Um die anderen Arten von Veröffentlichungen zu diesem Thema anzuzeigen, folgen Sie diesem Link: Employees' professional qualities.
Zeitschriftenartikel zum Thema „Employees' professional qualities“
Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an
Machen Sie sich mit Top-50 Zeitschriftenartikel für die Forschung zum Thema "Employees' professional qualities" bekannt.
Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.
Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.
Sehen Sie die Zeitschriftenartikel für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.
1
Kvashnina, N. N., und I. N. Konopleva. „The relationship of personal qualities and efficiency of professional activity of employees of tax authorities“. Psychology and Law 5, Nr. 3 (2015): 61–74. http://dx.doi.org/10.17759/psylaw.2015050306.
Der volle Inhalt der QuelleAnnotation:
The article is devoted to the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. In work the analysis of professional activity of the employee of the tax authority, attempt to consider a set of actions included in the notion "efficiency of professional activity", and considers personal qualities necessary, from our point of view, for the tax officials of official duties. The article presents the results of empirical research on the relationship of personal qualities and efficiency of professional activity of employees of tax authorities. The study was conducted on the basis of Inspection of Federal tax service of Russia № 26 in Moscow. In research took part the employees of the following departments: in-house departments, field departments, division of work with taxpayers, the division of debt. The relationship between identified qualities as well as differences in manifestation of studied qualities in the employees of tax bodies with different lifetime.
2
Schneider, Robert C., William F. Stier, Stephen Kampf, Scott G. Haines und Gregory Wilding. „Characteristics, Attributes, and Competencies Sought in New Hires by Campus Recreation Directors“. Recreational Sports Journal 30, Nr. 2 (November 2006): 142–53. http://dx.doi.org/10.1123/rsj.30.2.142.
Der volle Inhalt der QuelleAnnotation:
Professionals and students working in college recreation departments are often involved in many facets relating to the hiring of competent employees. A review of literature revealed that various professions sought different qualities in potential job candidates. There were few examples of research relating to the qualities sought by potential employers of campus recreation personnel. Therefore, recreation directors, holding a NIRSA institutional membership, were surveyed to determine the characteristics, attributes, and competencies preferred in new hires for: (a) professional positions, (b) graduate assistantships, and (c) student employees. The findings revealed the most highly sought after qualifications in professional job candidates were excellent language/speaking skills, prior experience in campus recreation, neat overall appearance, excellent writing skills, and possession of a graduate degree. In terms of graduate assistant positions, campus recreation directors highly ranked the categories neat overall appearance, excellent writing skills, and prior experience in campus recreation. Campus recreation directors ranked the possession of certifications in first aid and CPR highly among student employee applicants.
3
Antonovskiy, Aleksandr. „Professionally important qualities of employees of the penitentiary system in the context of digital transformation“. Applied psychology and pedagogy 10, Nr. 1 (11.01.2025): 195–206. https://doi.org/10.12737/2500-0543-2025-10-1-195-206.
Der volle Inhalt der QuelleAnnotation:
In the new socio-economic conditions, the requirements for professionally important qualities of specialists and the formation of their competencies are not just changing, but are being transformed and rebuilt, and this is primarily due to the restructuring of social processes and the introduction of digital technologies in various fields of professional activity. Professionally important qualities are understood as the individual properties of the subject of labor, a certain set of psychological characteristics that are necessary and generally sufficient for the implementation of effective and reliable professional activities, thus ensuring the success of its implementation. Understanding the formation of the necessary professionally important qualities among employees of the penitentiary system, ensuring the success of their official activities, is significant in terms of making timely, highly likely, objective managerial decisions on issues of professional and career growth of employees, assessing the prospects for appointment to certain positions, the possibility of forming a personnel reserve on a regular basis, conducting professional selection procedures, professional certification, professional training. The main professionally important qualities and competencies of employees of the penitentiary system in the context of digital transformation are considered. A promising scientific direction of research on professionally important qualities of employees of the penal correction system using the method of structural analysis of the organization of psychological indicators is highlighted. The issue of professional mentoring in the penal system of the Russian Federation has been updated. Additionally, such professionally important qualities as mastery of digital culture, digital competence, mastery of information hygiene skills when working with software and information systems, compliance with information security and information protection issues were noted. The study of the issues of professionally important qualities of employees of the penitentiary system is of promising scientific practice-oriented interest in such areas of psychological support of professional activity as professional selection optimization of programs to support professional adaptation of employees at various stages of professional development, development of an up-to-date professional description of professional activity, identification of factors of psychological success
4
Stolyarov, H. V. „Business career planning of an employee of the agroindustrial complex“. Agrarian Economics, Nr. 1 (01.02.2022): 56–68. http://dx.doi.org/10.29235/1818-9806-2022-1-56-68.
Der volle Inhalt der QuelleAnnotation:
Types, models and stages of professional career, as well as stages of formation of an employee as a professional, are considered. Criteria for promotion of personnel building (planning) an administrative career (“managers”) and employees who choose the path of “an expert” are featured. Peculiarities determining prospects for professional and rank growth in small agribusiness are highlighted.Example of professional development chart shows what a person should focus on in order to achieve a set goal. Attention is paid not only to factors of a successful career of personnel, taking into account their personal and business qualities, but also to objective conditions affecting the employee’s career advancement.
5
Beggs, Brent, Olivia Butts, Amy Hurd und Daniel Elkins. „Differences in Employee Perceptions of Entry-Level Competencies of NIRSA Campus Recreation Professionals“. Recreational Sports Journal 42, Nr. 1 (April 2018): 90–101. http://dx.doi.org/10.1123/rsj.2017-0001.
Der volle Inhalt der QuelleAnnotation:
Core competencies are defined as skills, knowledge, and abilities that an employee needs to be successful in a job. There has been research examining competencies in a variety of professional recreation settings, including campus recreation. Research in campus recreation has confirmed the understanding of the NIRSA Core Competencies: program delivery; philosophy and theory; personal and professional qualities; legal liabilities and risk management; human resources management; facility planning, management, and design; business management; and research and evaluation. The purpose of this study was to examine competencies of entry-level employees in campus recreation departments. More specifically, this study investigated differences in perceptions of entry-level competencies between entry-level employees, mid-level, and upper-level employees in campus recreation departments. There were 466 campus recreation professionals that participated in the survey research and analysis of variance (ANOVA) tests indicated that entry-level employees assign greater importance to specific competencies than employees higher up in the organization.
6
Kornilova, D. S. „Formation of the Cognitive Component of Attitude to the Professional Activity in the Learning Process“. Психологическая наука и образование 20, Nr. 2 (2015): 55–62. http://dx.doi.org/10.17759/pse.2015200206.
Der volle Inhalt der QuelleAnnotation:
The formation of the cognitive component of attitude to the professional activity in the learning process promotes the development of students’ cognition, improves the organization of personnel recruitment. Hypothesis: in the employees of the customs service, the cognitive component of attitude to the profession is dominated by quality, aimed at social relevance and benefit to society. The study sample comprised 77 customs officers 22 to 52 years old. We used the “Specialized semantic differentials to estimate the work, profession and professional” by V.P. Serkin. For data processing we used the method of semantic universals. We revealed the necessary professional qualities, subjective representation of work, profession, professionals, through individual, moral, ethical, organizational qualities and evaluation of social significance. We conclude that the cognitive component of attitude to the professional activity is expressed in terms of important professional qualities and evaluation of the respondents themselves as professionals. These cognitions promote individual and professional development in education.
7
Gavryushkin, Roman. „Promising areas of research of professional activity of employees of metallurgical industries“. Applied psychology and pedagogy 8, Nr. 4 (05.11.2023): 106–16. http://dx.doi.org/10.12737/2500-0543-2023-8-4-106-116.
Der volle Inhalt der QuelleAnnotation:
The article discusses promising areas of research of professional activity of workers of metallurgical industries. The practice of taking into account occupational risks and occupational morbidity of employees of metallurgical industry enterprises shows that inefficient performance of labor functions in the course of professional activity may be associated with a distorted idea of the requirements that are imposed on the subject of labor and its professionally important qualities, and this, in turn, requires a certain professional readiness and adaptation to working conditions based on selection of coping strategies appropriate to the professional situation. One of the contradictions may be the current requirements for the professionally important qualities of employees of metallurgical industries, for their performance of certain labor functions within a particular position in accordance with professional standards and the inconsistency of the existing professional and personal characteristics of employees with existing qualification requirements. The assessment of the degree of digital support of metallurgical devices and production in general makes it possible to optimize not only the policy of economic development in general, but also the professional activity of an employee of metallurgical industries, in particular – on machines with software and in the management of complex production complex systems. Considering professional training as a dynamic process of forming an employee of metallurgical industries, such trends and priority areas of educational activity as the use of a collective form of educational interaction, the implementation of a differentiated approach to students, the use of electronic and mixed learning, the use of virtual and augmented reality technologies in educational practice, individualization of training and mentoring are highlighted. The implementation of the institute of mentoring in the metallurgical sphere is significant for increasing the success of the enterprise and, importantly, for the development of a person, an employee as a person and as a subject of activity, the disclosure of his professional and personal qualities in work, as a professional at various stages of professionalization. The identified promising areas of research of the professional activity of workers of metallurgical industries can lay the foundation for the creation and implementation of a systematic approach, a model of psychological support of professional activity aimed at the development of professional and personal constructive mechanisms of professional adaptation within the framework of professional activity in the metallurgical sphere.
8
Shevnina, Julia Sergeevna, und Vadim Valerievich Konstantinov. „Automation of assessment of professional qualities and competencies of enterprise employees“. Vestnik of Astrakhan State Technical University 2021, Nr. 2 (30.11.2021): 7–14. http://dx.doi.org/10.24143/1812-9498-2021-2-7-14.
Der volle Inhalt der QuelleAnnotation:
The article discusses designing and developing an automated information system for assessing the professional qualities and competencies of the enterprise employees. There has been noted the system’s ability to test the employees, taking into account the specifics of the enterprise and the individual achievements of employees. There has been analyzed an integrated method that allows composing individual test tasks consisting of tests and routine problems, whose sequence is determined by the answers of the employees tested. The automated information system is implemented as a one-page SPA application. Vue.js and Express.js frameworks are used. In the process of designing an automated information system the main functional requirements were determined, the structure of the database was developed. The system implements the principles of access control based on the differentiation of user rights. The roles of users and administrator are defined. The architecture of the developed automated information system based on the client-server approach has been designed. The function of creating tests in the developed system allows creating tests with different types of questions and forming different individual trajectories of testing the knowledge of the company’s employees, taking into account its specifics
9
Dubinsky, Alexander A., Vera G. Bulygina und Maria Ju Belyakova. „Individual-psychological features of law enforcement officers with different professional experience and professional profile“. Russian Journal of Occupational Health and Industrial Ecology 61, Nr. 5 (12.07.2021): 340–46. http://dx.doi.org/10.31089/1026-9428-2021-61-5-340-346.
Der volle Inhalt der QuelleAnnotation:
The study of professionally significant individual-psychological features of employees of law enforcement units in relation to the leading type of activity, including taking into account professional experience, is an actual scientific and practical issue. The identification of the requirements of the profile activity imposed on the employee, the assessment of different-level individual-psychological qualities allows to draw a conclusion about the effectiveness and suitability of the employee for the profession. The professional experience of employees of law enforcement agencies significantly affects the features of stress response, decision-making, motives for official activity, and the state of maladjustment. The study aims to identification of individual-psychological characteristics of law enforcement officers with different profiles and professional experience. 179 male law enforcement officers (average age - 30,2±6,2 years, average professional experience - 7,5±6,1 years) were examined. The employees were divided into 3 groups, depending on the type of professional activity. Group 1 consisted of employees of the security profile (n=67), group 2 - of the communicative-informational profile (n=46), group 3 - of the inspector-communication profile (n=66). The subjects were further divided into subgroups with professional experience up to 9 years inclusive and with experience of 10 or more years. The methodological complex includes: Self-control questionnaire; Behavior Activation and Inhibition questionnaire; Test Technology of Psychosemantic Analysis - Semantic Analysis of Activity (Noss I.N., 2009); Test Problem Situation Analysis (Noss I.N., 2009); a modification of the S. Rosenzweig Frustration Toleration Test (Noss I.N., Ignatkin V.N., 1997). The employees of the security profile were distinguished by the predominance of intropunitive reactions and fixation on the obstacle when assessing the conflict from their own position, high physical activity. Individuals of the communicative-informational profile were distinguished by impunitive reactions, fixation on self-defense and satisfaction of needs, high inhibition of behavior to negative stimuli, high activation of behavior, and high efficiency of resolving problem situations when assessing the conflict from an external position. Persons of the inspector-communication profile were distinguished by high rates of extrapunitive reactions in the whole, unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior. The classification in a group of the security profile with high professional experience contribute: a preference for simple tasks, high activation to promote; in the group of communicative-informational and inspector-communication profile - high activation of achieving the goal. The generalized group of law enforcement officers with 10 years or more of experience in assessing the conflict from their own position was distinguished by the severity of extrapunitive reactions and fixation on the obstacle and on self-defense, the predominance of unrestrained affect of irritation, preference for simple tasks, low inhibition of behavior to negative stimuli. The results obtained allow us to conclude that there are differences in the psychological profile of law enforcement officers with different types of official activities and work experience. The profile of employees of communication-information activities was more consistent with the universal personal and professional qualities required for employees of law enforcement agencies in terms of psychophysiological qualities. Least consistent with a universal professional requirements officers of inspector-communication activities, which was reflected in low capacity for learning, reducing the effectiveness of problem-solving, emotional instability. With an increase in the length of professional experience, there is a predominance of externally blaming response strategies and low self-control.
10
Haidov, S. K. „Differences of Personal-Professional Qualities of Municipal Employees in the Images of the Self-Real and Self-Ideal“. Bulletin of the State University of Education. Series: Psychology, Nr. 4 (11.09.2023): 120–30. https://doi.org/10.18384/2949-5105-2023-4-120-130.
Der volle Inhalt der QuelleAnnotation:
Aim. To study the differences in the personal and professional qualities of municipal employees between the real and Ideal Self in order to bring them closer to the ideal image.Procedure and methods. In the course of work on the article, a theoretical analysis of the research of self-concept, images of the Self-real, Self-ideal, Self-reflexive, professional activity, personal-professional qualities of municipal employees was carried out. When conducting the research, the method of testing, generalization, interpretation of empirical data, methods of mathematical statistics were used. The following tests were conducted: "Interpersonal diagnostics" test by T. Leary. Leary, the method of "Expert Analysis". The Spearman rank correlation coefficient, Kruskal-Wallis and Mani-Whitney criteria were used in the study of interrelations using the statistical package SPSS 21.Results. According to the results of the study, the personal-professional qualities, the specifics of professional activity of municipal servants, their differences between the Self-real and Selfideal were determined.Theoretical and/or practical significance. The results of the study contribute to the theory of labor psychology, expand the ideas about the Self-real and Self-ideal of municipal employees. The results are significant in the practice of developing personal and professional qualities and improving the professionalism of local government specialists.
11
Житар, В. Д. „Psychological features of the Police employees“. Вісник Луганського державного університету внутрішніх справ імені Е.О. Дідоренка 1, Nr. 93 (30.03.2021): 275–84. http://dx.doi.org/10.33766/2524-0323.93.275-284.
Der volle Inhalt der QuelleAnnotation:
Psychological characteristics of police officers are now thoroughly investigated in legal psychology. At the same time development of the problem was, both in terms of psychological analysis of the structure of professional law enforcement officers, and in terms of the psychological characteristics its inherent set of psychological characteristics. Even the cursory reviews of the basic psychological characteristics and structural elements of the employee’s professional activity shows how complex and multifaceted its activities. It makes them a variety of requirements, among which one of the most important - having developed important professional qualities of the individual.
12
Korneeva, Yana А., Roman А. Rykalov, Natalia V. Martirosova und Natalia N. Simonova. „Different Types of Professional Effectiveness and Professionally Important Qualities in Police Officers Recommended for Higher Position (the Example of Arkhangelsk)“. Moscow University Psychology Bulletin 47, Nr. 2 (2024): 265–91. http://dx.doi.org/10.11621/lpj-24-24.
Der volle Inhalt der QuelleAnnotation:
Background. Determining the types of professional performance in police officers through correlating the effectiveness and “cost” of activities and identifying the expression of professionally important qualities for each of them allows us to develop and implement programmes of psychological support for employees to preserve their professional health and longevity Objectives. The aim of the study is to identify the professionally important qualities of Arkhangelsk police officers with different types of job performance, recommended for a higher position. Study Participants. The study involved 78 employees of the Arkhangelsk police department (56 males, 22 females) aged from 24 to 55 years Methods. The parameters of effectiveness and “cost” of the activity were assessed using questionnaires, instrumental methods and the M. Luscher colour test. Professionally important qualities were diagnosed with a battery of psychological testing methods recommended for use at police departments. Statistical methods included descriptive statistics, two-stage cluster analysis, χ2 for contingency tables and multivariate analysis of variance. Results. Four types of professional performance have been identified in police officers: 1) high performance, 2) average efficiency while saving resources, 3) efficiency due to the “cost” of the activity, 4) reduced performance. It has been established that there are no statistically significant differences between police officers with different types of professional performance regarding age, work experience, and professional orientation. Conclusions. Police officers with different types of professional performance differ in their attitude to work, cognitive and intellectual abilities, socio-psychological, emotional-volitional and leadership qualities.
13
Balanovska, Tetiana, und Barbara Wyrzykowska. „The Requirements of the Contemporary Labour Market for Professionals“. Zeszyty Naukowe SGGW w Warszawie - Problemy Rolnictwa Światowego 18(33), Nr. 4 (28.12.2018): 92–101. http://dx.doi.org/10.22630/prs.2018.18.4.100.
Der volle Inhalt der QuelleAnnotation:
The article substantiates that the contemporary labour market with its flexibility, volatility, high innovation dynamics, as its main features, introduces new requirements for employees. The study analyses the Ukrainian population’s employment, in the rural areas, forestry and fishing, in particular. The study determines the problems of the insufficient level of satisfaction of the employers’ need in employees. The research sums up different scientific approaches to the expectation that employers have to professional specialists. It establishes that employers' requirements for future employees differ regarding their professional experience. The article explains the findings of the research assisting specialists to focus on the core knowledge concerning the practical aspect. The article provides analysis that refers to the set of personal qualities and abilities acting as factors of managers’ compliance with the demands of the contemporary labour market. The findings of the article single out the role and significance of logical thinking as a component of forming successful managers.
14
Aksenova, Galina, und Svetlana Jakovleva. „Modeling of the process of development of moral and volitional qualities of cadets of educational organizations of the Federal Penitentiary Service of Russia: solution experience“. Man: crime and punishment 31, Nr. 2 (18.09.2023): 292–300. http://dx.doi.org/10.33463/2687-1238.2023.31(1-4).2.292-300.
Der volle Inhalt der QuelleAnnotation:
Changes in Russian society, optimization of the activities and quality functioning of the penal enforcement system, the presentation of high demands on the personality of the employee led to the search for solutions to the problems of training highly qualified personnel for the penal enforcement system. The proposed theoretical model of the development of moral and volitional qualities of cadets of educational organizations of the Federal Penitentiary Service is based on key theoretical positions that form the basis of the implemented complex of psychological conditions for the development of moral and volitional qualities of cadets at the stage of educational and vocational training at the university. The considered model takes into account the specifics of the organization of professional training of future employees of the Federal Penitentiary Service. The theoretical model of the development of moral and volitional qualities of cadets of educational organizations of the Federal Penitentiary Service is aimed at the formation of professional self-awareness of future employees of the penitentiary system through their acceptance of universal and professional values, awareness of their own personal and professionally important qualities, as well as the formation of motivation for their improvement. The model presents a schematic step-by-step movement from the set goal to the expected result, describes the mechanisms of psychological pedagogical support of the educational process.
15
Korneeva, Ya A., A. V. Korneeva, M. A. Tunkina und A. S. Yurieva. „Individual and personal qualities of bailiffs with various types of professional deformation“. Acta Biomedica Scientifica 7, Nr. 1 (18.03.2022): 114–28. http://dx.doi.org/10.29413/abs.2022-7.1.14.
Der volle Inhalt der QuelleAnnotation:
Background. Insufficient knowledge of the professional deformation of bailiffs with the accumulated research material that reveals the essence of this phenomenon, as well as the need to take into account the specifics of the activity and individual and personal characteristics of this category of employees, determine the relevance of this study.The aim: to identify and describe the individual and personal qualities of bailiffs with various professional deformation types.Material and methods. In this work, the following research methods were used: the author’s questionnaire for assessing seven types of professional personal deformation; psychological testing of individual and personal qualities using methods regulated by departmental documents; statistical methods (descriptive statistics, two-stage cluster and correlation analyzes). The study involved 277 employees of the Federal Bailiff Service of the Arkhangelsk region.Results. Bailiffs showed such professional deformations as overcontrol, authoritarianism and conservatism. The interrelation of all professional deformation types severity with the individual and personal qualities of the bailiffs, which are among the professionally important qualities, has been established. At the same time, the insufficient expression of these qualities contributes to the professional deformation development. The only exceptions are the level of active communication and normativity, which, with excessive development, also contribute to the appearance of personality deformations and contribute to a decrease in the effectiveness of activities. Most types of character accentuations and their various combinations contribute to the professional deformation development of bailiffs, i. e., are her personality markers. Moderate severity of the dysthymic type of character accentuation reduces the likelihood of developing occupational deformity.Conclusion. Within the framework of the practical use of the results of this study, it is necessary, when conducting professional selection of personnel and periodic assessment of personnel, to pay attention to the level of expression of professionally important qualities that have a relationship with key types of professional deformation. This will allow timely implementation of measures to prevent the development of professional deformations of employees.
16
Mortikov, V. V. „In-Company Adaptation of Employees and Employers to Each Other“. Vestnik of the Plekhanov Russian University of Economics, Nr. 6 (06.12.2022): 89–101. http://dx.doi.org/10.21686/2413-2829-2022-6-89-101.
Der volle Inhalt der QuelleAnnotation:
Adaptation of employees and employers to each other is very important for resolving many problems of labour economics and HR management. There are four types of response to discrepancy between opportunities and needs of labour relation entities: adjustment of workers to work-place requirements; changes in work-places on the part of employees; changes in work-places by employers necessary to comply with needs and qualification of workers; adaptation of employers to needs and qualities of workers. Adaptation of employers and employees to each other and changing work-places by them act, to a certain extent, as substitutes, which allow labour relation participants to interact effectively. Having faced restrictions by one of the four mentioned response to discrepancy between workers’ characteristics and work-places, the given participants turn to another response. The author using the experience of a university lecturer researches changes in work-place on the part of employees in the system of higher education. To analyze the potential of changing work-place characteristics the data of Risstat selective study was used. Factors showing specific features of adaptation of employees and employers to each other were identified and analyzed. Among them the author mentioned the situation on markets of finished products and labour, where the organization (employer) is involved, professional and personal qualities of worker, budget restrictions of labour relation entities, specific features of labour contracts and legislation.
17
Czesak-Woytala, Katarzyna. „Jaki szef motywuje – analiza czynników motywujących na przykładzie pracowników firm z sektora finansowego“. Central European Review of Economics and Management 16, Nr. 3 (15.10.2016): 147. http://dx.doi.org/10.29015/cerem.222.
Der volle Inhalt der QuelleAnnotation:
The goal of this paper is to find out what qualities of the manager have influence on the employee’s motivation level. For the purpose of this article the survey was conducted on employees of the financial sector companies. Statistical tests and logistic regression were used to verify the hypothesis about the importance of specific factors connected with professional work and employees’ motivation. In particular, it has been shown that the most important factors include, among others, atmosphere at work and the level of managerial and technical competence of the immediate superior. The limited availability of respondents did not allow an extensive analysis of the superior’s qualities, hence it is necessary to deepen this study.
18
Kutyepova, Marina. „Professional and personal development of employees of internal affairs bodies: features, ways of optimization“. Applied psychology and pedagogy 8, Nr. 4 (05.11.2023): 15–21. http://dx.doi.org/10.12737/2500-0543-2023-8-4-15-21.
Der volle Inhalt der QuelleAnnotation:
The study of the features of professional and personal development of employees of the internal affairs bodies is relevant, since the process of improvement contributes to providing the internal affairs bodies with highly qualified personnel and improving the efficiency of official activity. The features of professional and personal development of employees of the internal affairs bodies of the Russian Federation are chosen as the subject of the study. The purpose of the work: to study the features and identify ways to optimize the professional and personal development of employees based on the analysis of the results of the study. Research hypothesis: individual characteristics of psychological qualities of a person influence the formation of professional qualities and the success of official activity.
120 employees and civil servants of the internal affairs bodies took part in the study. On the basis of the questionnaire, personal data, information about working conditions, about the attitude to service in the internal affairs bodies were obtained. As a result of the analysis of data on the features and problems of professional and personal development, ways to optimize it were worked out.
In the course of the conducted research, knowledge about the features of professional and personal development of employees of internal affairs bodies was supplemented. The significance of the results obtained for practical activity lies in the justification of the directions of optimization of professional and personal development of employees.
Conclusions: the improvement of the system of professional and personal development of employees of the internal affairs bodies is ensured by the continuity of this process and the creation of conditions for self-improvement of employees to solve problems of their professional and personal development.
19
Vahnina, Viktoriya, und Svetlana Naumova. „Personal and professional modeling of operational and service functioning of employees of operational divisions of internal affairs bodies“. Applied psychology and pedagogy 5, Nr. 2 (29.04.2020): 141–54. http://dx.doi.org/10.12737/2500-0543-2020-141-154.
Der volle Inhalt der QuelleAnnotation:
The article discusses the problem of personal-professional modeling of the operational and official functioning of employees of operational units of the internal affairs bodies. A model of personal and professional suitability of employees of the units to ensure the safety of persons subject to state protection of the Ministry of Internal Affairs in the Republic of Sakha (Yakutia) is proposed, taking into account the specific characteristics of the activity and features of the region. Conceptual and theoretical modeling within the framework of personal-professional diagnostics and professional selection involves building a holistic concept of psychological diagnostics and its theoretical justification, which allows to improve the quality and efficiency of operational-service functioning. In the article, modeling is understood as a systematization of the psychological characteristics of the activities of police officers in certain typical professional situations, which allows you to create a generalized professiogram of the specialist’s activity, which is used in professional psychological selection, staff selection, and in the process of professional and psychological preparation. The object of the study is the operational and official functioning of employees of operational units. The subject of the research is the model of personal and professional suitability of employees of the operational investigative unit to ensure the safety of persons subject to state protection of the Ministry of Internal Affairs in the Republic of Sakha (Yakutia). The hypothesis of the study: the model of personal and professional suitability of an employee of the unit for ensuring the safety of persons subject to state protection of the Ministry of Internal Affairs in the Republic of Sakha (Yakutia), taking into account the specific characteristics of the activity, can improve the quality of their operational and official functioning.
The professiographic analysis made it possible to single out the basic structural elements of the personality-professional profile. The following groups of professionally important qualities are attributed to these elements: verbal thinking, emotional-volitional, communicative-organizational, moral and ethical, business qualities, as well as such a characteristic as physiological reserves of the body.
20
Osmanov, Mukhamed Martinovich. „Principles of pedagogical assistance to employees of internal affairs bodies in the development of leadership qualities“. KANT 43, Nr. 2 (Juni 2022): 303–7. http://dx.doi.org/10.24923/2222-243x.2022-43.53.
Der volle Inhalt der QuelleAnnotation:
The purpose of the study is to identify, describe and put into practice the principles of pedagogical assistance to employees of internal affairs bodies in the development of leadership qualities. The scientific novelty consists in clarifying that the development of leadership qualities in an individual is recognized as one of the basic and natural strategies for improving the professional competencies of employees of internal affairs bodies (hereinafter referred to as police officers). The results of the study are formulated principles of pedagogical assistance to employees of the Department of Internal Affairs in the development of leadership qualities: 1) conformity to nature, 2) initiative and variability, 3) consistency.
21
Filatov, V. O., und I. I. Savelev. „CONTINUING EDUCATION: PERSONAL QUALITIES OF OFFICE EMPLOYEES AS A FACTOR OF SUCCESS OF THE ORGANIZATION“. EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2, Nr. 12 (2021): 57–65. http://dx.doi.org/10.36871/ek.up.p.r.2021.12.02.011.
Der volle Inhalt der QuelleAnnotation:
The article is devoted to the problem of compliance of personal qualities of employees of offices of multifunctional centers (MFC) with the requirements of professional activity. The conducted diagnostic study allowed the authors to develop and implement a program for the diagnosis and devel-opment of personal and emotional-volitional regulators of the psyche of MFC employees, which ensures the professional realization of employees. The methods used, the results of research and evaluation of the effectiveness of the psychological support program and the scope of their practical application are presented.
22
Khaidov, S. K. „Correlation dependencies in the motivational component of personal and professional municipal employees’ qualities“. Vestnik Universiteta, Nr. 7 (04.09.2023): 257–63. http://dx.doi.org/10.26425/1816-4277-2023-7-257-263.
Der volle Inhalt der QuelleAnnotation:
The article is devoted to the research of the motivational component of municipal employees’ personal and professional qualities. It reveals their concept, content and role in the functioning of local self-government bodies. The correlation and interdependence of municipal functions is shown, the professional activity of municipal employees and its psychological content in the management of municipalities are presented. The research relevance is due to the complexity of socio-political situation for Russia in modern conditions, where the implementation productivity of state tasks at the local level of government largely depends on municipal servants. The study purpose is to establish the relationship between the indicators in the motivational component of municipal employees. The identified results of the empirical research indicate the presence of multiple interrelations between the indicators of the motivational component, indicating their organization and consistency, which makes it possible to recommend further ways and directions for development of the above qualities to improve the functioning productivity of local government productivity.
23
Zubova, L. V., und L. R. Aptikieva. „PSYCHOLOGICAL AND PEDAGOGICAL RESEARCH OF PERSONALITY PROFESSIONAL DESTRUCTIONS IN LAW ENFORCEMENT OFFICERS“. Vestnik Orenburgskogo gosudarstvennogo universiteta 235 (2022): 27–37. http://dx.doi.org/10.25198/1814-6457-233-27.
Der volle Inhalt der QuelleAnnotation:
The need to develop effective measures of psychoprophylaxis of professional destructions among law enforcement officers by employees of the psychological service, whose ranks are annually replenished by graduates of OSU in the specialty “psychology of official activity”, determines the relevance of psychological and pedagogical research of the phenomenon of professional destruction of personality, factors of its formation. The purpose of the psychological and pedagogical research is to develop recommendations of a preventive nature in relation to professional destructions of personality in law enforcement officers. The priority tasks of the research are to generalize the theoretical and practical experience of research thematically related to ours; to study the phenomenon of professional destruction among employees empirically. The object of the study was law enforcement officers; the subject of the study is the professional destruction of the personality of employees. The result of the conducted psychological and pedagogical research is 1) formulation and clarification of the term of professional destruction of personality as a result of deformation of professional and personal qualities of a law enforcement officer under the influence of negative factors of the external environment of official activity (contact interaction with criminals; solving problems related to the choice of preventive measures and prevention of offenses, etc.); factors of intra-system service interaction (the order-executive nature of the relationship with the authorities, the team performance of official tasks, etc.); 2) identification by empirical means of professional destructions of personality among law enforcement officers (formal attitude to the performance of official tasks; transfer of official actions, stereotypes and attitudes to the off-duty space; negative changes in personal characteristics); 3) identification of psychoprophylactic conditions that inhibit the formation of professional destructions of the employee’s personality (development of professionally significant personal qualities; mastery of professional “psychotechnics”; work with the orientation of the personality and the strength of personal structures). The goal has been achieved: recommendations of a preventive nature have been developed in relation to professional destructions of the personality of law enforcement officers. The research objectives have been solved: the theoretical and practical experience of research thematically related to ours has been generalized; the phenomenon of professional destruction among employees has been empirically investigated.
24
Stalnova, I. A., und A. G. Stalnov. „The Use of Assessment Center Technology for the Prevention and Reduction of Professional Burnout“. Psychological-Educational Studies 6, Nr. 2 (2014): 219–29. http://dx.doi.org/10.17759/psyedu.2014060219.
Der volle Inhalt der QuelleAnnotation:
Dynamism of professional activity, increasing workload and working time shortage, high social responsibility for results and other factors increase the probability of formation of burnout in government employees. This actualizes the search for new forms and methods of professional qualification of government employees based on an assessment of their psychological qualities. We discuss the problem of professional and personal burnout in Rosreestr employees, reveal the symptoms of this syndrome. As a tool for preventing and reducing the negative impact of professional deformation in Rosreestr workers, we propose the use of assessment center technology successfully tested in the international practice and requiring adaptation to Russian realities.
25
Noss, Igor' Nikolaevich, und Mariya Evgen'evna Kovaleva. „System for assessment of personal and professional suitability of IT staff in government organizations“. Психология и Психотехника, Nr. 1 (Januar 2020): 78–89. http://dx.doi.org/10.7256/2454-0722.2020.1.29266.
Der volle Inhalt der QuelleAnnotation:
The subject of this article is the development of psychological model for assessing personal and professional suitability of IT staff in government organizations applicable in human resource management. Firstly, the author highlights personality and professional traits, builds a mathematical model that allows correlating the manifestation of these traits (grouped into modules-predicators) with professional aptitude of IT personnel. Secondly, the author builds a formal-mathematical model on the bases of multiple linear regression equation for assessing the manifestation of personality and professional qualities using the psychodiagnostic methods at the stage of job placement of IT professionals. The scientific novelty consists in the analysis of literature that demonstrated insufficient research dedicated to professionally important qualities of IT personnel, as well as rare application of psychological modeling as the means for job placement and assessment of employees in all spheres. The main conclusion lies in determination of veracity of psychodiagnostic means for assessment of personal and professional suitability of IT personnel. The acquired model can be valuable in future research of professional aptitude, as well as implemented in human resource management.
26
BREL, Olga, und Anna ZAYTSEVA. „Main Directions of Improving the Quality of Proffesional Tourism Education at the Current State of Russian Tourism Industry Development“. Journal of Environmental Management and Tourism 10, Nr. 6 (31.12.2019): 1338. http://dx.doi.org/10.14505//jemt.v10.6(38).16.
Der volle Inhalt der QuelleAnnotation:
This paper identifies the main directions of improving the quality of training professional tourism personnel in the conditions of the development of the Russian economy and the modernization of professional education. The authors analyze the requirements of employers for potential employees, identify the main personnel problems affecting the quality of services in the tourism industry, consider the professional qualities necessary for successful employment in the field of tourism. The article presents the data of rating surveys of employers and students – future specialists in the field of tourism. The authors' conclusions and suggestions are based on the results of a number of sociological monitoring studies conducted in the Kemerovo region (Russia). The results obtained indicate the necessity to use different measure for improving the quality of professional tourism education.
27
Garmanova, Ol'ga, und Larisa Deryagina. „Development of professional adaptation of employees of internal affairs bodies at the stage of vocational training“. Applied psychology and pedagogy 6, Nr. 3 (01.07.2021): 104–15. http://dx.doi.org/10.12737/2500-0543-2021-6-3-104-115.
Der volle Inhalt der QuelleAnnotation:
The article examines the content of professional adaptation of employees of internal affairs bodies, as well as the reasons that complicate their adaptation. Using a systematic approach to the study of professional activity, a number of features of adaptation of employees at the stage of training in the main vocational training programs are revealed. In particular, it emphasizes the importance of studying the formation of a student's own ideas in the educational organization of the Ministry of Internal Affairs of Russia about the profession of an employee of internal affairs bodies at the early stages of professional development. By them, the article proposes to un-derstand: 1) the very first stage of recruitment (including during the period of the beginning of training in the system of professional training in the main vocational training programs); 2) the process of vocational training (including prior to its completion); 3) completion of vocational training and independent performance of official duties by employees of the internal affairs bodies who have undergone professional training. The article proposes specific ways of creating conditions for professional adaptation of students of vocational training. It is concluded that the study of the indicated issue will strengthen the human resources of the internal affairs bodies, form professionally significant qualities of the employees of the internal affairs bodies, and also increase the efficiency of their activities.
28
Fedotova, Eva Eduardovna, Yana Aleksandrovna Korneeva, Marina Sergeevna Arefina und Natal'ya Veniaminovna Martirosova. „Professionally important qualities of police officers with different performance and performing in different areas of official activity“. Психология и Психотехника, Nr. 2 (Februar 2023): 56–77. http://dx.doi.org/10.7256/2454-0722.2023.2.40461.
Der volle Inhalt der QuelleAnnotation:
At the moment, there are general requirements for personal and business qualities, regulated for use in the Department of Internal Affairs, while the features of their severity for future employees performing different areas of official activity are not noted. The study is devoted to identifying and describing the features of professionally important qualities of police officers with different performance and performing in different areas of official activity. The study involved 78 police officers of the city of Arkhangelsk. Research methods: questioning for assessing the parameters of the effectiveness of performance; psychological testing of professionally important qualities of employees using regulated methods. Statistical processing was carried out using descriptive statistics, two-stage cluster analysis, Pearson's χ2 contingency tables, and multivariate analysis of variance using the SPSS 23.00 software package. As a result of the study, police officers were divided into two groups in terms of the performance characteristics of their performance, and differences in the severity of professionally important qualities of the groups represented were identified and described. Differences were established between police officers of different professional orientations in the severity of attitude to work and motivation of professional activity, cognitive, socio-psychological and emotional-volitional qualities and properties. Employees with high performance in administrative and preventive activities are characterized by high responsibility and effective performance of activities; high-performing administrative and managerial employees are characterized by a work orientation and commitment to duty, higher levels of leadership potential and friendliness, as well as high self-control and a desire for cooperation and mutual assistance. Employees of the operational-investigative direction of activity are characterized by great self-confidence, objectivity and rationality.
29
Bryukhovetsky, Ya. „Motivation for the Development of Digital Skills and Competencies of Employees“. Economic Herald of the Donbas, Nr. 2 (64) (2021): 216–22. http://dx.doi.org/10.12958/1817-3772-2021-2(64)-216-222.
Der volle Inhalt der QuelleAnnotation:
The introduction of digital technologies in production and everyday life significantly changes the labor market, the ratio of age groups, areas of activity, forms of organization of production and employment, which requires new skills and competencies of workers. Digital skills become critical for both employees and employers. Knowledge in the field of search, filtering, systematization, evaluation and analysis of a large amount of data, digital content and information becomes mandatory for managers and professionals. The peculiarity of modern work is the change of traditional boundaries of labor activity, strengthening the role of individual professional qualities of employees, their competencies. Therefore, the work of a modern worker becomes more pronounced. This fact should be taken into account when implementing new forms of motivation. Motivation to mastering the digital competencies of staff is a process of creating conditions under which employees can realize their values, needs, potential and which have an active influence on the purposeful change of human behavior. In the conditions of economy digitalization the staff motivation methods to digital skills and competences reception, their realization in digital technologies acquire special value. The list of digital skills and competencies is outlined, the expediency of using gamification to activate staff is substantiated, measures of motivation the generation Z to master and use digital skills for work efficiency are developed. Emphasis is placed on the qualities of management and employees in enterprises – "hidden champions".
30
Popinako, Ekaterina, Kirill Zlokazov und Valeriy Sitnikov. „Influence of representation of social space on psychological adaptation to police service“. Applied psychology and pedagogy 6, Nr. 3 (01.07.2021): 1–14. http://dx.doi.org/10.12737/2500-0543-2021-6-3-1-14.
Der volle Inhalt der QuelleAnnotation:
The article studies police officers' perceptions of other people, analyzes the change in these perceptions during adaptation to service during on the period of training for the profession of "Policeman". The article described the influence of perceptions of social space on adaptation in officers first hired into the internal affairs service. In addition, the influence of this perception on the prospects of service in the police was studied.
The method of collecting information was a standardized self-report, studying the qualities and properties of the representation of the social space. The study involved 219 police officers.
As a result, it was found that at the beginning of professional training employees who plan to continue their service in police are characterized by a wider range of social interaction, which remains throughout the training. These employees feel support from different social groups. Employees who are not motivated to continue their professional activities in police have no changes in the representation of the properties of social interaction, but by the end of training there is an increase in the quality of interaction, consisting in the manifestation of a more responsible attitude to the close social environment. These employees perceive the social space as impeding and hindering further professional development. The analysis of qualities and properties of employees' social space in the future can contribute to the improvement of psychological work on adaptation of employees to the conditions of educational and service activity during the period of professional training.
31
Litynska, V. „Planning of career growth of agricultural enterprises staff“. Ekonomìka ta upravlìnnâ APK, Nr. 2 (193) (28.11.2024): 110–18. https://doi.org/10.33245/2310-9262-2024-193-2-110-118.
Der volle Inhalt der QuelleAnnotation:
The article examines aspects of career growth planning for employees of agricultural enterprises, taking into account factors of the external and internal environments of the agricultural industry functioning. The specific conditions during the period of martial law in Ukraine are systematized, which determine additional requirements for employees of agricultural enterprises, the consideration of which is mandatory for career growth planning. The purpose of the article is to generalize the scientific principles of career growth planning and develop a career management methodology for employees of agricultural enterprises. The need for career growth planning by a specialist is proven in order to take logical actions regarding readiness to meet the growing requirements of a specific profession. Existing approaches to understanding the studied concept are summarized and the author’s definition of the concept is proposed. The works of foreign researchers are studied and an algorithm for planning career growth for employees of agricultural enterprises is generalized, which will contribute to successful career formation. The sequential stages of the career growth planning algorithm for employees of agricultural enterprises are disclosed in detail and the conditions that must be met by agricultural enterprises are outlined. Approaches to developing an employee’s career path are highlighted and the parameters of the employee’s professional and personal qualities included in it are described. The need to analyze the socio-psychological climate in the labor collective is emphasized and measures to improve it are summarized. It is substantiated that the stage of monitoring the implementation of career growth plans for employees of agricultural enterprises is important, as it allows you to identify deviations and promptly develop measures to eliminate them. It is concluded that the introduction of the practice of career growth planning for employees of the agricultural enterprises management will contribute to increasing the efficiency of labor resources and minimize the negative phenomena of staff turnover. Key words: planning, career growth, employees of agricultural enterprises, employee’s career path, business qualities, personal qualities.
32
Yakovleva, Svetlana, Ivan Kuptsov, Larisa Shatohina und Nina Shilina. „Psychological model of the development of moral and will qualities of cadets of the educational organizations of the FPS of Russia“. SHS Web of Conferences 70 (2019): 08043. http://dx.doi.org/10.1051/shsconf/20197008043.
Der volle Inhalt der QuelleAnnotation:
The modernization of the penal system of the Russian Federation places high demands on the training of highly qualified personnel in order to optimize the penal system and its quality functioning. The exceptional complexity of employees’ activities dictates high requirements for the development of their moral and will qualities. We suggested that one of the ways to solve this problem will be to develop and implement a psychological model for the development of moral and will qualities of employees at the stage of their university training. The model is aimed at formation of professional self-awareness of employees through formation and development of spiritual and moral values, awareness of own personal and professionally important qualities, as well as motivation to improve them. The model presents step-by-step the movement from the set goal to the intended result, describes mechanisms of psychological support of the educational process: goal and tasks; principles; criteria of formation of moral and will qualities; content of activities on development of moral and will qualities; tools: forms, methods, means of development of moral and will qualities of cadets; result.
33
Fedorenko, Olena. „Research of the Motivational Component of Professional Activity of Employees of the Security and Defense Sector“. International Journal of Criminology and Sociology 10 (30.04.2021): 620–29. http://dx.doi.org/10.6000/1929-4409.2021.10.72.
Der volle Inhalt der QuelleAnnotation:
The paper presents a study of the characteristics of the professional motivation of security and defense workers and reveals the relationship between motivation and individual psychological qualities and people's attitudes to various aspects of reality in police officers and servicemen. The logical relationship of correlations between work motivators and personality qualities and the attitude of servicemen and police officers to various aspects of reality is found, which will help the leader (psychologist) to increase efficiency. The article says that adequate and timely stimulation of activities based on personal qualities and attitudes to various aspects of the life of security and defense workers will prevent negative factors (development of emotional burnout, deviant behavior, negative mental states, etc.) and successfully correct them. The article aims to study the statistical motivation of security and defense workers and determine the relationship between motivation and individual psychological qualities and people's attitudes to various aspects of reality in police officers and servicemen.
34
Bohuslavskyi, V. V., N. V. V. Bachynska und D. V. Petrushyn. „Psychological and Pedagogical Characteristics of Future Security and Defense Sector Employees: A Scientific Reflection“. Scientific Journal of National Pedagogical Dragomanov University Series 15 Scientific and pedagogical problems of physical culture (physical culture and sports), Nr. 12(185) (25.12.2024): 59–64. https://doi.org/10.31392/udu-nc.series15.2024.12(185).10.
Der volle Inhalt der QuelleAnnotation:
The article is dedicated to the scientific reflection on the psychological and pedagogical characteristics of future employees in the security and defense sector, who will work in extreme conditions; the identification of key competencies, personal qualities, and educational needs that will ensure effective performance in stressful situations. As is well known, the psychological and pedagogical characteristics of future employees in the security and defense sector play a crucial role in shaping their effectiveness. It is precisely their emotional state, ability to make quick decisions, and other factors that determine the success of fulfilling their duties. The paper outlines the factors indicating the need for comprehensive research into the psychological and pedagogical characteristics that will ensure the professional effectiveness of security and defense sector employees in extreme conditions. The scientific reflection on the psychological and pedagogical characteristics of future security and defense sector employees makes it clear which qualities and skills are critically important for the effective execution of their responsibilities. A high level of stress resilience, analytical abilities, communication skills, and other characteristics contribute to successful performance in this important field, ensuring not only the effectiveness of the work but also the safety of society as a whole. The research confirmed that psychological and pedagogical characteristics such as stress resilience, emotional intelligence, communication skills, and adaptability are critical for the effective performance of employees in the security and defense sector. These qualities not only contribute to fulfilling professional duties but also help build trust within society. It was established that systematic training and the development of psychological and pedagogical competencies during the preparation of future specialists can significantly enhance their readiness to deal with complex situations. This underscores the need for integrating psychological aspects into the curricula of higher educational institutions and training centers. Recommendations were developed for the introduction of specialized courses, training programs, and practical workshops focusing on the development of personal qualities and interpersonal skills. These are important for shaping a well-rounded professional profile of future employees.
35
Gitman, Elena Konstantinovna, und Oksana Viktorovna Miniakhmetova. „Methodological foundations for the formation of supraprofessional qualities of vocational graduates in the context of dual education“. KANT 44, Nr. 3 (September 2022): 223–27. http://dx.doi.org/10.24923/2222-243x.2022-44.41.
Der volle Inhalt der QuelleAnnotation:
The purpose of the study is to identify the methodological foundations for the formation of supraprofessional qualities of vocational graduates in the context of dual education. The scientific novelty lies in the substantiation of the idea of the influence of dual education on increasing the effectiveness of the formation of students' supraprofessional qualities and identifying the methodological provisions underlying this idea. As a result, supra-professional requirements were identified that are imposed by the professional community on potential employees and lie above the requirements of the Federal State Educational Standards; the implementation of the system-activity approach is substantiated, taking into account the relevant principles as methodological foundations for the development of a system for the formation of students' supra-professional qualities; the organizational and educational aspects of the formation of supraprofessional qualities of students in the conditions of dual education are considered.
36
Savinkov, S. N. „Research of the Problem of Professional Qualities Formation of EMERCOM Employees of Russia“. Uchenye Zapiski RGSU 16, Nr. 6 (2017): 45–53. http://dx.doi.org/10.17922/2071-5323-2017-16-6-45-53.
Der volle Inhalt der Quelle
37
Streliuk, Yan, Dmytro Kolodchyn, Oleksandr Mykhalik, Kostiantyn Podliehaiev und Andrii Bohatyrov. „Criminological Principles of Preventing Professional Deformation among Penitentiary Personnel“. Cuestiones Políticas 41, Nr. 76 (06.03.2023): 367–77. http://dx.doi.org/10.46398/cuestpol.4176.21.
Der volle Inhalt der QuelleAnnotation:
The purpose of the research was to know the most significant personal and functional determinants of the professional deformation in the penitentiary staff. The importance of legal and moral awareness for the performance of operational and service activities, correction and resocialization of convicts is substantiated. It has been proved that a professionally deformed employee knows the legal and moral norms, but complies with them subjectively and arbitrarily and justifies his actions with various circumstances related to the specifics of the psychology and behavior of convicts. The methodological basis of the research is presented as comparative-legal and systematic analysis, formal-legal method, method of interpretation, hermeneutic method, as well as methods of analysis and synthesis. The conclusions identify socio-psychological measures aimed at the prevention of professional deformation of prison staff, among which are: improvement of the system of training, education and professional development; formation and maintenance of a sense of security, confidence in the usefulness and fairness of work. In addition, careful selection of personnel should be carried out taking into account the business qualities and especially the moral qualities of employees, etc.
38
CHEBAN, Oksana. „METHODS OF FORMING PROFESSIONAL AND ETHICAL CULTURE OF THE STUDENTS OF ECONOMIC SPECIALTIES“. Ukrainian Journal of Applied Economics 6, Nr. 4 (26.11.2021): 105–11. http://dx.doi.org/10.36887/2415-8453-2021-4-12.
Der volle Inhalt der QuelleAnnotation:
Modern society is interested not only in the formation of the qualities of a specialist in the field, but also in the possibility of establishing interpersonal relationships. In the context of globalization there is a need to find new approaches in the training of specialists. And one of the important elements of this training is the assimilation of the rules of etiquette (both business etiquette and cultural rules of conduct) by students of higher education institutes. In today's world, in order to pursue a high level of professional activity, every employee, regardless of position, is obliged to know and apply the basic ethical principles of communication. The formation of etiquette is the basis of the ethics of business communication. Etiquette implies general provisions that give a chance to those who use them to determine correctly their own behavior, personal actions, and their attitude to everything. Ethics of business communication belongs to the category of professional ethics, which acts as a regulator of relationships between employees in the field of entrepreneurship. Entrepreneurial activity, like most other activities, primarily determines the basis of morality and could exist without such a basis. Based on the generalization of the experience of society and individuals in moral terms, ethics performs three tasks: establishes rules governing the behavior of employees; creates values that should be sought and adhered to; forms positive qualities of human character. We believe that the formation and orientation of students to competent and responsible professional activity is the formation of moral qualities. Determining the priority tasks of moral and ethical formation of the individual – the future employee of the economic sector, they are the ability to self-regulation and self-organization of professional activities and behavior in accordance with the Code of Ethics. Everyone faces ethical norms in the process of work, their success in relations with colleagues depends on how a person understands ethical norms, what content they include, and this fact affects the implementation of goals and objectives, but in other cases complicates the communication process. Keywords: personality formation of a student, etiquette, ethical culture, professional communication, business etiquette, intercultural communication, intercultural competence, corporate culture of the student community, interactive teaching methods, professional training.
39
Клычова, Гузалия, Guzaliya Klychova, Алсу Закирова, Alsu Zakirova, Айгуль Клычова, Augul Klychova, Ильдус Гимадиев und Ildus Gimadiev. „THEORETICAL AND METHODOLOGICAL ASPECTS OF PERSONNEL CERTIFICATION OF AGRICULTURAL ORGANIZATION“. Vestnik of Kazan State Agrarian University 14, Nr. 2 (29.07.2019): 154–59. http://dx.doi.org/10.12737/article_5d3e172d7e54f6.45495624.
Der volle Inhalt der QuelleAnnotation:
Personnel certification is a set of personnel measures, that allow to assess the compliance of personal qualities, potential and level of labor of a person with the existing requirements for work performed. The main purpose of certification is to identify reserves for improving the efficiency of employees, control professional growth and qualifications of specialists. The main objectives of certification include the issues of improving the selection, training, management of wages, stimulating the professional growth of staff. The key principles of an effective personnel appraisal system include: focus on improving performance, thorough preparation, confidentiality, standardization and reliability of evaluation criteria; optimality in combination of encouragement and criticism, accuracy of the methods used. In the process of preparing and conducting certification, the methodological tools used are important. The study studied methods to evaluate certain indicators, their presence/absence, the severity of one or another employee. The article describes the stages of personnel certification, considered the possibility of attracting consultants as subject experts. They can suggest ways to solve one or another task arising in the framework of the attestation procedure, and help to train personnel in the development and implementation of an certification system. Personnel service forms the “Individual development plan for managers, specialists, employees of the enterprise” for each employee, who has passed certification, The article proposes the form of this document, which records the qualities and professional skills, that require development, development aim, development directions, development actions, necessary support, monitoring period, control method, performance mark. Employees of the enterprise on the basis of the “Individual development plan” can timely prepare for participation in new projects, entry into a new position; highlight points to pay attention to during development and training.
40
Подорожній, Є. Ю. „Essence and Content of the Competitiveness of the Officers of the National Police of Ukraine“. Bulletin of Kharkiv National University of Internal Affairs 90, Nr. 3 (23.12.2020): 85–92. http://dx.doi.org/10.32631/v.2020.3.09.
Der volle Inhalt der QuelleAnnotation:
It has been stated that the current Labor Code of Ukraine is outdated, the content of some of its provisions does not correspond to modern economic and social realities. Besides, a significant number of problematic issues remain unresolved, for example in regard to ensuring the guarantees of competitiveness of individual employees, in particular those who work in public authorities (in our case – law enforcement agencies), where one of the most important is certainly the National Police of Ukraine. It has been proved that competitiveness is a characteristic of the modern labor market. There are subjective and objective factors that affect the competitiveness of the profession of the National Police officer at the labor market.
The following key conclusions have been formulated regarding the essence of the category of “competitiveness” in the context of the issues mentioned in the article: 1) competitiveness of an employee of the National Police of Ukraine is a set of professional characteristics of an employee that characterize his ability to effectively perform the tasks and responsibilities assigned to him to protect law and order and combat offenses, the realization of the relevant rights; 2) the competitiveness of the profession is a set of working conditions that makes this profession more attractive and prestigious among other professions at the labor market; 3) a competitive employee is an employee who, by his professional and moral and business qualities, best meets the requirements of the vacant position and has certain advantages over other employees; 4) competitive profession is a profession that is the most attractive among other professions at the labor market of Ukraine.
It has been generalized that the competitiveness of employees may depend on various objective and subjective factors. Objective ones include certain personal qualities of a person of physical and moral nature (age, intellectual development, gender, psycho-physiological state, communication skills, stress resistance, as well as other personal data that characterize the moral and physical stability of employees). In our opinion, subjective factors include the availability of higher specialized education, a high level of efficiency, initiative, continuous professional development, etc.
41
Savinkov, Stanislav N., und Nina A. Koval. „PSYCHOLOGICAL DETERMINANTS OF THE DEVELOPMENT OF RELIABILITY AMONG EMPLOYEES OF EMERCOM OF RUSSIA“. Moscow University Psychology Bulletin, Nr. 1 (2022): 221–46. http://dx.doi.org/10.11621/vsp.2022.01.10.
Der volle Inhalt der QuelleAnnotation:
Introduction. During the period of modern socio-economic reform, the requirements for the professional qualities of employees in all spheres of life are increasing. In this context, the professional qualities of specialists in extreme professions attract the attention of researchers in order to fi nd answers to the indemand requests coming from both practitioners and society (M.Sh. MagomedEminov, V.D. Nebylitsyn, V.V. Rybnikov, Yu.S. Shoigu, etc.). Th e study of the development of reliability as a personal and professional quality of employees at the Russian Emergencies Ministry remains a little-studied and urgent issue for psychological science. Th e goal is to identify psychological determinants that contribute to/hinder the development of reliability of employees at the Russian Emergencies Ministry in the course of their professional activities. Methods and sample. Th e sample consisted of 156 people (men, aged 20 to 45 years, active employees of fi re and rescue units of the EMERCOM of Russia, in Moscow).Research methods included expert assessments, a Mini-cartoon test, a 16-factor personality questionnaire by R. Kettell, Leary’s Interpersonal Behavior Circle, a “Trust-distrust” technique (A.B. Kupreichenko), a “Subjective assessment of interpersonal relations” technique (S.V. Dukhnovsky). Results and conclusions. Psychological determinants that contribute to/ hinder the development of reliability of employees of the Emergencies Ministry of Russia, as well as personal characteristics of employees that negatively affect the content and mechanisms of reliability development were identifi ed. As a result of the conducted research, we can draw a general conclusion that the socio-psychological training resulted in forming personal self-regulation skills in extreme conditions, ensuring psychological stability, stimulating activity, developing communication skills, team building, updating the resource potential of the individual, expanding models of constructive interaction. Th e development of motivation, goals, values of professional activity succeeded, as evidenced by qualitative, quantitative and statistical results.
42
Ryazanova, G. N. „Features and challenges of the modern labor market“. UPRAVLENIE / MANAGEMENT (Russia) 11, Nr. 3 (18.10.2023): 130–38. http://dx.doi.org/10.26425/2309-3633-2023-11-3-130-138.
Der volle Inhalt der QuelleAnnotation:
In recent decades, there has been a dynamic transformation of the socio-economic eco-system, in general and its components in particular. Cardinal changes in the values and motives of economic decisions, the compression of the time continuum of the life cycle of products and enterprises are reflected in the financial and resource market derived from the commodity market. The employer-employee relationship is changing, there are more disagreements, since the requirements of the organization and the expectations of the applicant often differ significantly. Modern employers do not have enough professional competencies of employees, it is important to combine a range of knowledge, skills and personal qualities. The author of this article presents the features of the modern labor market, the results of employers’ research on the demand for specialists. The work methodology is based on scientific research methods of cognition, such as statistical and comparative analyzes, questionnaires and the method of expert assessments, a systematic approach. The study reveals the indispensability of such employees’ qualities as scale and critical thinking, a high level of stress tolerance, the ability to combine the roles of a leader and a team member depending on the task, skills for evaluating large information arrays and digital competencies. The conclusion is formulated about the need for applicants to strengthen not only hard skills, but also to constantly develop soft skills to compete against the challenges of the labor market.
43
Bavzhis, Al'bin. „Pedagogical conditions of cultural and educational work in the internal affairs bodies of the Russian Federation“. Applied psychology and pedagogy 10, Nr. 1 (11.01.2025): 145–56. https://doi.org/10.12737/2500-0543-2025-10-1-145-156.
Der volle Inhalt der QuelleAnnotation:
The article reveals the problem of organizing cultural and educational work in the internal affairs bodies, both in the sphere of activity of society and the state, where intellectual, aesthetic and cultural development, combined with psychological stability and physical health, are of great importance in terms of the effectiveness of employees performing their professional duties. The article considers the specifics of work in the internal affairs bodies, which determines the psychological and physiological qualities of employees necessary for them to successfully perform their professional duties. It is determined that cultural and educational work should not only expand and develop the knowledge, skills and abilities already available to employees in terms of intellectual abilities, aesthetic and creative capabilities, but also contribute to the formation of readiness to effectively apply this knowledge, skills and abilities in practice. In addition, the activity itself must be constantly improved and in its content correspond to the characteristics and needs of its participants, as well as the requirements of modernity. Today, cultural and educational work in the internal affairs bodies meets the above requirements, but not to the full extent, which makes it difficult to solve the tasks assigned to it. These tasks are not only to educate and increase the level of development of professionally important spiritual, moral and civic-patriotic qualities of employees, but also to reduce their neuropsychic stress, including by providing additional information about different aspects of society and working out the skills necessary for the successful performance of professional duties. The analysis of the issue of organizing and implementing cultural and educational work in the internal affairs bodies in the context of pedagogy, thus, will allow us to determine the directions of its improvement and, accordingly, the possibilities of educating employees of the qualities indicated above.
44
Litynska, Valentyna. „CAREER PLANNING FOR EMPLOYEES OF HIGHER EDUCATION INSTITUTIONS“. Educational Analytics of Ukraine, Nr. 1 (2023): 67–78. http://dx.doi.org/10.32987/2617-8532-2023-1-67-78.
Der volle Inhalt der QuelleAnnotation:
The relevance of planning the career development of employees of higher education institutions lies in the fact that human resources administration is becoming increasingly important in the management of personnel of educational institutions. This is a process of analyzing and developing the personal interests of employees, which means that much of the attention should be given to the career planning of employees and becomes one of the most important tasks of the human resources department. Career planning programs for employees are at the forefront, which in turn contributes to the professional development and enhancement of the working potential of the institution’s staff. The article is devoted to the study of the theoretical and methodological foundations of career planning for employees of higher education institutions. The aim of the study is to determine the methodological basis for career planning of employees of higher education institutions and to build a career planning model for them. In particular, the existing approaches to the disclosure of the essence of the concept of "career planning" are characterized and the author’s approach to the interpretation of this concept is proposed. The article also describes the existing methods of career planning for staff. The article pays the greatest attention to the author’s model of step-by-step career planning of higher education institutions employees, which consists of six consecutive stages. Also, the attention is focused on the fact that in order to determine the effectiveness of the formation and use of the labor potential of higher education institutions, it is necessary to assess the professional, business and personal qualities of employees. The prospect of further scientific research in this direction is the development of an effective model for assessing the professional, business and personal qualities of the higher education staff.
45
Mohapatra, Sunita. „Recognizing Communication Skills as a Professional Tool“. IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 7, Nr. 2 (25.05.2017): 172. http://dx.doi.org/10.21013/jmss.v7.n2.p6.
Der volle Inhalt der QuelleAnnotation:
<div><p><em>Today’s corporate world has become an ultimate destination for every youth. Getting success in the profession is not only a dream but a determination for them. The reason behind this is rigorous competition and talents which are no less in the society. These jobs give high profile platform to employees. This also provides immediate growth opportunity and exposure to them so that the employees sharpen their skills and inherent qualities. Adequate knowledge about techniques and field related skills are must, but they are not sufficient. If an individual wants to sustain in this era he/she has to have strong communication skills. The increasing pressures and professional challenges widen the role of managers. Professional authorities in Multi National Companies always expect that their employees should possess efficiency and good communication skills. This paper highlights how communication skills take importance in making a professional successful in his/her career. Through this study it is shown that companies having employees with strong communication skills are more successful and their work environments are destinations for job seekers.</em></p></div>
46
Sysoeva, Kristina, und Olga Kovalenkova. „ORGANIZATION OF PROFESSIONAL DEVELOPMENT OF PERSONNEL IN THE CONDITIONS OF DIGITAL TRANSFORMATION“. Science & World 2023, Nr. 4 (13.12.2023): 136–40. http://dx.doi.org/10.26526/2307-9401-2023-4-136-140.
Der volle Inhalt der QuelleAnnotation:
The article discusses the organization of professional development of personnel in the context of digital transformation. It is noted that the qualities and skills of a qualified specialist necessary in the context of digital transformation are proficiency in digital technologies, the ability to use software products in various fields of activity, the presence of digital competencies (adaptability, flexibility, creativity, innovation) along with such professionally and personally significant qualities as critical and analytical thinking, initiative, determination, social and emotional intelligence, ability to work in a team, learning ability. Strategies for professional development of personnel in the context of digital transformation are highlighted. The features of organizing professional development of personnel in the context of digital transformation for each strategy are identified. It is concluded that the organization of professional development of personnel in the context of the development of digital transformation is focused on solving the following tasks: 1) implementation of innovative personnel strategies and a holistic HR concept, 2) implementation of personnel policy by creating an atmosphere of security, employee ownership, and creating comfortable working conditions , constant development and interaction with the team, socially responsible employees, 3) active implementation of digital tools combined with «live» communication.
47
Petrova, Iryna. „Characteristics of methods of evaluation of personnel of forensic expert institutions.“ Naukovyy Visnyk Dnipropetrovs'kogo Derzhavnogo Universytetu Vnutrishnikh Sprav 3, Nr. 3 (30.09.2021): 257–65. http://dx.doi.org/10.31733/2078-3566-2021-3-257-265.
Der volle Inhalt der QuelleAnnotation:
The article states that to determine the ability of a specialist to perform official duties and his professionalism, evaluation of employees is used, which allows to identify their professional abilities, highlights personal qualities and prospects, which is especially important for forensic activities. It is emphasized that depending on the purpose and objectives of evaluation in some institutions use different types of evaluation of employees, which are classified on many grounds. The article presents the classification of evaluation methods on such grounds as: features of the subject and the evaluation process itself; by its content; by regularity; depending on the evaluation period; depending on the evaluation criteria; by systematic evaluation; by the subject of evaluation; according to the professional and functional structure of the evaluated. It is stated that the structure of comprehensive evaluation of employees of forensic institutions can be presented in the form of a model that covers three groups of characteristics: the employee in terms of his business and personal qualities; labor (business) behavior; performance of work, its results and outlines the components of each of them. It is established that the method of comprehensive assessment can be used to assess all categories of employees: workers, specialists and managers. However, it is noted that the evaluation of the work of different categories of employees of the forensic institution has its own specific tasks, indicators, methods of identifying and measuring the results of work. It is noted that these problems can be solved using evaluation methods: direct – they are used to evaluate the direct results of the work of specialists and managers, or the results of the work of their subordinate team; indirect – when it is not the result of the activity that is evaluated, but the course of performance of tasks by employees, their realization of their functional responsibilities.
48
Gorin, E. A., und S. V. Kuznetsov. „Professional education and the needs of modern Russian industry“. Economics and Management 30, Nr. 3 (10.04.2024): 268–81. http://dx.doi.org/10.35854/1998-1627-2024-3-268-281.
Der volle Inhalt der QuelleAnnotation:
Aim. To identify the correspondence of the level of professional training of graduates of higher and secondary educational institutions to the needs of modern industry on the example of St. Petersburg enterprises, as well as to assess the dynamics of changes in the basic competencies of new employees coming from the educational environment to the labor collectives.Objectives. To determine the quality of interaction between the educational and industrial spheres on the example of St. Petersburg; to assess the level and dynamics of changes in professional knowledge and skills, social qualities and universal competencies of graduates of St. Petersburg higher and secondary vocational educational institutions.Methods. On the basis of employers’ survey the quality of training of graduates of St. Petersburg higher and secondary vocational educational institutions was assessed by such indicators as the level of professional knowledge and skills, social qualities and universal competences. The results of the monitoring were compared and the dynamics of changes in recent years in the quality of training of young specialists according to the main requirements of employers was revealed.Results. The degree of interaction between industrial structures and the system of professional education in the conditions of increasingly complex economic situation and social transformations is determined. The role of the enterprise as an economic unit is shown, modern labor relations in the production team are characterized. The parameters of employers’ assessment of the quality of training of graduates of St. Petersburg higher and secondary vocational educational institutions are proposed. On the basis of employers’ data, the level and dynamics of changes in professional knowledge and skills, social qualities and universal competencies of graduates of St. Petersburg higher and secondary vocational educational institutions who were hired in 2014-2022 in the St. Petersburg production sphere were assessed. Conclusions. The directions of activation of interaction between the education system and industrial production, professional orientation of young people, formation of the creative component both in the educational process and in the production team have been proposed. The efficiency of measures on formation of progressive labor market on the basis of improvement of quality of preparation of graduates of higher and secondary professional educational institutions employed at enterprises, their quick adaptation in the conditions of production process and labor relations is determined.
49
Shevchenko, Larisa, und Oleksandr Shlomin. „PROFESSIONAL AND PERSONAL QUALITIES OF PREVENTIVE UNIT EMPLOYEES OF THE NATIONAL POLICE AT DIFFERENT STAGES OF PROFESSIONAL DEVELOPMENT“. Psychological journal 5, Nr. 10 (31.10.2019): 143–55. http://dx.doi.org/10.31108/1.2019.5.10.10.
Der volle Inhalt der Quelle
50
Abdumutalifovna, Rakhimbayeva Oftobkhan. „NATURE AND BASIC CONCEPTS OF PROFESSIONAL COMPETENCES OF PUBLIC CIVIL SERVANTS“. International Journal of Pedagogics 4, Nr. 10 (01.10.2024): 16–20. http://dx.doi.org/10.37547/ijp/volume04issue10-03.
Der volle Inhalt der QuelleAnnotation:
In this article, the concept of professional competencies of state civil servants and its essence are analyzed in detail. The importance of the system of competences aimed at improving the qualifications of civil servants, professional development and service efficiency is studied. The main types of competences, including professional knowledge, skills, personal qualities and basic concepts formed through ethical standards are identified. Based on the analysis of modern approaches and international experiences in the field of public administration, recommendations are given to improve the efficiency of employees.