and also development of technological tools; introduction of personnel management technology and its testing.
 Considering the technologies of personnel management in the State Border Guard Service of Ukraine, the author considers it appropriate to differentiate between the technology of goal-setting and technology of decision-making.
 Purposeful technology is based on the following types of goals: goals, objectives, goals, operational and vector goals.
 According to the author, the main criteria for the effectiveness of the goal-setting of personnel management in the State Border Guard Service of Ukraine are: political stability at the state border (statehood, international cooperation, democracy); economic stability (economy, reproduction, profitability, protection of economic interests of Ukraine); social stability (social security, legitimacy, cohesion, discipline, patriotism, morale); professionalism.
 The quantitative characteristics of goal setting criteria are internalized by the author on the following indicators: political; economic; social and legal; professional and professional; financial.
 The use of goal-setting technology allows for optimal choice of goals in the personnel management of the State Border Guard Service of Ukraine. The goal setting is the basis for the management decision.

Трансфер эффективных технологий управления персоналом в образовательную систему

The article presents the generalized results of many years of work to identify international trends in the staffing of the educational process. The analysis of state educational policy conducted by the authors allows to draw conclusions about the strengthening of managerial impact on the improvement of the qualification of the academic community. The study of the peculiarities of using HR management technologies in educational organizations of the Ministry of Internal Affairs of Russia revealed the prospects for their implementation in solving general and particular tasks of staffing this category of universities. The article reflects the priorities in the recruitment of professorships of universities of the Ministry of Internal Affairs of Russia over the past two to three decades. It is scientifically substantiated that educational organizations subordinate to the Ministry of Internal Affairs of Russia, in particular, implementing educational programs of higher education, in the staffing of the educational process encounter problems both common for the Russian university community and specific, generated by departmental features of the reproduction of scientific and pedagogical personnel, their generalized list is given. The factors that negatively affect the staffing of the educational process in the universities of the Ministry of Internal Affairs of Russia are investigated. Recommendations on the implementation of modern personnel management technologies in the educational environment are given, potential risks associated with the use of such innovations are analyzed.

Innovative technologies of personnel management of industrial enterprises in terms of introducing professional standards

The article is devoted to the problems of developing and adapting innovative personnel management technologies in the process of introducing professional standards. The authors dwell on innovative personnel technologies from the point of view of applying new methods and tools to the work of personnel, as well as the way these methods affect the increase in work efficiency. The article points out the main difficulties in introducing personnel innovations. The authors determine levels of adaptating personnel technologies at Russian industrial enterprises to the system of national qualifications. Increase in work efficiency is to become one of the final indicators of successful introducing the system of national qualifications. Taking into consideration the results of the rating published in the analytical periodical Market Watch, the auhors make an attempt to make a comparative analysis of Russia and other countries of the world in terms of work eficiency indicator. The article analyses the attitude of chief executives and HR-managers at industrial enterprises to the idea of introducing professional standards. The authors distinguish the main problems of introducing professional standards into the practical activity of Russian industrial enterprises. The authors come to the conclusion that the search of various innovative personnel technologies at industrial enterprises is necessary for successful functioning of the created system of professional standards.

Развитие социально-психологических технологий в управлении персоналом организации

Personnel and their social and psychological characteristics map out strategic management tasks of a modern organization. The paper features the socio-psychological methods and technologies of personnel management in the civil service. The objective was to define the potential of management of civil servants with the help of modern socio-psychological technologies. The research employed the methods of scientific knowledge, such as system, situational, expert assessments, logical analysis, analogies, and sociological methods. The research results can be used by state structures when building their own personnel management systems. The study revealed the appropriateness of the socio-psychological orientation of personnel-technologies in the civil service and the structural format of the socio-psychological technologies in the management of civil servants. The authors built an integral model of adaptation of socio-psychological staff-technology to specific conditions. They also describe prevention of the professional burnout syndrome in public service. The study featured the case of Office of the Russian Federal Penitentiary Service in the Stavropol region.

Сучасні технології управління персоналом.

The development of personnel management technologies is characterized by modern trends. These are: technological progress; mobility and other features of the new generation; new benchmarks in communication and teamwork. These trends are intertwined. Technological progress primarily changes people, their habits, and mobility in communications. The organizational structure and its information environment have also changed. Emphasis in personnel management focuses on such human qualities as emotional intelligence, creativity, emotionality. A clear balance of various activities of the company, a decrease in routine operations and the number of unskilled workers, an increase in the share of creative work, support and motivation of creative personnel - trends in the development of the organization of the future. Personnel management technologies cover all management functions and have their own specific sub-functions. The planning of the work of personnel is formed in accordance with the mission of the organization and the career strategy of a particular employee. Planning is done from a development strategy to specific operational plans. The organization of relations with the employer also undergoes changes both in the formal plane (today employees have several employers; they work as freelancers, contractors, etc.), as well as in the technologies of interaction and organization of group work. The development of the enterprise management system as an ecosystem involves the formation of an organization development strategy, HR strategy. They contain the values of the organization as a producer of goods and services and as an employer; enable the development of corporate culture and positioning of each employee in relation to the development of the organization. This approach allows us to consider the modern technology of personnel management in accordance with the main sub-functions. These include: strategic workforce planning; search, recruitment; staff training and development; management of staff efficiency; staff motivation through recognition and reward; career development of personnel, motivation for leadership.

Approaches to implementing technologies of personnel management in thermal power enterprises

The article refers to innovative forms of management in thermal power enterprises. It is pointed out that the subject matter of the research paper is approaches of implementing technologies of personnel management in thermal power enterprises.The methodological framework consists of general research methods and also economic and statistical techniques, namely: systemic and structural anlsysis, statistical method of economic analysis, empirical analysis to determine trends of personnel management in thermal power enterprises; induction and deduction method to improve approaches to implementing technologies of personnel management in thermal power enterprises; abstract-logical analysis, economic and mathematical programming to provide the rationale for introducing process and project approaches to implementation of personnel management technologies.A number of trends relevant to staff resources in enterprises are highlighted. It is assumed that the low level of investment is due to the following factors: high depreciation costs of equipment and large consumption of natural resources, a rigid organizational structure, a lack of delegated decision-making and leadership, a top-down approach to making decisions, use of traditional technologies of staff motivation and development, harmful working conditions.The paper provides recommendations on approaches to organizational structure of personnel management. It is concluded that little interaction between business units and insufficient use of technologies for staff development stem from the linear functional model of organizational structure. Particular attention is given to the importance of introducing process approaches to personnel management through horizontal and vertical integration of activities. Project approaches are also considered to be useful for implementing technologies of personnel management in thermal power enterprises. The article suggests ways for project team formation (think tanks / business incubators) and further innovative development of thermal power enterprises. Special reference is made to implementing growth-oriented technologies for personnel management and project team formation in thermal power enterprises. Finally, a set of methods for recruiting project managers are developed.

Совершенствование организации труда персонала в сфере

The study discusses the measures to improve labor management related to the specific application of the personnel management technologies by a case study of the Nizhnegorsky Road Construction and Maintenance Department (branch) of the State Uni-tary Enterprise of the Republic of Crimea Kry-mavtodor. The main organizational and economic indicators of the branch are analyzed. The research examines the staff number and structure, the quali-tative characteristics of personnel and staff rotation for three years. The authors identify the major priori-ties for the personnel development: the employees’ satisfaction with labor management, working condi-tions and the activities being implemented. To this end, the authors developed an employee question-naire consisting of five sets of questions (each one had a certain number of questions). As a result, the measures to improve labor management are pro-posed; their economic evaluation is presented as well. In addition, the indicators of effective imple-mentation of the personnel development system are analyzed.

Technologies of personnel management for shift workers (on the example of the Republic of Sakha (Yakutia))

Technologies of personnel management for shift workers (on the example of the Republic of Sakha (Yakutia))

Prospects for use of coaching in Ukrainian banks

Each bank manager should understand that the use of modern personnel management technologies is essential to motivate employees to work efficiently. Coaching is one of the ways to influence employees, it focuses on the formation of employee behavior in such a way as to maximize the independence and effectiveness of the decisions taken. To date, this kind of personnel management is becoming more relevant and significant. The purpose of the study is to determine the methods of coaching and its algorithm in personnel management, the possibility of borrowing the foreign companies experience, as well as its effective use as an innovative approach to personnel management. Scientific findings of leading scholars in personnel management, especially coaching, make the theoretical basis of the research. The research uses the methods of analysis, synthesis and comparison. The article describes the category of “coaching”, defines its main characteristics, functions and tasks, examines the use of coaching in the Coaching Policy on the Central Bank of Ireland, analyzes the current implementation of coaching in Ukrainian banks and rationalizes the relevance and prospects for using coaching by Ukrainian banks.

Исследование применения технологий управления персоналом в деятельности телекоммуникационной компании

Among all the social concepts of the 20th and 21st centuries, one of the most important is the concept of human resource management technologies. Personnel management technologies occur as a link between the theory and practice of HR management, acting as a way to increase the efficiency of staff activities, as well as to coordinate the interests of the organization and employees. The article raises the problems of using of the technologies of personnel management in the company’s activities and the prospects for implementing human resources technologies into the practice of personnel management. The authors made a research in order to study the situation of application of various HR technologies in the activities of the federal telecommunications company. The results of this study allow us to see not only the problems that now occur in the implementation of human resource management technologies in the practice of the company, but also to find the ways to solve them and to optimize the activity of HR departments.

Priority areas for the effective functioning of the public service in Ukraine

The article examines the priority areas to ensure the efficiency of the publicservice in Ukraine.One of the crucial problems of improving the state-government institutions isto develop effective human resources, creating a perfect mechanism for the civilservice.Analysis publications, the views of representatives of public authorities tostudy the problem of the legal framework on public service show that this issue isoften discussed and considered in political circles, public authorities at variousforums. The government is trying to take into account existing scientific observationslawyers, politicians on the public service. The permanent discussion in society andthe competent authorities to pass the revised legislation in this area.Without the proper implementation of laws and their implementation all ourlegislative activity will have no meaning. Irresponsible lawmaking as failure, not oflaws in life create extremely dangerous situation for the functioning of the state,society, each individual citizen. Preparation deliberately imperfect laws nothing butunnecessary costs of public funds not only money, if not otherwise. This provides thebasis for distrust of the law in general, Verkhovna Rada of Ukraine, which takes suchlaws, professional parliamentarians to the whole legislative system.By the end remain unresolved problem of increasing the prestige of the civilservice, civil servants to reduce dependence on the political situation in the country,ordering system management (recruitment procedure, competitions, evaluating thequality of employees, career planning, etc.) to overcome the lack of professionalismand legal culture officials failings of training. Also seems important to state, everystate agency, its structural unit should have a clear idea of the size of some experts interm of development to prepare them for certain professions.Only recently a gradual shift obtained the relationship between the publicservice and local government, introduction of new technologies of personnelmanagement in the public service. However, the most important issues only declaredin the policy documents and remain.From our point of view, in the reform of the legal framework of public servicemust use a systematic approach, consider public service as a tool for effectivemanagement activities. This causes the main objectives of public service in thecountry, including the basic principles is to achieve stability and integrity, ensuringthe effectiveness of government agencies, further democratization ways of formationand activities of government, the creation of social, legal and other conditionsnecessary for effective service.Improving the functioning of the legal principles of public service requires aclear legal definition of the fundamental provisions of the Civil Service, its place inthe system of governance, mechanisms unification of certain positions given thecontent of the employee and its impact on the final decision of official responsibility,procedure and conditions for the transfer of civil servants one state agency to another,and to strengthen the social security of civil servants, including in the event ofdismissal of reasons beyond their control.Given the common task to perform public service, we believe that currentreform priorities and improve its legal framework should be:1. Introduction of effective mechanisms, standards and procedures forpersonnel management in the public service.2. One aspect of improving civil service associated with the introduction of aneffective mechanism, standards and procedures for personnel management is thedevelopment of the senior civil service.3. Introducing competitive selection exclusively for civil service positions inall categories.4. Increasing the capacity of the civil service.5. Quite closely to the problems of improving public service related to issues ofconflict of interests and transparency of income and expenditure of public servants.6. It makes sense in our opinion is the conversion of units to work with staff instate-government agencies to "service personnel".7. Equally important is the introduction of objective criteria for assessing thepublic sector.8. Another important dimension of public service should be the introduction ofsoftware and analytical approach to staff development, including career planning andcreation of personnel reserve.An important area of public service in Ukraine has also become construction ofan effective system of training of civil servants.The solution to the above organizational problems of the civil servicedeficiencies regarding the content and completeness of legal regulation will create notonly effective system of civil servants working in the country, but also to the nextlevel of government in general.

ИНТЕГРАЛЬНЫЕ ОЦЕНКИ КАЧЕСТВА ОБРАЗОВАНИЯ

The paper deals with the specifics of integral assessments of the quality of education. Analysis is based on cause-and-effect diagram. This chart includes the following factors: results of the entrants’ contest, marketing of educational services, organization of the educational process, IT education facilities, technologies of personnel management, intellectual capital, technology of human resource management, management of educational resources and management of educational innovation. The paper provides a detailed analysis of these factors as factors of integral assessment of education quality. The article underscores the need for developing special methods for integral assessment. The practicability of use of correlative methods for integral assessment is shown. They can be used to manage staff and to assess the effectiveness of training. The article highlights the dominant role of information technology in education management and integral assessment of the quality of education. The article highlights two educational qualities: external and internal. Internal quality of education is determined by regulatory standards. External quality of education is determined by the external environment, in particular, competitive professionals who have received education.