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Journal articles on the topic 'Personnel Marketing'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Lenell, Wayne, and Robert Boissoneau. "Paying Marketing Personnel." Journal of Professional Services Marketing 17, no. 1 (1998): 129–39. http://dx.doi.org/10.1300/j090v17n01_09.

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Lenell, Wayne, and Robert Boissoneau. "Paying marketing personnel." Services Marketing Quarterly 17, no. 1 (1998): 129–39. http://dx.doi.org/10.1080/15332969.1998.9985315.

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3

Gladka, Olena, and Viktoriya Fedorova. "Defining personnel marketing strategies." Business: Theory and Practice 20 (March 15, 2019): 146–57. https://doi.org/10.3846/btp.2019.14.

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The purpose of the study is to develop methodological basis as to the justification and selection of personnel marketing strategy based on logical analysis and systematic approach. The strategy is suggested to be developed taking into consideration external personnel marketing strategy and internal one. The former is based on the capacity of an employer to meet expectations of potential personnel and is aimed at forming enterprise's external attractiveness as an employer. The latter is based on the capacity of an employer to satisfy expectations of existing personnel and is aimed at forming en

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4

Gladka, Olena, and Victoria Fedorova. "Defining personnel marketing strategies." Business: Theory and Practice 20 (March 15, 2019): 146–57. http://dx.doi.org/10.3846/btp.2019.14.

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The purpose of the study is to develop methodological basis as to the justification and selection of personnel marketing strategy based on logical analysis and systematic approach. The strategy is suggested to be developed taking into consideration external personnel marketing strategy and internal one. The former is based on the capacity of an employer to meet expectations of potential personnel and is aimed at forming enterprise’s external attractiveness as an employer. The latter is based on the capacity of an employer to satisfy expectations of existing personnel and is aimed at forming en

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Kovalenko, Olena. "CONCEPTUAL APROACHES TO PERSONNEL MARKETING." ECONOMIC BULLETIN OF THE DNIPROVSK STATE TECHNICAL UNIVERSITY, no. 1(10) (June 16, 2025): 135–42. https://doi.org/10.31319/2709-2879.2025iss1(10).332737pp135-142.

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In today’s highly competitive and turbulent business environment, companies require innovative approaches to human resource management to maintain a competitive advantage. One such approach is personnel marketing a concept that integrates marketing principles into HR management to align organizational needs with employee expectations, thereby enhancing workforce satisfaction and organizational performance. This study aims to generalize the existing conceptual approaches to personnel marketing and to theoretically substantiate its role within the HR management system of an enterprise, including

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Gajanova, Lubica. "Challenges of external personnel marketing." SHS Web of Conferences 92 (2021): 02018. http://dx.doi.org/10.1051/shsconf/20219202018.

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Research background: In the long term, employees are without a doubt the most important success factor for any company. Due to the demographic change, numerous companies are increasingly confronted with a shortage of skilled workers and are therefore facing the increased competition in gaining of the qualified employees. This challenge is exacerbated by a globalization, digitization and the change from an industrial society to a service one as well. In addition, the Slovak and worldwide labor market in the coming years will be characterized by a change of generation, which will form the majori

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Maršíková, Kateřina, and Světlana Myslivcová. "Personnel marketing in czech businesses." ACC Journal 21, no. 2 (2015): 22–31. http://dx.doi.org/10.15240/tul/004/2015-2-002.

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L.K. Bokenchina, K. K. Bokenchin, V. Alibekova, and G. Amalbekova. "SOCIAL NETWORKS IN PERSONNEL MARKETING." REPORTS 1, no. 329 (2020): 154–59. http://dx.doi.org/10.32014/2020.2518-1483.20.

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Sotnikova, E. A., and Ya Ishbitiren. "Formation of Personnel Marketing System." Education and Science without Limits Fundamental and Applied Researches, no. 17 (2023): 194–99. http://dx.doi.org/10.36683/2500-249x/2023-17/194-199.

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Personnel marketing is one of the strategically important elements of effective management system of a modern organization. Internal marketing covers all spheres of organization's personnel management beginning from the formation of requirements list of professional competencies for hiring new employees and up to the issues of stimulating permanent employees to professional growth, organizing additional training and professional retraining for better adaptation of employees to the changes in external and internal environment.

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Бушуева. "Development of the marketing of pesonnel: tribute to managerial fashion or economic need?" Economics 5, no. 2 (2017): 46–51. http://dx.doi.org/10.12737/24311.

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Application personnel marketing in the modern companies can help to find coordination between market conditions, interests of the organization and opportunities, and also desires of employees. With respect thereto urgent is a problem of development and implementation in management practice of the marketing program of personnel. In article approaches of researchers in the area personnel marketing are considered, the conclusion is drawn on a marketing role in case of the solution of questions of personnel management which consists in the choice of cost-efficient and socially justified personnel

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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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ТELNOV, A., and S. RESHMIDILOVA. "MARKETING TECHNOLOGIES OF ADVANCEMENT OF QUALITY COMMODITIES: FOREIGN EXPERIENCE." Herald of Khmelnytskyi National University. Economic sciences 274, no. 5 (2019): 243–48. https://doi.org/10.31891/2307-5740-2019-274-5-245-250.

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Modern enterprises use personnel marketing tools to solve the need planning, selection and evaluation of personnel, which has become one of the most important factors in the development of enterprises in a competitive market. The current state of the labor market necessitates the use of a marketing approach to personnel management, on the basis of which there is a real opportunity to achieve quality of work and production efficiency without the involvement of additional resources. This requires deepening the conceptual framework of personnel marketing and improving the marketing methods of sta

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ТELNOV, A., and S. RESHMIDILOVA. "FORMATION OF PERSONNEL MARKETING AT THE INDUSTRIAL ENTERPRISE." Herald of Khmelnytskyi National University. Economic sciences 286, no. 5 (2020): 228–32. https://doi.org/10.31891/2307-5740-2020-286-5-42.

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Modern development of industrial enterprises can be achieved through the efficient use of its staff. This necessitates the marketing orientation of personnel management. The current stage of scientific and technological development, development of new technologies, radical economic reforms have led to a change in functions, methods and approaches to personnel management in general and the allocation of a new direction in this area – personnel marketing. Today, personnel marketing is the most important component of the personnel management system of the enterprise and allows to solve a number o

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Frediyanto, Tonny, and Budhi Cahyono. "MODEL ON THE IMPROVEMENT OF INNOVATIVE BASED MARKETING PERSONNEL PERFORMANCE AT PT.BPR NUSAMBA CEPIRING." International Journal of Islamic Business Ethics 2, no. 3 (2017): 52. http://dx.doi.org/10.30659/ijibe.2.3.52-63.

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This study aims to examine the effect of learning orientation on innovative performance and its impact on the Marketing personnel performance with internal audit supervision as moderation. The problem of research is how to improve the marketing personnel performance through learning�� orientation�� and�� innovative performance with internal audit supervision as moderation? The sample of this research is all marketing personnel who work in PT. BPR Nusamba Cepiring with a total of 101 respondents. Regression analysis is run with Statistical Package Social Science (SPSS) software to analyze th

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Bielova, О., and I. Petrova. "PERSONNEL MARKETING IN COMPANY’S COMPENSATION POLICY." "Scientific notes of the University"KROK", no. 4(60) (2020): 115–20. http://dx.doi.org/10.31732/2663-2209-2020-60-115-120.

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Lien, Tamara. "Marketing Evaluation of Personnel Building Companies." Economic journal of Lesia Ukrainka Eastern European National University 6, no. 2 (2016): 42–46. http://dx.doi.org/10.29038/2411-4014-2016-02-42-46.

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Gogolová, Martina, Oľga Poniščiaková, and Iveta Sedláková. "Analysis of internal personnel marketing in selected mechanical engineering company in Slovakia." Global Journal of Business, Economics and Management: Current Issues 6, no. 2 (2016): 97–106. http://dx.doi.org/10.18844/gjbem.v6i2.1374.

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The paper deals with the significance and analysis of internal personnel marketing in a given enterprise in Slovakia. The analyses arose from the internal documentation of the company, from the company results of projects realised within the field of personnel management and from the survey results. The target group comprises of the company staff themselves, therefore the key role of the internal personnel marketing is to ensure stabilisation of qualified and highly motivated employees, their advancement and correct leadership. In the analysis of various occupations in the analysed company, we

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Susanti, Nur Arini, Ardaningsi Daing, and Faizah Khaeruddin. "Pengaruh Efektifitas Pelatihan Pemasaran dan Kompetensi Relasional terhadap Kinerja Tenaga Pemasaran melalui Kompensasi Finansial." Management and Accounting Research Statistics 3, no. 1 (2023): 72–83. http://dx.doi.org/10.59583/mars.v3i1.20.

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The purpose of this study is to examine and analyze the effect of training effectiveness, marketing personnel and relational competence directly and indirectly on the performance of marketing personnel through financial compensation. This study used quantitative research. The population of this research was the marketing staff at PT Ciputra Properti Persero Tbk. The sample was 58 marketing personnel. Data collection techniques used questionnaires. The data analysis used in this research was path analysis. The results of the study showed that the effectiveness of marketing training and relation

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19

Agarwal, Sanjeev. "Consequences of marketing controls among sales and nonsales marketing personnel." Industrial Marketing Management 25, no. 5 (1996): 411–20. http://dx.doi.org/10.1016/0019-8501(96)00041-7.

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Rafly, Rifaudin, and Rofiah Chusnul. "Marketing Target Achievement Strategies: Study on WOM Finance Marketing Personnel." Journal of Economics, Finance And Management Studies 07, no. 02 (2024): 990–1002. https://doi.org/10.5281/zenodo.10629136.

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This research aims to study and analyze the strategy of the financing company WOM Finance in maintaining good relationships with customers and implementing bailouts as an innovative marketing technique. The research locus is the object and source of data from the place being researched so that the information obtained can provide accurate data and truth in research. In WOM companies: Marketing Division Manager, Marketing Team Head, and Marketing Division Staff. The qualitative approach carried out through the data analysis technique used is the Manual Data Analysis Procedure (MDAP) by Rofiah (

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Kostylev, Alexander Yu. "A MODERN APPROACH TO THE DEVELOPMENT OF PERSONNEL MARKETING BASED ON INNOVATION." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 12/12, no. 153 (2024): 64–69. https://doi.org/10.36871/ek.up.p.r.2024.12.12.007.

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One of the main directions of personnel marketing development is the introduction of innovations in the marketing personnel management system. Nowadays, many Russian companies actively use various incentive systems for staff, depending on the individual contribution of the employee to the company’s work. Personnel marketing is aimed at improving approaches to interaction with personnel and introducing innovative organizational culture and environment. This will allow you to systematically monitor the staff and motivate them to creative activities. The study identifies the features of each stag

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Poklonskyi, Andrii, Olena Poklonska, Yanina Igorivna Almashiy, Julia Didovych, and Oksana Bieliakova. "Peculiarities of personnel market implementation in modern conditions: trends and innovations." Cuestiones Políticas 40, no. 72 (2022): 313–29. http://dx.doi.org/10.46398/cuestpol.4072.17.

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The article is devoted to the study of the organization of personnel marketing at Ukrainian and foreign enterprises, the level of development of countries in the field of personnel marketing, as well as the popularity of this type of management activity. The purpose of this research project is to analyze the differences between foreign and domestic experience in the field of personnel marketing. Also in the study, based on the analysis of theoretical developments and factors that have a practical impact on the implementation of personnel marketing in modern conditions, the most important eleme

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23

Kostylev, Alexander Yu. "INNOVATIVE TRENDS IN THE DEVELOPMENT OF PERSONNEL MARKETING IN THE CONTEXT OF MARKET STRUCTURING." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 1/6, no. 142 (2024): 51–56. http://dx.doi.org/10.36871/ek.up.p.r.2024.01.06.006.

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Numerous authors have defined the essence of the definition of “personnel marketing” by various definitions. The authors define personnel marketing as a type of professional activity for the selection and distribution of personnel and their further career advancement. Innovative technologies that are actively used in the development of personnel marketing are presented: the development of digital skills, individual learning trajectories, asynchronous learning, mentoring, remote interactive onboarding, artificial intelligence, blockchain, WELL-BEING. At this stage of the scientific research, th

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Zhuravel, Ye V. "PRINCIPLES OF ECONOMIC EVALUATION OF MARKETING PROGRAMS." Science and Transport Progress, no. 18 (October 25, 2007): 195–98. http://dx.doi.org/10.15802/stp2007/17496.

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General principles of estimation of economic efficiency of the marketings programs are formulated on the criteria of operating-room arrived to the investment indexes. The concept of short and long wave of creation of marketing cost of enterprise is entered. The analysis of types of marketings expenses is conducted, which four groups of costs are formed on the basis of: 1) advance expenses for development of the marketing program, 2) current expenses which are straight directed on realization of the concrete marketing program, 3) expenses on a personnel, 4) total marketings expenses are enterpr

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SUKACH, O.M., and O.M. LYSENKO. "Personnel marketing in the bank management system." Market Relations Development in Ukraine №5(240)2021 104 (August 11, 2021): 33–40. https://doi.org/10.5281/zenodo.5179912.

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The effectiveness of banks as independent economic entities depends on many factors, from the external environment to the qualifications of employees. The number and, most importantly, the quality of employees determines the economic performance and competitiveness of banks, as well as their feasibility in the market. The article highlights the key problems in the system of bank specialists’ performance connected with the mismatch between the specialists as well as the level of their professional competences and the new vector of the market development. The purpose of this paper is to co

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Палкин, А. В., Т. А. Бурцева, М. В. Макарова та А. А. Ведерников. "Концептуальные основы маркетинга персонала современной компании в цифровой среде". Innovative economy: information, analytics, forecasts, № 2 (12 квітня 2025): 58–64. https://doi.org/10.47576/2949-1894.2025.2.2.007.

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Актуальность исследования обусловлена тем, что существующий дефицит кадров – один из основных факторов, сдерживающих структурную трансформации отечественной экономики. Кадровый голод впервые становится темой государственного регулирования, выходя за рамки проблематики управления персоналом в конкретной отрасли или компании. Такое положение дел требует от менеджмента различных уровней поиска инновационных или адаптации классических подходов к подбору и удержанию персонала, с учетом актуальных трендов рынка трудовых ресурсов. Целью исследования является развитие теоретических основ маркетинга пе

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Cui, Yifan, Yanxin Kong, and Pengbo Qian. "Research and analysis of marketing personnel misconduct based on FISM-MICMAC model." BCP Business & Management 22 (July 15, 2022): 302–9. http://dx.doi.org/10.54691/bcpbm.v22i.1243.

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Marketing behavior is one of the critical factors for operators' success. Operators may conduct improper operations while using marketing methods to attract consumers and obtain certain economic benefits. This paper analyzes the influence factors of marketing personnel misconduct. Based on Fuzzy-ISM-MICMAC (Interpretive Structure Modeling-Matrice 'Impacts Croises Appliqueeaun Classement) model calculation. Considering marketing personnel's misconduct in commercial activities as the research starting point, it is divided into four aspects: human quality, environmental constraints, institutional

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Mazur, Danil, and Vladislav Shadrin. "Gamification as a Tool of Personnel Marketing." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 10, no. 1 (2025): 119–31. https://doi.org/10.21603/2500-3372-2025-10-1-119-131.

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Employees are a key and important resource of any company, which means a growing demand for innovative tools of improving motivation, adaptability, and productivity. Gamification, originally applied in marketing and education, is gaining popularity in corporate environment. It increases employees’ motivation by using slot elements to stimulate their performance. The author studied the benefits, problems, and challenges of personnel gamification in corporate management. The analysis involved case studies and public data. Gamification proved quite effective in work engagement. However, it requir

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Dzhuha, Vladimir, Ruzanna Pogosyan, and Artur Batyrgaliev. "PERSONNEL MARKETING: INNOVATIVE TECHNOLOGIES OF GENERAL ARTIFICIAL INTELLIGENCE." Actual directions of scientific researches of the XXI century: theory and practice 12, no. 2 (2024): 7–18. http://dx.doi.org/10.34220/2308-8877-2024-12-2-7-18.

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The main characteristic of modern socio-economic development is the use of digital information technologies, in particular, the use of generative artificial intelligence. Artificial intelligence technologies are developing at a faster pace than originally predicted by specialists and scientists, while the areas of its use of generative artificial intelligence (AI) are also expanding. For example, the world experience of using AI in marketing personnel (selection, selection, formation of a personnel reserve, etc.) and directly in HR processes (onsite adaptation, training, payroll, termination,

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Bielova, Olena I., Iryna L. Petrova, and Dmytro D. Honcharov. "PERSONNEL MARKETING AS A COMPETITIVE ADVANTAGE OF THE INNOVATIVE ENTERPRISE: STRATEGIC ASPECT." Business, Economics, Sustainability, Leadership and Innovation, no. 5 (December 30, 2020): 17–22. http://dx.doi.org/10.37659/2663-5070-2020-5-17-22.

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The article is devoted to the study of the role of personnel marketing in the formation of the competitive position of the innovative enterprise in the process of strategic management. The terms “personnel marketing” and “compensation policy” are defined. Personnel marketing is defined as a type of management activity aimed at long-term provision of the organization with human resources that form the strategic potential necessary to achieve its specific target priorities. Compensation policy is defined as a system of external incentives that encourage the employee to get a result that satisfie

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Cherepanov, Arkadiy, and Galina Rehtina. "The Genesis of Marketing in the Context of Strengthening its Role in Managing Employees." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2023, no. 2 (2023): 217–29. http://dx.doi.org/10.21603/2500-3372-2023-8-2-217-229.

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The article presents an understanding of the essence of marketing, taking into account its increased role in the management of employees. The subject of the article is the concept of personnel management and the connection between personnel marketing, human resource marketing, and human capital marketing. The purpose of the article is to analyze the genesis of employees marketing and develop a definition of the human capital marketing concept. Methods of analysis of theoretical sources, systematization and generalization of previously published results are used. The article systemizes the empl

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GERMANJUK, Natalia. "PERSONNEL MARKETING AS TOOL OF REALIZATION OF STAFFING POLICY ON THE ENTERPRISE." "EСONOMY. FINANСES. MANAGEMENT: Topical issues of science and practical activity", no. 3 (53) (October 4, 2020): 65–75. http://dx.doi.org/10.37128/2411-4413-2020-3-5.

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his article discusses the essence and importance of marketing of personnel as a tool for implementation of staff policy. Established, that it represents an administrative activity, aimed at satisfying of company by workers, which form its strategic potential and help to solve specific problems. Namely, staff marketing is a type of organizational management, focused on providing qualitative and quantitative organizational requests in the workforce. It was revealed that marketing personnel has two main functions - informational and communicational. The first of these is determined by the creatio

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M. Taraniuk, Leonid, Denys S. Kobyzskyi, Karina Taraniuk, and Violeta Dimitrova. "Personnel aspects of marketing activity reengineering at the industrial enterprises." Innovative Marketing 14, no. 2 (2018): 26–34. http://dx.doi.org/10.21511/im.14(2).2018.03.

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While implementing the radical transformations, such as the business processes reengineering in the work of industrial enterprises, there is a need to increase the personnel operating efficiency in the business processes redesign. The urgent increase of control by the top management of companies is demanded for observing the procedure and standards of business processes reengineering at the enterprises in order to increase its cost effectiveness. Therefore, the relevance of the scientific research subject is indisputable. The research works of academic economists concerning the features of sta

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ШАДРИНА Л.Ю., ШАДРИНА Л. Ю. "COMPARATIVE ANALYSIS OF INTRA-ORGANIZATIONAL MARKETING AND PERSONNEL MARKETING: SIMILARITIES AND DIFFERENCES." Экономика и предпринимательство, no. 3(164) (June 20, 2024): 855–58. http://dx.doi.org/10.34925/eip.2024.164.3.164.

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В статье проведен сравнительный анализ методов и подходов, используемых в системе внутриорганизационного маркетинга и маркетинга персонала. В работе систематизированы различные терминологические подходы, рассматривается специфика цели и задачи. Все это позволило выявить сходства и различия. Для проверки гипотезы в рамках исследования были проведены интервью с руководителями 10 организаций. Определена роль данных технологий в управлении организации. В заключение даны рекомендации по их применению. The article provides a comparative analysis of the methods and approaches used in the system of in

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Ishii, Hiroaki, Ikumi Hiraki, Taku Togawa, and Naoto Onzo. "What Do Top Management Personnel in Retail Companies Think About Sensory Marketing?:." Quarterly Journal of Marketing 45, no. 2 (2025): 95–104. https://doi.org/10.7222/marketing.2025.020.

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Praneeth, Machapathri, Shaik N. Meera, and H. K. Awasthi. "A study on Awareness of Extension Personnel about Use of Digital Marketing Applications." Current Journal of Applied Science and Technology 42, no. 20 (2023): 33–41. http://dx.doi.org/10.9734/cjast/2023/v42i204151.

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The study was conducted in three districts of Telangana with the objective of examining the Awareness of Extension personnel about use of digital marketing applications covering a random sample of 90 extension personnel. Interview schedule was developed with 20 statements were developed thoroughly by discussion with the concerned scientists and from review of literature to know the level of awareness about the use of digital marketing applications. It was found that majority of them belonged to age between 29 to 38 years and were found educated up to post graduation. Most of the extension pers

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Ried, L. "Job Satisfaction of HMO Pharmacy Personnel." Journal of Pharmaceutical Marketing & Management 1, no. 3 (1987): 45–59. http://dx.doi.org/10.1300/j058v01n03_04.

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De Ramos, Jojie R., and Jesus P. Briones. "Marketing Practices of a Private Higher Education Institution in the Philippines." International Journal of Marketing and Digital Creative 2, no. 2 (2024): 16–32. http://dx.doi.org/10.31098/ijmadic.v2i2.2381.

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In the competitive landscape of higher education, effective marketing practices are essential for institutions aiming to enhance student satisfaction, attract and retain students and secure long-term sustainability. This study evaluated the marketing practices of a private higher education institution in the Philippines, focusing on the perspectives of its personnel and students. Using the Segmentation, Targeting, and Positioning (STP) model, the research assessed various areas of marketing practices, such as target markets, marketing goals, promotions, and marketing initiatives. Using descrip

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Захаров, Д., and D. Zaharov. "Creating an Employee Value Proposition within Personnel Marketing." Management of the Personnel and Intellectual Resources in Russia 7, no. 6 (2018): 55–60. http://dx.doi.org/10.12737/article_5c1772c87034a5.87216899.

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In the modern conditions of globalization and turbulence of the economy, the basis of an organization’s competitiveness is its reputation, including its reputation on the labor market. At the same time, staff with their level of competence and loyalty is becoming a determining factor in the efficiency of a company. Involving talented employees in the organization is becoming increasingly difficult, and employers are constantly improving the personnel management system, making qualitative changes in the direction of attraction, development and retention of employees. The article reveals the ess

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Dubois, B. "L'enseignement du marketing a l'age de l'ordinateur personnel." Recherche et Applications en Marketing 1, no. 1 (1986): 111–21. http://dx.doi.org/10.1177/076737018600100106.

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Шадрина, Л. Ю. "Personnel segmentation in the organization's internal marketing system." Экономика и предпринимательство, no. 5(130) (June 25, 2021): 1213–17. http://dx.doi.org/10.34925/eip.2021.130.5.239.

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Настоящее исследование посвящено обзору различных методик сегментации персонала и определение ключевых критериев. Сделан акцент на типизации сотрудников в зависимости от вклада в общую конкурентоспособность организации. Новизна исследования заключается в современных способах определения уровней сегментации персонала в организации, жизненного цикла и фазисов постоянства сотрудников. Автор обосновывает необходимость проведения сегментации сотрудников в системе внутриорганизационного маркетинга. Статья может быть полезна сотрудникам управленческих структур разного уровня, преподавателям и студент

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Gogolova, Martina, Oľga Ponisciakova, and Katarina Ivankova. "The Use of External Personnel Marketing in Slovakia." Procedia Economics and Finance 26 (2015): 131–38. http://dx.doi.org/10.1016/s2212-5671(15)00897-7.

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Джуха, В. М., and А. В. Батыргалиев. "Personnel marketing: the evolutionary foundations of current trends." Учет и статистика 21, no. 1 (2024): 62–69. http://dx.doi.org/10.54220/1994-0874.2024.46.31.007.

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Введение. Актуальное состояние российского рынка труда характеризуется многочисленными сложностями, среди которых превышение предложений работодателей над предложениями потенциальных работников. Одним из эффективных инструментов, который позволяет в таких непростых условиях сохранить и поддерживать профессионально-квалифицированную кадровую структуру организации, является маркетинг персонала. В данной работе проведен анализ предпосылок развития маркетинга персонала как самостоятельной области управленческого знания, которая способствует формированию конкурентных преимуществ в виде высококвалиф

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LEVCHENKO, Alina. "IMPLEMENTATION OF STAFF MARKETING BASED ON THE MARKETING-MIX CONCEPT." Ukrainian Journal of Applied Economics 6, no. 3 (2021): 152–57. http://dx.doi.org/10.36887/2415-8453-2021-3-20.

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The article proposes the understanding of personnel marketing as a concept that systematically combines three components: the goal of creating a strategy for human resource accumulation; research method; a means of creating an attractive image of the company as an employer. Personnel marketing is understood as a threefold concept that systematically combines the goal (creating long-term prospects for human potential), method (providing information to work with staff based on their research), means (creating an attractive image of the company as an employer by differentiating communications). T

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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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КУЗЬМИЧ Н.П., КУЗЬМИЧ Н. П. "PERSONNEL MANAGEMENT OF A CONSTRUCTION COMPANY: A MARKETING APPROACH." Экономика и предпринимательство, no. 3(164) (June 20, 2024): 900–903. http://dx.doi.org/10.34925/eip.2024.164.3.173.

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В статье проанализированы проблемы недостаточного кадрового обеспечения строительных организаций, основные тренды формирования и использования наемного персонала. В ходе исследования рассматриваются стратегии развития персонала с применением технологий маркетинга. Для обеспечения эффективного использования потенциала персонала предприятия необходимо находить новые или проверенные временем механизмы стимулирования трудовой деятельности. Определены возможные способы решения кадровых проблем в строительной организации. Использованы методы исследования - анализ, синтез. The article analyzes the pr

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Shakhovskaya, Larisa, Irina Arakelova, and Victoria Yukina. "MANAGEMENT OF THE PERSONNEL POTENTIAL OF A MEDICAL ORGANIZATION: MARKETING APPROACH." Bulletin of the South Ural State University series "Economics and Management" 16, no. 3 (2022): 185–97. http://dx.doi.org/10.14529/em220320.

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The relevance of managing the personnel potential and providing conditions for the continuous professional development of specialists is described in the proposed material. Competent use of employee potential and activation of unused knowledge and abilities has a positive impact on the personnel as a whole. The subject of the research is presented as managerial, socio-economic relations that arise in the process of developing and implementing a set of measures to manage the personnel potential in the management system of a medical organization. The goals outlined in the work require theoretica

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Pinar, Musa, Tulay Girard, Paul Trapp, and Zeliha Eser. "Services branding triangle." International Journal of Bank Marketing 34, no. 4 (2016): 529–49. http://dx.doi.org/10.1108/ijbm-04-2015-0043.

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Purpose – The purpose of this paper is to examine customer, management, and contact personnel perceptions of consumer-based brand equity (CBBE) and its dimensions utilizing a services branding triangle framework in the banking industry. Design/methodology/approach – Data were collected from customers, managers, and contact personnel of three types of banks in Turkey – state, private, and foreign. Findings – The study finds significant external branding gaps between the perceptions of managers and customers and interactive branding gaps between the perceptions of contact personnel and customers

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(Jay) Yoo, Jaewon, Todd J. Arnold, and Gary L. Frankwick. "Promoting boundary-spanning behavior among service personnel." European Journal of Marketing 48, no. 9/10 (2014): 1626–47. http://dx.doi.org/10.1108/ejm-10-2012-0610.

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Purpose – The purpose of this model is to explain how person – organization fit (P – O fit) and competitive intensity, conceptualized as a job resource and a job demand, respectively, ultimately affect the development of frontline employee boundary-spanning behavior (BSB). Design/methodology/approach – A survey methodology was used in collecting data from a sample of bank employees in South Korea. To analyze the data, a structural equation model procedure using LISREL 8.5 was used (Jöreskog and Sörbom, 1996). Findings – Results suggest that a frontline employee’s P – O fit decreases emotional

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Antipova, Ol'ga. "Model of Development of Competences of Workers and Experts As Element of Personnel Marketing in the Personnel Management System." Management of the Personnel and Intellectual Resources in Russia 8, no. 6 (2020): 38–43. http://dx.doi.org/10.12737/2305-7807-2020-38-43.

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Subject. Strategic management of human resources defi nes the general direction in which the organization intends to follow, solving strategic problems and achieving the planned objectives. Such management defi nes in the long term practice of formation and development of human resources, managements of indicators of personnel work, etc. The modern competitive strategy of improvement of quality of labor in modern productions, has to be based on formation at workers of the key competences caused by branch specifics. Purposes. A main objective is to open one of human resource management approach

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