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Journal articles on the topic 'Personnel development management'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Lychkan, Leonid Petrovich. "Personnel management: personnel policy and personnel planning." Uchenyy Sovet (Academic Council), no. 5 (April 22, 2021): 339–51. http://dx.doi.org/10.33920/nik-02-2105-02.

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The article discusses the provisions related to personnel (human resources) planning and certain aspects of such planning, in particular, planning the organization's staffing needs for a certain prospected period for the organization's development and implementation of its targets and plans. When planning the need for personnel in modern context of digital transformation of the system of public relations, in the conditions of the formation of different areas of life of a worker, the development of his own resource capabilities, in the context of a changing economic situation, organizations of

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2

Kravchuk, Oksana. "Personnel management professional standards: development and implementation in Ukraine." Social and labour relations: theory and practice 9, no. 1 (2020): 71–84. http://dx.doi.org/10.21511/slrtp.9(1).2019.07.

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The transformation of the modern labor market, the development of the educational services market and changes in the field of implementation of the personnel management function are accompanied by a number of problems that be facilitated by the introduction of professional standards in personnel management in Ukraine. The relevance of this research is exacerbated by the need to move the personnel management system in the country to a new quality level, to organize work with people in accordance with international standards and best practices, and to reform the state personnel policy. Therefore

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Tarasiuk, Halyna, Oleksandr Cherep, and Inna Levytska. "Trends in personnel management development." Visnik Zaporiz'kogo nacional'nogo universitetu. Ekonomicni nauki 3, no. 43 (2019): 126–30. http://dx.doi.org/10.26661/2414-0287-2019-3-43-21.

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Stankovska, I. М., V. B. Kochkodan, and E. Yanton-Drozdovska. "DIGITAL OILFIELD PERSONNEL DEVELOPMENT MANAGEMENT." Actual problems of regional economy development 2, no. 17 (2021): 287–96. http://dx.doi.org/10.15330/apred.2.17.287-296.

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The article is aimed at studying the problems associated with the digital oilfield personnel development. The purpose of the article is to study the digital oilfield personnel development management. During the research we used the methods of theoretical generalization - to form definitions of concepts and general approaches and principles; of analysis and synthesis; of system and complex analysis, modeling - for management model formation of digital oilfield personnel development. To achieve this goal, the directions of oil and gas field digitalization are considered; the producti

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Mao, Rong, and Tetyana M. Kharchenko. "Personnel Development Management in the Future Competition of Enterprises." Business Inform 4, no. 543 (2023): 197–202. http://dx.doi.org/10.32983/2222-4459-2023-4-197-202.

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With the continuous development of science and technology, information technology has promoted the development of knowledge economy, advanced science and technology has become an important development in the era of knowledge economy. In this era, knowledge workers are at the core competitiveness, and knowledge compound talents have become the pivotal resources. In order to enhance the enterprise market competitiveness, daily work efficiency and technological innovation and development, one is bound to try to improve and innovate in the enterprise human resource management. The main aim of the

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Morozova, Maryna. "PERSONNEL MANAGEMENT FEATURES." Economic Analysis, no. 32(3) (2022): 47–53. http://dx.doi.org/10.35774/econa2022.03.047.

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Introduction. Nowadays it is difficult to imagine any developed organization without personnel. Correctly selected staff and its proper management is the key to the positive development of the organization. Personnel management, having a direct impact on the process of organization management and in the long term will bring a certain positive result. Each organization in its activities can choose and apply at its discretion the basic principles of personnel management, the correct choice of which depends on the effectiveness of their work. In order for the personnel management system to work i

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VEDERNIKOV, M., L. WOL’ANSKA-SAVCHUK, M. ZELENA, N. BAZALIYSKA, and O. CHERNUSHKINA. "CONCEPTUAL PRINCIPLES OF PERSONNEL MANAGEMENT UNDER MODERN CONDITIONS OF MANAGEMENT." Herald of Khmelnytskyi National University. Economic sciences 280, no. 2 (2020): 260–69. https://doi.org/10.31891/2307-5740-2020-280-2-47.

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In today’s world, effective personnel management is not possible without the use of modern personnel technologies in the personnel management system in any field of activity. Typically, the effectiveness of personnel management depends on the mechanisms and methods chosen by management to use the process of personnel management in the institution. The use of modern personnel technologies is one of the most important conditions for the development of the team, and hence the growth of the rating (reputation) of the institution, as a consequence of increasing the productivity of employees and the

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RUDENKO, G. G., V. N. SIDOROVA, and N. V. SIDOROV. "TALENT MANAGEMENT: PROGRAM DEVELOPMENT AND HUMAN RESOURCES DEVELOPMENT." Herald of Omsk University. Series: Economics, no. 2 (58) (2017): 125–29. http://dx.doi.org/10.24147/1812-3988.2017.2.125-129.

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The article discusses the relevance of the talent management direction in modern personnel management. There is emphasized the priority of this direction in comparison with other functions of human resource management. Talent management is viewed as the dominant strategy of personnel management, necessary for business development and achieving strategic goals of companies. Talent management is declared as a program covering all personnel of the organization, not only part of the personnel reserve. In this approach, each employee is seen as potential and promising, what creates the possibility

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КОПЫТОВА, А. В., О. В. АШИХМИН, В. Н. УШАКОВА, and Е. В. ВАСИЛЬЕВ. "PERSONNEL MANAGEMENT: PERSONNEL POLICY OF THE ORGANIZATION." Экономика и предпринимательство, no. 11(160) (December 21, 2023): 961–67. http://dx.doi.org/10.34925/eip.2023.160.11.182.

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Кадровая политика оказывает влияние на деятельность организации. Вопросы подбора, найма, адаптации, развития и стимулирования персонала тесно связаны с кадровой политикой предприятия. Руководство организации заинтересовано в осмыслении реального положения дел: восприятии организации потенциальными и существующими сотрудниками, причинами сложившейся рабочей атмосферы, поиске рычагов влияния на имеющуюся ситуацию в кадровых вопросах. В данной статье рассматриваются составляющие кадровой политики предприятия (планирование потребности в персонале; подбор и найм персонала; адаптация и ее виды; особ

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Vujić, Vidoje. "PERSONNEL DEVELOPMENT AND MANAGEMENT IN TOURISM." Tourism and hospitality management 6, no. 1-2 (2000): 85–100. http://dx.doi.org/10.20867/thm.6.1-2.8.

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The global market and global communications mark the beginning of a new story, a story that has a significant effect on the tourist economy and its personnel. These developments and other social changes indicate that firms in the tourist industry have to do some rethinking, and sometimes modify their strategy and system of management of resources and work processes. In order to gain insight into the present state and method of managing the processes of developing human resources, we have conducted a survey among fifty personnel managers in hospitality and tourist firms. The intention of this r

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Kavtidze, E. "STRATEGIC DIRECTIONS OF PERSONNEL MANAGEMENT DEVELOPMENT." ASJ 1, no. 49 (2021): 57–58. http://dx.doi.org/10.31618/asj.2707-9864.2021.1.49.97.

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The article examines changes in corporate governance at the turn of the millennium. According to the author, these shifts are undoubted of a strategic nature, and their reasons are the globalization of the market and sectoral structure, the optimization of the workforce at enterprises, the orientation of the owners towards high incomes, rapid and constant organizational and technological changes. The author believes that the changes will affect not only the business as a whole but also the organization of work of personnel in individual corporations.

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Kavtidze, Edward. "STRATEGIC DIRECTIONS OF PERSONNEL MANAGEMENT DEVELOPMENT." European Journal of Economics and Management Sciences, no. 2 (2021): 29–31. http://dx.doi.org/10.29013/ejems-21-2-29-31.

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Vira SHPILEVA, Olena KOSIIUK, and Victoriia BILYK. "MANAGEMENT SYSTEM OF IMPROVING THE QUALIFICATIONS OF THE MANAGEMENT STAFF OF THE ORGANIZATION." Herald of Khmelnytskyi National University. Economic sciences 310, no. 5(1) (2022): 229–34. http://dx.doi.org/10.31891/2307-5740-2022-310-5(1)-37.

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In the modern development of business technologies, the key resources of any organization, along with informational, financial, and technological ones, are human resources. Enterprises compete, in particular, on the level of professional development of their employees – their knowledge, skills, and abilities. For the most reasonable and effective use of this resource, it is necessary to correctly assess and increase this level. Different systems and methods of personnel evaluation allow to identify and reveal the potential of each employee and direct this potential to the realization of the co

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Promyslov, B. D. "Personnel and personnel management grounds in conditions of informatization development." Problems of Economics and Management of Oil and Gas Complex 12 (2018): 44–52. http://dx.doi.org/10.30713/1999-6942-2018-12-44-52.

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ЗАЛИБЕКОВА, И. У., and Ф. С. ФАРМАНОВА. "PERSONNEL DEVELOPMENT AS A COMPONENT OF THE PERSONNEL MANAGEMENT SYSTEM." Экономика и предпринимательство, no. 1(150) (May 27, 2023): 1003–6. http://dx.doi.org/10.34925/eip.2023.150.1.198.

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Статья посвящена исследованию развития персонала как составной части системы управления персоналом. Определена актуальность исследования и рассмотрены трактовки управления персоналом, особенности их регулирования. Дана характеристика развития персонала в системе стратегического управления предприятием. Перечислены основные принципы и методы управления персоналом. Поэтому обеспечение эффективной системы управления персоналом предприятия становится чрезвычайно важным. Выявлены ключевые проблемы и перечислены традиционные методы предотвращения и минимизации возникающих рисков в системе управления

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Holovach, Nataliia, Ivan Bakhov, and Liubov Zgalat Lоzynska. "An Innovation-Driven Model for Management Personnel Development at Enterprises." Journal of Advanced Research in Dynamical and Control Systems 11, no. 12-SPECIAL ISSUE (2019): 1266–77. http://dx.doi.org/10.5373/jardcs/v11sp12/20193335.

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Prokopenko, V. Yu, V. P. Shapoval, L. V. Shovkun, and N. O. Kornieva. "Modern problems of personnel development and personnel management of the enterprise." BULLETIN OF KHARKIV NATION AGRARIAN UNIVERSITY NAMED AFTER V.V.DOKUCHAYEVA. SERIES "ECONOMIC SCIENCES", no. 2 (2019): 425–34. http://dx.doi.org/10.31359/2312-3427-2019-2-425.

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18

Polhul, Dmytro. "Personnel motivation management in the strategic management system of an enterprise." Social and labour relations: theory and practice 12, no. 2 (2023): 24–31. http://dx.doi.org/10.21511/slrtp.12(2).2022.03.

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In the paper, motivation management is considered through the prism of strategic personnel management, which is an important component of enterprise development. The overall strategy of an enterprise is mainly presented in the form of a long-term program of actions to implement the use and development of the organization’s available resources, but not always when describing a strategy, all its important elements are taken into account. Staff turnover, inconsistencies in the processes of hiring high-level specialists and low staff involvement are also the result of inadequate attention to the d

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Saloid, N. V. "Personnel management of construction companies." Ways to Improve Construction Efficiency 2, no. 47 (2021): 33–39. http://dx.doi.org/10.32347/2707-501x.2021.47(2).33-39.

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This article discusses the features of construction as an industry, identifies factors that affect the process of personnel management of construction companies in modern conditions. Differences in the organization of the construction process from the production process in other industries are identified, taking into account the specifics of innovative development of the construction industry and staffing requirements, taking into account trends in the industry. Trends in the labor market in construction are shown, foreign and domestic experience in the development of supply and demand in the

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20

Iryna, Segeda, Obolentseva Larysa, and Aleksandrova Svitlana. "Development of a model of personnel management in the hotel industry." Technology Audit and Production Reserves 5, no. 4(61) (2021): 15–18. https://doi.org/10.15587/2706-5448.2021.240230.

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<em>The object of this research is personnel management in the hotel industry. The paper considers theoretical and practical aspects of the features of phased personnel management in the hotel industry, taking into account the specifics of the industry. The importance of the attitude of each employee to their responsibilities and the company as a whole was emphasized, and it was established that the minimum number of employees can provide the highest quality of service.</em> <em>In any case, there is a need for effective personnel management, in the purposeful activities of the management

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Rodomanova, A. M. "Development of the organization’s personnel management process." Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), no. 10 (October 1, 2020): 40–46. http://dx.doi.org/10.33920/pro-3-2010-04.

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Modern trends in the human resource management system in order to improve the efficiency of the company and increase the productivity of personnel contain different tools and techniques. The study of the quality management system of enterprises revealed the relationship between the concept and strategy of the company’s development and personnel policy and identified the theses that contribute to positive changes in the field of employee management. The article analyzes the internal determination of the appropriate methodology, taking into account the characteristics of employees and the human

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Магомедов, М. А., and Н. Э. Мисриханов. "Personnel management system: features and development problems." Экономика и предпринимательство, no. 3(128) (May 13, 2021): 1271–74. http://dx.doi.org/10.34925/eip.2021.128.3.255.

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Данная статья посвящена поиску наиболее важных проблем управления человеческими ресурсами в компании. Так же автор выделяет факторы, определяющие значимость работника для организации. Рассмотрены основные формы подготовки и реализации адаптационных процедур: обучение, наставничество, коучинг. Были выявлены наиболее распространенные проблемы, возникающие в системе управления человеческими ресурсами. This article is devoted to the search for the most important problems of human resource management in the company. The author also highlights the factors that determine the importance of the employe

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Savenko, Volodymyr, Olena Demydova, Inna Shatrova, Tetiana Honcharenko, and Tamara Liashchenko. "Evolution of organizational development and personnel management." Management of Development of Complex Systems, no. 53 (March 17, 2023): 91–99. http://dx.doi.org/10.32347/2412-9933.2023.53.91-99.

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The concept of organizing action is hidden in the term "production". And we will make the formula more precise: the organization of the external forces of nature, the organization of human forces, the organization of experience. Humanity has no activity other than organizational, there are no tasks other than organizational. Therefore, all interests of humanity are organizational. And from this it follows: there cannot and should not be another point of view on life and the world, except for the organizational one. And if this is not yet recognized, it is only because people's thinking has not

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Боришкевич, І. І., Н. В. Гой, and О. І. Жук. "THEORETICAL PRINCIPLES OF COMPANY PERSONNEL DEVELOPMENT MANAGEMENT." Actual problems of regional economy development 2, no. 20 (2024): 31–40. http://dx.doi.org/10.15330/apred.2.20.31-40.

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Нинішні вітчизняні компанії стикаються з рядом викликів, такими як нестабільність економічної ситуації, війна у країні, швидкі технологічні зміни, а також зміни у споживацьких уподобаннях. Керівництво тих компаній, які розуміють важливість розвитку персоналу, активно впроваджують стратегії навчання та розвитку, що допомагають співробітникам удосконалювати навички, засвоювати нові знання та пристосовуватися до нових вимог та технологій. Розвиток персоналу сприяє підвищенню ефективності та продуктивності праці, покращує якість роботи та обслуговування клієнтів, а також підвищує рівень задоволено

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Panova, A. G., and T. N. Lustina. "DEVELOPMENT OF PERSONNEL MANAGEMENT IN TOURISM ENTERPRISES." Вестник Алтайской академии экономики и права 2, no. 2 2025 (2025): 249–52. https://doi.org/10.17513/vaael.4012.

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Raxmonqulova, Nafisa. "IMPORTANCE OF PERSONNEL MANAGEMENT IN BUSINESS DEVELOPMENT." MODERN SCIENCE AND RESEARCH 3, no. 2 (2024): 13–17. https://doi.org/10.5281/zenodo.10620838.

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<em>This article discusses the importance of personnel management in the development of business entities. It was emphasized about the conditions created for employees working in business entities. The mechanisms of organizing their work processes are mentioned.</em>

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Filyasova, Yu A. "Organizational personnel career development." Upravlenie 9, no. 1 (2021): 80–91. http://dx.doi.org/10.26425/2309-3633-2021-9-1-80-91.

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The aim of the study is to analyse opportunities for career development of organizational personnel. The object of the study includes processes providing organizational career development. The subject of the research is interdependence between personal professional development of employees and organizational performance. The research methods are description and analysis.The processes providing career progression can be divided into direct, actively encouraging employees to improve professional skills, and indirect, creating favourable work environment and commitment to achieving organizational

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Arzimatova, I.M. "ISSUES OF DEVELOPMENT OF MANAGEMENT CULTURE IN LEADERS." INTERNATIONAL BULLETIN OF APPLIED SCIENCE AND TECHNOLOGY 3, no. 4 (2023): 177–80. https://doi.org/10.5281/zenodo.7807672.

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The article covers the issues of achieving the effective functioning of democratic management in state power under the conditions of today's reforms, the development of management culture in management personnel, the essence of such concepts as personnel, individual potential, and the formation of personnel reserves today.

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NYZHNYK, Viktor, and Olena BABCHYNSKA. "PERSONNEL SELF-DEVELOPMENT IN THE MANAGEMENT SYSTEM OF AN INNOVATIVE AND ACTIVE ENTERPRISE." Herald of Khmelnytskyi National University. Economic sciences 310, no. 5(1) (2022): 23–27. http://dx.doi.org/10.31891/2307-5740-2022-310-5(1)-3.

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The article deals a questionsforming of self-development personnel in the conditions of knowledge economy. The scientific approaches concerning formation of the mechanism of management of development and use of personnel are considered. The analysis of scientific researches and publications concerning management of development and use of enterprise personnel is carried out. The paper emphasizes that the staff of an innovatively active enterprise is both a source of new ideas and a tool for their direct implementation in the practical activities of the enterprise. An essential condition for mai

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TELNOV, Anatoliy, and Svitlana RESHMIDILOVA. "DEVELOPMENT TENDENCIES OF MARKETING PERSONNEL MANAGEMENT UNDER THE FOURTH INDUSTRIAL REVOLUTION." Herald of Khmelnytskyi National University. Economic sciences 312, no. 6(2) (2022): 7–12. http://dx.doi.org/10.31891/2307-5740-2022-312-6(2)-1.

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The purpose of the article is to analyze the general features, technologies, risks and threats of the fourth industrial revolution, to justify changes in the educational and professional system on the development trends of personnel marketing management, taking into account the identified trends. The article defines the content and components of Industry 4.0. The problems that arise as a result of the development of the fourth industrial industry are identified, namely: “extinction of jobs” and “change of skills”. The “Industry 4.0 in Ukraine” movement was analyzed. The change of professions a

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Bashkirtseva, Svetlana Anatolyevna, Milyausha Sagitovna Faskhutdinova, Marina Alekseevna Lukina, and Dilyara Rifkatovna Latfullina. "ADMINISTRATIVE METHODS OF PERSONNEL MANAGEMENT." Scientific Review: Theory and Practice 12, no. 5 (2022): 787–96. http://dx.doi.org/10.35679/2226-0226-2022-12-5-787-796.

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The article considers personnel services, usually created on the basis of a traditional service: personnel department, organization and remuneration, security and maintenance, etc. The main tasks of the new services are the implementation of personnel legislation and the joint coordination of work on the organization's personnel management. Therefore, they begin to expand their range of functions, starting from a purely personnel issue, starting from the development of work incentive systems, professional development management, conflict prevention, labor market research, and so on. Personal m

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Rahu, Kristina Yunita de, Melkisedek N. B. C. Neolaka, and Ajis Salim Adang Djaha. "Personnel management information system in order to create up-to-date and integrated personel data and information in the personnel and human resources agency in malaka regency." Journal of Multidisciplinary Academic and Practice Studies 1, no. 1 (2023): 11–27. http://dx.doi.org/10.35912/jomaps.v1i1.1449.

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Purpose: This study discusses the personnel management information system in order to create up to date and integrated personnel data and information in the Personnel and Human Resources Development Agency in Malaka Regency. Research Methodology: This research uses a qualitative approach. Data collection methods for this research will be conducted by means of interviews, observation and document searches. The data analysis technique in this study is based on the theory of Miles and Huberman. Results: In the application of the human resources management information system in order to create up-

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Gore, C., and K. Murray. "The Development of Enterprising Personnel." International Journal of Manpower 11, no. 6 (1990): 17–19. http://dx.doi.org/10.1108/eum0000000000881.

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PLAKHOTNIKOVA, L. О. "HR–management in the personnel management system: theoretical aspects." Market Relations Development in Ukraine 97, no. 10(289) (2023): 72–78. https://doi.org/10.5281/zenodo.10403275.

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domestic companies is the creation of an effective management system focused on the developmentstrategy. Effective management is a mandatory prerequisite for enterprise development, becausethe development and implementation of strategic management solutions aimed at adapting to theexternal and internal environment of the enterprise is characterized by the ability to quickly respondto market dynamics.The system by which the company can effectively respond to socio–economic, political–legal,scientific–technological and cross–cultural factors of the macro environment, adju

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BAIRACHNA, Oksana. "Tools for functional training of management staff in the management of the organization." Actual problems of innovative economy, no. 2020/1 (January 30, 2020): 92–97. http://dx.doi.org/10.36887/2524-0455-2020-1-16.

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Introduction. Staff plays an important role in the success of any business. The personnel component requires due at-tention in the system of its management, in particular in the implementation of measures to improve the professional level, development, self-improvement of staff. Proper motivation of highly qualified employees is the key to increasing the compet-itiveness of the enterprise. The purpose of research is to develop tools for functional training of management staff in the management of the or-ganization. Results. The current situation on the labor market is described. The types of p

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Salekhov, A. I., and A. B. Konobeeva. "PERSONNEL DEVELOPMENT STRATEGY OF A TRADING COMPANY." Business Strategies 11, no. 1 (2023): 9–13. http://dx.doi.org/10.17747/2311-7184-2023-1-9-13.

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The article discusses the concept and essence of strategic personnel management, defines the elements necessary for strategic personnel management, as well as its varieties, depending on the goals pursued. The purpose of the study is to identify the features of the personnel development strategy of a modern enterprise. When writing the work, such methods as system analysis and synthesis, classification, analogy, deductive analysis were used. The starting point for the study was the consideration of a strategic approach to the personnel management of the enterprise. The definition of personnel

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Okamoto, John. "Personnel Department Organizational Development Study." Public Personnel Management 22, no. 1 (1993): 7–35. http://dx.doi.org/10.1177/009102609302200102.

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This article reviews the City of Seattle Personnel Department's comprehensive examination of the Department's mission, key programs, and its organizational structure. This review was undertaken in order to improve customer services and productivity, in the face of budget cuts and other reductions in resources.

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Babiak, Halyna, Nataliya Kotys, and Dmytro Shushpanov. "PERSONNEL MANAGEMENT: CURRENT TENDENCIES IN HR-SERVICE DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 26 (December 2021): 80–86. http://dx.doi.org/10.35774/rarrpsu2021.26.080.

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The article is devoted to the problems of the development of modern trends in the activities of HR services. Goal. The study of modern trends in the development of the HR service, the processes of formation and efficiency of the company's personnel in the conditions of the latest challenges, as well as the development of recommendations for improving the activities of the HR service as a factor in increasing the efficiency of the organization/company. The results. It states that today, especially given the challenges of the pandemic, the main thing for any effectively functioning organization

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39

Hrytsai, Serhii, and Svitlana Koda. "THE PECULIARITIES OF PERSONNEL MANAGEMENT DEVELOPMENT: PROGNOSTIC ASPECT." B U L L E T I N OF OLEKSANDR DOVZHENKO HLUKHIV NATIONAL PEDAGOGICAL UNIVERSITY 54, no. 1 (2024): 87–94. http://dx.doi.org/10.31376/2410-0897-2024-1-54-87-94.

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У статті досліджено теоретичні аспекти кадрового менеджменту на підприємстві. Розкрито сутність та зміст понять «кадровий менеджмент», «управління трудовими ресурсами», «менеджер з персоналу», «організаційне проєктування». Звернено увагу на роль менеджера з персоналу та сфери кадрового менеджменту. Особлива увага приділена концепції та цілям кадрового менеджменту, прогностичному аспекту особливостей розвитку кадрового менеджменту. Ключові слова: кадровий менеджмент, менеджер з персоналу, управління трудовими ресурсами, якості менеджера з персоналу, прогностичний аспект.

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Jalolova Feruza Mirkamol kizi. "DEVELOPMENT OF MANAGEMENT COMPETENCE IN FUTURE PEDAGOGICAL PERSONNEL." Innovation Science and Technology 1, no. 3 (2025): 103–8. https://doi.org/10.55439/ist/vol1_iss3/78.

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This article examines the development of managerial competence among future pedagogical personnel. Ithighlights the significance of management competence in the pedagogical process, exploring its key components andpathways for development. The study also considers the role of pedagogical technologies, innovative methods, andpractical training in fostering effective management skills. The findings provide scientific-theoretical insights and practicalrecommendations for enhancing the leadership abilities of future educators and ensuring the efficient management of theeducational process.

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KOZHUKHOVA, J. E., and S. I. OVSYANNIKOVA. "STRATEGIC ASPECTS OF SOCIAL DEVELOPMENT MANAGEMENT OF CORPORATE STAFF." Central Russian Journal of Social Sciences 16, no. 3 (2021): 183–99. http://dx.doi.org/10.22394/2071-2367-2021-16-3-183-199.

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The main aim of the research is to distinguish scientific approaches to determining the essence of the management of social development of staff and the justification of interrelated management decisions aimed at developing strategic planning and forecasting in the personnel management system based on the principles of social responsibility. The subject of the study is the management system of social development of the personnel of economic entities. Research design is the basis of the theoretical and methodological research was the scientific works of domestic and foreign scientists concernin

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Voronin, V., M. Ionceva, and L. Shuraeva. "HR POLICY AS THE MAIN TOOL FOR PERSONNEL DEVELOPMENT." Management of the Personnel and Intellectual Resources in Russia 12, no. 3 (2023): 5–12. http://dx.doi.org/10.12737/2305-7807-2023-12-3-5-12.

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This article discusses the principles of personnel policy as the main tool for personnel development. The main tasks of personnel policy are studied. The principles of implementing an eﬀ ective personnel policy in the organization are proposed. The main mechanisms of personnel policy in the fi eld of corporate culture, recruitment and adaptation of personnel, motivation, training, development and evaluation of personnel, information support of the organization’s personnel are described. The authors propose a model of working with personnel based on the division of functions and the organizatio

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YEPIFANOVA, IRYNA, VALERIIA PANKOVA, and LIUDMYLA TKACHUK. "STRATEGIC RISK MANAGEMENT IN THE PERSONNEL MANAGEMENT SYSTEM." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 300, no. 6 (2021): 12–15. http://dx.doi.org/10.31891/2307-5740-2021-300-6-2.

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The article considers the theoretical aspects of personnel risk management. The main factors influencing the occurrence of personnel risks are identified. Personnel risks that are most common are analyzed and ways to avoid and minimize them are suggested. The boundary intervals with the distribution of risks by probability of occurrence and level of risk are singled out, and also actions for reduction of risks of the corresponding level are offered. The directions of development of personnel strategy of the enterprise for the purpose of avoidance of personnel risks are offered. The company’s s

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Yadransky, Dmitry, Rinat Latypov, and Elena Chumak. "Personnel-marketing as a direction of development of personnel agricultural complex." E3S Web of Conferences 222 (2020): 06024. http://dx.doi.org/10.1051/e3sconf/202022206024.

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The article considers the ambivalence of personnel marketing as a modern management technology that allows balancing on the principles of the mutual agreement the interests of employers and employees in a situation of choice in the segment of the labor market. The problem of the article lies in the need to search for tools to effectively build (develop) the labor market of agricultural enterprises. Personnel marketing technologies are proposed as tools. Research methods are: methods of theoretical generalization, logical modeling, induction, and other general scientific methods. The article de

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Ivanova, N. S. "CONFLICT MANAGEMENT IN THE PERSONNEL MANAGEMENT SYSTEM." Visnyk of Donetsk National University of Economics and Trade named after Mykhailo Tugan-Baranovsky, no. 1 (76) 2022 (2022): 7–15. http://dx.doi.org/10.33274/2079-4819-2022-76-1-7-15.

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Objective. The objective of the article is to summarize the theoretical developments on conflict management in the personnel management system Methods. To achieve the objective, methods of theoretical generalization, analysis and synthesis, logical generalization, analogies, comparative comparison, formal and substantive modeling are used. Results. It is proved that modern conflict theories follow two main approaches: conflict as a negative phenomenon; conflict as a basis for achieving better results, as well as the impetus for change and development of the organization itself. For a company’s

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Galynchik, Tatyana A., and Svetlana Yu Gasnikova. "KNOWLEDGE MANAGEMENT AS AN INTEGRAL COMPONENT OF PERSONNEL DEVELOPMENT." Krasnoyarsk Science 10, no. 4 (2021): 53–65. http://dx.doi.org/10.12731/2070-7568-2021-10-4-53-65.

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In the digital economy, one of the priorities of the personnel strategy is the direction of investments in personnel to gain new knowledge and relevant professional competencies. Today, organizations need employees who are able to use and maintain the information technologies introduced into the business. Digitalization and the formation of the information society dictates new conditions for the competencies of personnel. In order to maintain competitiveness, the organization is forced to ensure the development of digital competencies of personnel. Knowledge management should provide con

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Abramova, Irina. "Anti-Crisis Personnel Management in the Modern Realities of Business Development." Modern Economics 24, no. 1 (2020): 6–11. http://dx.doi.org/10.31521/modecon.v24(2020)-01.

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Annotation. Introduction. The main problem of modern crisis management is associated with the lack of preventive crisis management practices of socio-economic systems, resulting in a set of emergency response measures: staff reductions, salary cuts, curtailment of training programs and staff development, which destroys the foundation of the organization – human capital. Purpose. At the same time, there are certain problematic and debatable points in terms of the formation of anti-crisis management of human resources in terms of theory and practice. Results. Accordingly, the article forms appro

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El‐Jaali, Mohmed Osman A. "The African bureaucrat and personnel management." Journal of Contemporary African Studies 6, no. 1-2 (1987): 182–99. http://dx.doi.org/10.1080/02589008708729472.

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Tokareva, Y., E. Gasparovich, E. Uskova, and A. Zotov. "Personnel Development Management at the Enterprise With Mixed Labor Organization." Management of the Personnel and Intellectual Resources in Russia 12, no. 2 (2023): 5–12. http://dx.doi.org/10.12737/2305-7807-2023-12-2-5-12.

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Personnel development management at an enterprise with a mixed labor organization is one of the promising areas of activity for a personnel management manager. The search for new managerial decisions on the implementation of this process in the practice of functioning of enterprise personnel management becomes significant. The theoretical analysis of existing experience has shown the narrow industry focus of the developed solutions for enterprises with a traditional form of labor organization, which leaves them of little use in broad practical HR activities in the context of the digitali

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Segeda, Iryna, Larysa Obolentseva, and Svitlana Aleksandrova. "Development of a model of personnel management in the hotel industry." Technology audit and production reserves 5, no. 4(61) (2021): 15–18. http://dx.doi.org/10.15587/2706-5448.2021.240230.

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The object of this research is personnel management in the hotel industry. The paper considers theoretical and practical aspects of the features of phased personnel management in the hotel industry, taking into account the specifics of the industry. The importance of the attitude of each employee to their responsibilities and the company as a whole was emphasized, and it was established that the minimum number of employees can provide the highest quality of service. In any case, there is a need for effective personnel management, in the purposeful activities of the management of the organizati

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