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Journal articles on the topic 'Principles of personnel evaluation'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Филатова, Е., and E. Filatova. "Sociological Support of Personnel Policy of Social Service Organizations." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (2018): 23–26. http://dx.doi.org/10.12737/article_5a9cef9533bf96.02715708.

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The purpose of the article is to discover the latest trends, principles and methods of personnel policy realization of the social service organizations. In the article on the example of the social service organizations the author argues in favor of improvement of the personnel policy of the organization on the basis of the study of the principles and methods of its realization. Monitoring revealed the dynamics changes of directions, principles and methods of personnel policy. The positive and negative aspects of personnel policy are identified. The priority directions of personnel policy are d

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2

Cuny, Fred C. "Principles of Disaster Management Lesson 11: Personnel Evaluation." Prehospital and Disaster Medicine 16, no. 1 (2001): 62–67. http://dx.doi.org/10.1017/s1049023x00025619.

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AbstractA disaster manager must be able to evaluate staff members in order to make effective staffing decisions during the transitions between phases of a disaster and to help improve the performance of the operation by determining what aspects of an individual's work needs improvement. Criteria for personnel appraisal and measures of performance, objective or subjective, are essential to conduct a fair and thorough evaluation. Errors introduce bias into the appraisal in the form of a “halo” effect, harsh or lenient ratings, a central tendency error, or recency effect, but recognition of these

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3

Baranov, Alexey, Olga Kotlyarova, and Alexey Tagaev. "INNOVATIVE POLICY IN THE FIELD OF PERSONNEL TRAINING IN THE CIVIL SERVICE." Proceedings of CBU in Social Sciences 2 (October 24, 2021): 42–47. http://dx.doi.org/10.12955/pss.v2.200.

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The hypothesis of the presented article is the idea that the innovation policy in the field of public administration personnel training is based on two principles: 1) training of personnel of a new format, corresponding to the requirements of reality and ready for quick and not always anticipated changes, 2) careful attitude to the human resource, that is, the human potential of the public administration system. The introduction describes the archaic system of Russian personnel policy. The introduction of relevant principles into the state personnel policy will improve the professional compete

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4

Reginaldis, Maria Margareta, and Johanis Ohoiledyaan. "Evaluasi Penempatan Pegawai Pada Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia Kabupaten Merauke." Madani Jurnal Politik dan Sosial Kemasyarakatan 12, no. 03 (2020): 213–31. http://dx.doi.org/10.52166/madani.v12i03.2171.

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This study aims to determine (1) employee placement in accordance with the evaluation criteria at the Merauke Regency Personnel and Human Resources Development Agency, (2) the principles of assigning employees to the Merauke Regency Personnel and Human Resources Development Agency, (3) challenges in placement employees at the Merauke Regency Civil Service and Human Resources Development Agency. This research is a qualitative descriptive study. The research informants were the Head of the Personnel and Human Resources Development Agency of Merauke Regency, the Secretary of the Agency, the Head

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Веретехина and Svetlana Veretekhina. "Automated Systems of Personnel Evaluation." Management of the Personnel and Intellectual Resources in Russia 4, no. 5 (2015): 72–77. http://dx.doi.org/10.12737/14961.

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The paper presents an overview of requirements for process automation personnel assessment. Grading activities are determined. The method of assessment of staff using methodology SCRUM is considered. An example of evaluation using psychometric tests and software solutions is given. The article describes the principles of evaluation of the personal effectiveness of employees. The list of the main methods of personnel assessment is given. Advantages and disadvantages of using automated systems for staff appraisal companies and organizations are considered. For example the asses

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6

Khandekar, Anant V., and Shankar Chakraborty. "Personnel Selection Using Fuzzy Axiomatic Design Principles." Verslas: teorija ir praktika 17, no. 3 (2016): 251–60. http://dx.doi.org/10.3846/btp.2016.660.

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Overall competency of the working personnel is often observed to ultimately affect the productivity of an organization. The globalised competitive atmosphere coupled with technological improvements demands for efficient and specialized manpower for the industrial operations. A set of typical technological skills and attitudes is thus demanded for every job profile. Most often, these skills and attitudes are expressed imprecisely and hence, necessitating the support of fuzzy sets for their effective understanding and further processing. In this paper, a method based on fuzzy axiomatic design pr

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7

Rottman, Steven J., David Rasumoff, Ron D'Acchioli, Baxter Larmon, and Curtis V. Reynolds. "Principles of Field Extrication for Medical Personnel." Prehospital and Disaster Medicine 2, no. 1-4 (1986): 175–77. http://dx.doi.org/10.1017/s1049023x00030740.

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In the United States, pre-hospital immediate care generally is practiced by paramedical personnel. These individuals are either firemen or civilians who have specific training in the assessment and management of acutely ill or injured patients outside the hospital. In most systems, once the initial evaluation of the patient is made, radio or telephone communication occurs between the pre-hospital team and a hospital-based physician or specially trained nurse. These hospital-based personnel are the responsible medical authority for the care delivered by the paramedical staff. Based on data repo

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8

Chakraborty, Shankar, and Anant V. Khandekar. "Personnel Selection Using Fuzzy Axiomatic Design Principles." Business: Theory and Practice 17, no. (3) (2016): 251–60. https://doi.org/10.3846/btp.2016.660.

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Overall competency of the working personnel is often observed to ultimately affect the productivity of an organization. The globalised competitive atmosphere coupled with technological improvements demands for efficient and specialized manpower for the industrial operations. A set of typical technological skills and attitudes is thus demanded for every job profile. Most often, these skills and attitudes are expressed imprecisely and hence, necessitating the support of fuzzy sets for their effective understanding and further processing. In this paper, a method based on fuzzy axiomatic design pr

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9

Yoandi Putra Harahap, Sri Nurabdiah Pratiwi, and Mhd. Isman. "Implementasi Konsep Kepemimpinan Kepala Madrasah dalam Meningkatkan Kinerja Guru dan Tenaga Kependidikan di Madrasah Ibtidaiyah Swasta (MIS)." JoIEM (Journal of Islamic Education Management) 5, no. 2 (2024): 135–44. https://doi.org/10.30762/joiem.v5i2.4016.

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This study aims to examine the application of the leadership principles of madrasah principals in an effort to improve the performance of teachers and education personnel in Private Madrasah Ibtidaiyah (MIS). This research uses a qualitative approach. The results of this study show that madrasah principals are rated good based on annual evaluations from the Ministry of Religious Affairs of Simalungun Regency and North Sumatra Province. The performance of teachers and education personnel is also good, although there are shortcomings in terms of training or self-development to improve the effici

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10

Qiang, V. "Human resources as an object of the enterprise management system." Gostinichnoe delo (Hotel Business), no. 9 (September 16, 2024): 544–64. http://dx.doi.org/10.33920/igt-2-2409-01.

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The article analyzes approaches to human resource management and evaluation of their effectiveness. Human resource management of an organization is a targeted activity of the enterprise’s management personnel, including the development of the concept and strategies of personnel policy, principles and methods of personnel management, as well as evaluation of the effectiveness of the entire human resource management system.

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11

Ubbiev, Alisher. "THEORETICAL PRINCIPLES OF EVALUATION OF EDUCATIONAL PROCESS MANAGEMENT." MODERN SCIENCE AND RESEARCH 2, no. 10 (2023): 165–68. https://doi.org/10.5281/zenodo.10030473.

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<i>In order to improve the quality of education and personnel training in the educational system, it is an urgent task to organize effective management activities in educational institutions. The issues of what factors to pay more attention to in the organization of effective management are covered in the theoretical views of researchers who have conducted research in this field. Therefore, this thesis analyzes theoretical views related to the effectiveness of management activities in education.</i>

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12

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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13

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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14

Zaverbnyj, A., and H. Pushak. "Theoretical and Applied Principles of Personnel Audit as an Element of the Enterprise Risk Management System." Management of Economy: Theory and Practice. Chumachenko’s Annals, no. 2024 (2024): 38–51. https://doi.org/10.37405/2221-1187.2024.38-51.

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The article highlights the main methodological and applied principles of personnel audit as an element of the enterprise risk management system. In the conditions of war and complete uncertainty, people are constantly under stress, not knowing how events in the country will unfold in the future. Uncertainty about the stability of jobs and regular income also leads to high anxiety, which negatively affects labor productivity. That is why the process of controlling and auditing personnel as an element of the enterprise risk management system is relevant for study, research and development in ord

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15

Li, Min, and Liangxu Zhao. "Research on the Construction of Evaluation System of Tax Professional Training Based on OBE Concept." Journal of Big Data and Computing 1, no. 1 (2023): 20–24. http://dx.doi.org/10.62517/jbdc.202301105.

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In order to effectively carry out a new round (2021-2025) of audit and evaluation work, the effect of professional personnel training scientific and reasonable evaluation, this paper puts forward the idea of constructing the evaluation system of professional personnel training in taxation based on the OBE concept. It discusses the OBE core concept of the design of the taxation professional talent training evaluation system from the aspects of the relationship between the training objectives and talent training requirements, the characteristics of students' learning results, the principles and

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16

Kuznetsova, Marina Nikolaevna, and Mikhail Vladimirovich Nikolaev. "FEATURES OF THE PERSONNEL POLICY IN THE PERSONNEL MANAGEMENT." Scientific Review: Theory and Practice 14, no. 4 (2024): 706–19. http://dx.doi.org/10.35679/2226-0226-2024-14-4-706-719.

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The personnel policy of an organization determines the totality of activities of the personnel management of organizations. The normal functioning of the organization is impossible without it. The key goal of the personnel policy organizations is the formation of the team that works effectively for the benefit of an entire organization and where each individual employee is comfortable. The HR policy of organizations should be clearly formulated and transparent to all employees. This allows us to establish common standards, strengthens corporate culture and values, and forms the principles of m

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17

Litynska, Valentyna. "PROFESSIONAL DEVELOPMENT EVALUATION OF THE PERSONNEL OF THE HIGHER EDUCATION INSTITUTIONS." Educational Analytics of Ukraine, no. 2 (2023): 61–71. http://dx.doi.org/10.32987/2617-8532-2023-2-61-71.

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Personnel evaluation occupies a dominant place in the personnel management system. The focus on strengthening the reasonableness of managerial personnel decisions actualizes the issue of using a methodological toolkit for choosing effective and efficient methods of evaluating the personnel of a higher education institution. A well-designed personnel evaluation system performs a number of functions, which include influencing the motivation of employees, increasing productivity and quality of work, planning professional development and career, improving qualification characteristics, and making

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18

Pakulina, Alevtina. "Evaluation of the effectiveness of the personnel management system." Economic Herald of SHEI USUCT 20, no. 2 (2024): 88–96. https://doi.org/10.32434/2415-3974-2024-20-2-88-96.

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The article discusses the main functions of personnel management, the main tasks of analysis and planning of personnel costs. The goal of personnel cost management is to ensure a balance between costs and results. This will allow, on the one hand, to pay off the content of the hired workforce, and on the other hand, to solve social tasks – to achieve staff satisfaction with work at this enterprise, the development of such important personnel qualities as involvement, dedication, innovative activity, etc. It was established that the organization’s personnel management is a purposeful activity o

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19

Makovskaya, N. V. "The principles of the formation of personnel academic strategies in Belarus." Economics of Science 5, no. 4 (2019): 271–76. http://dx.doi.org/10.22394/2410-132x-2019-5-4-271-276.

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The article presents the results of a scientific study of the current state of the motivational component of academic workers in the Republic of Belarus. The trends of academic behavior of the faculty of Belarusian universities are determined. The factors affecting the academic motivation of teachers are identified. The analysis and evaluation of academic strategies for the development of universities in the socio-economic conditions of Belarus is presented, the characteristics of the factors and principles affecting the formation of personnel strategies are given.

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20

Makovskaya, N.V. "The principles of the formation of personnel academic strategies in Belarus." Economics of science 5, no. 4 (2019): 271–76. https://doi.org/10.22394/2410-132X-2019-5-4-271-276.

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The article presents the results of a scientific study of the current state of the motivational component of academic workers in the Republic of Belarus. The trends of academic behavior of the faculty of Belarusian universities are determined. The factors affecting the academic motivation of teachers are identified. The analysis and evaluation of academic strategies for the development of universities in the socio-economic conditions of Belarus is presented, the characteristics of the factors and principles affecting the formation of personnel strategies are given.  

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21

Моhylevska, Olga, Olena Dragan, Serhii Pavlovskyi, and Natalia Melnyk. "SOCIALLY RESPONSIBLE PERSONNEL MANAGEMENT OF FOOD INDUSTRY COMPANIES." International Interdisciplinary Scientific Journal "Expert" 1, no. 1 (2023): 27–47. http://dx.doi.org/10.62034/2815-5300/2023-v1-i1-003.

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Issues related to the formation of socially responsible personnel management are studied using the example of companies in the food industry. A generalized formation of a business philosophy model based on the main components of corporate social responsibility (CSR) is proposed. Building a personnel management system based on CSR principles, taking into account HR-nhtylsd. Methodical approach to evaluating the level of effectiveness of personnel management in terms of CSR components using reporting indicators of food industry companies. Keywords: corporate social responsibility, personnel mana

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KYRYLENKO, Oksana, and Vitalii BOROVYK. "Theoretical and applied principles of system of personnel adaptation." Economics. Finances. Law, no. 9/1 (September 30, 2021): 20–23. http://dx.doi.org/10.37634/efp.2021.9(1).5.

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In modern conditions, as development and reform of economic and socio-labor spheres, continuous technical progress and inconstant world environment, staffing requirements are constantly growing. Today, important issues for the system of employment and adaptation are their improvement with the help of modern personnel technologies, which would take into account external and internal factors, strategic orientation, could adapt to the natural response to excessive market spontaneity. Staff adaptation is the fundamental basis of any organization and further work with the employee. The adaptation m

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23

Митрофанова and Elena Mitrofanova. "Audit Staff in the Personnel Management System of the Organization (Lecture 5)." Management of the Personnel and Intellectual Resources in Russia 4, no. 3 (2015): 47–55. http://dx.doi.org/10.12737/12094.

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This article continues the abstract of lectures on discipline «Economics of personnel management» for bachelor degree programme. The article reveals the essence and purpose of audit personnel and the personnel management system. The basic directions of audit staff. The content of the principles of audit staff, the characteristic of the methods of audit staff. Consistently shown the content of the main stages of audit personnel and the personnel management system: phase of goal setting, the preparatory stage, the stage of analysis and evaluation of the personnel management sys

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24

Kuznetsova, Marina Nikolaevna, and Mikhail Vladimirovich Nikolaev. "MODERN MODELS OF PERSONNEL MANAGEMENT OF ORGANIZATIONS." Scientific Review: Theory and Practice 14, no. 8 (2024): 1602–12. http://dx.doi.org/10.35679/2226-0226-2024-14-8-1602-1612.

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The personnel management of organizations is included in the management system. In the modern conditions, use of the various personnel technologies and personnel management models aimed at fuller realization of the labor and creative potential in order to achieve the common economic good and meet the personal needs of employees is becoming relevant in global management practice. When choosing the personnel management model, the management of organizations is guided by the level of humanistic development of society, the principles underlying organizational culture, the level of development of t

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Rohovska, Olga, and Yuriy Kropov. "Basic principles and approaches in managing the development of social services personnel in Ukraine." Reporterof the Priazovskyi state technical university. Section: Socially-humanitarian sciences and public administration 1, no. 12 (2024): 368–82. https://doi.org/10.31498/2617-2038.2024.12.320475.

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development of social services personnel in Ukraine The article highlights key aspects of professional development for social service workers. The concept of «personnel development» is explored, encompassing a multifaceted process of forming professional knowledge, skills, and personal qualities that meet the requirements of the labor market and the organization. The professional growth of a specialist is considered a holistic and continuous process aimed at adaptation to the social sphere. The concept of «personnel development management» is also outlined, defining it as a targeted activity a

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26

HRYSCHENKO, Nadiia. "THEORETICAL BASIS OF THE FORMATION AND USE OF AGRARIAN BUSINESS ENTITIES PERSONNEL POTENTIAL IN UNSTABLE CONDITIONS OF THE EXTERNAL ENVIRONMENT." Ukrainian Journal of Applied Economics and Technology 7, no. 2 (2022): 60–65. http://dx.doi.org/10.36887/2415-8453-2022-2-7.

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The formation, use and development of the personnel potential of agrarian business entities are based on the principles of the current corporate business strategy forms, which are the basis for unifying the values of the business entity and employees, a high level of corporate culture, high-quality performance of personnel, reducing the level of personnel turnover in the agrarian business sphere, increasing trust in company management, achieving a synergistic effect of current and strategic agrarian management. The effective development of personnel potential forms the prerequisites for ensuri

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27

Touyer, Roger-M. "Evaluation du mérite personnel et salaire." Relations industrielles 10, no. 4 (2014): 255–75. http://dx.doi.org/10.7202/1022670ar.

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L'auteur se propose de décrire les caractéristiques principales d'un plan d'évaluation du mérite personnel qu'il a récemment établi dans une entreprise non-syndiquée de la ville de Québec. En guise d'introduction, il définit les objectifs et décrit les méthodes de l'évaluation du mérite personnel, particulièrement les méthodes dites "analytiques". L'étude se termine par une analyse détaillée de la méthode analytique utilisée dans l'entreprise ci-haut mentionnée et de la relation entre cette méthode et la structure des salaires.

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28

Lee, Jae-Joon, Woo-Song Jeong, Moon-Soo Song, Sang-Guk Yum, and Ji-Sung Kim. "Suggestions of Principles to Reduce the Deviation of Steep Slope Evaluation Results through On-Site Evaluation." Applied Sciences 12, no. 16 (2022): 8102. http://dx.doi.org/10.3390/app12168102.

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Geup Kyung Sa Ji (GGSJ) is the term used to refer to steep slopes managed by the Ministry of Interior and Safety (MOIS). The MOIS is a government agency of South Korea in charge of administration and safety, with evaluations and management carried out by local governments. There are 16,071 GGSJs as of March 2022. However, it is difficult to determine whether the evaluation results for these GGSJs are reliable and whether data are managed efficiently. Unlike the Ministry of Land, Infrastructure and Transport and the Korea Forest Service, there are personnel in charge of the relevant administrat

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29

Okhotnykova, O. V. "Theoretical principles of formation of a meritocratic approach to selection of personnel in the system of public administration." Public administration aspects 6, no. 10 (2018): 31–36. http://dx.doi.org/10.15421/151862.

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The article analyzed the approaches to the concept of «meritocracy». The article determined that the meritocratic principle in the selection of management personnel is revealed in the early selection of talented individuals who have managerial abilities, charisma, high level of intelligence, communication abilities, and are honest, responsible, unbiased with their own personal core. The author noted that the principle of meritocracy in the formation of a management elite is manifested in equal access to the system of public administration of all professionally trained persons with a high level

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Du Plessis, P. J., and C. Boshoff. "'n Vergelyking van die persepsies van die relatiewe belang van evalueringskriteria tussen verbruikers en verkoopskonsultante by die aankoop van 'n passasiersmotorvoertuig." South African Journal of Business Management 19, no. 3 (1988): 121–25. http://dx.doi.org/10.4102/sajbm.v19i3.982.

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The acceptance of the marketing concept and the implementation of the principles on which it is based presupposes a thorough knowledge of market needs. If the marketing concept is applied at retail level in the South African motor industry, one should be able to assume that there is a high degree of agreement regarding the perceptions of consumers and sales personnel of what is important to a purchaser when buying a motor vehicle. The validity of this statement was tested by means of the following null-hypothesis: There is no difference with regard to the relative importance attached to differ

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Plutova, M., O. Popova, and E. Lagutina. "EVALUATION OF THE PERSONNEL MOTIVATION SYSTEM OF A CONSTRUCTION ORGANIZATION IN THE CONTEXT OF THE THEORY OF GENERATIONS." Management of the Personnel and Intellectual Resources in Russia 12, no. 2 (2023): 49–53. http://dx.doi.org/10.12737/2305-7807-2023-12-2-49-53.

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Modern conditions for the functioning of organizations require constant updating of approaches to personnel management, including new approaches are being formed in relation to the management of personnel motivation. Despite the unification of job duties by professional affiliation, each employee is individual and his needs, principles, beliefs are individual, and this should be considered when working with personnel. When forming a system of motivation and incentives, one should consider the specifics of each working generation in the organization. Theories of generations substantiate the imp

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MA, GUAN. "Research on Digitalization of Personnel Archives to Address the Challenges of University Human Resource Management." International Theory and Practice in Humanities and Social Sciences 1, no. 1 (2024): 240–49. http://dx.doi.org/10.70693/itphss.v1i1.9.

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Currently, there are several issues within human resource management in universities, such as mismatches between personnel and positions, challenges in quantifying performance evaluations, and the frequent departure of top talent. These problems are often linked to the underutilization of personnel archives. By integrating big data principles into the digitization of personnel archives at universities, we can enhance the "intelligent" aspects of human resource management and decision-making. This approach enables science-based management through digital quantification, fully leveraging the pot

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SAVELYEV, YURIY. "PRINCIPLES OF ASSESSING QUALITY OF ACADEMIC PUBLICATIONS AND RANKING OF RESEARCH AND UNIVERSITY TEACHING PERSONNEL." Sociology: Theory, Methods, Marketing, Stmm 2021 (1) (April 7, 2021): 151–59. http://dx.doi.org/10.15407/sociology2021.01.151.

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The paper indicates existing limitations of approaches to the evaluation of the effectiveness of research output and current systems for ranking of scientists and university faculty members. Based on the 10 principles of the Leiden Manifesto, the author proposes essential rules of the quality assessment system of academic publications. The paper substantiates that such a system is aimed to motivate conscientious and efficient researchers within the scope of separate fields of study. Meaningful qualitative assessment avoids excessive and false precision of measurement and embraces ranking by pe

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34

Feinberg, Steven, and Christopher R. Brigham. "Fundamental Principles of Independent Medical Examination." Guides Newsletter 25, no. 2 (2020): 9. http://dx.doi.org/10.1001/amaguidesnewsletters.2020.marapr02.

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Abstract An independent medical evaluation (IME) is a specialized examination or evaluation best performed by a physician who has special training and experience in assessing issues unique to an IME. IMEs must be independent, and opinions should be consistent and impartial and based on evidence-based medicine. An IME includes the essential elements of a medical assessment, including a history, a physical examination (usually), and review of records and studies, followed by clinical impressions or diagnoses, and then by recommendations. The medical assessment may include other practitioners, eg

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Fedak, B. S. "Burnout syndrome and its correction for emergency medical response personnel." European Psychiatry 26, S2 (2011): 1014. http://dx.doi.org/10.1016/s0924-9338(11)72719-5.

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Professional burnout syndrome was detected among 250 persons of medical response personnel by the total examination of 900 doctors and nurses. Research provided in specific psychological areas of emergency medical response and ambulance teams affected by burning syndrome, its phenomenological mechanisms of formation are allocated. Personal related profiles, character accentuation options, emotional and motivational state of emergency medical response staff with burnout syndrome are detected. Social functioning features of emergency medical response personnel in the examined groups are research

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Palkyna, Elena. "BUILDING PERSONNEL MOTIVATION SYSTEM AIMED AT IMPLEMENTATION OF TRANSPORT ORGANIZATION GROWTH STRATEGY." Bulletin of scientific research results, no. 4 (December 17, 2017): 52–62. http://dx.doi.org/10.20295/2223-9987-2017-4-52-62.

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Objective: To determine the strategy and tools for building personnel motivation system, aimed at implementation of the transport company’s growth strategy. Methods: The methods of generalization, grouping, analysis, synthesis, systemic approach, abstraction, modeling, formalization, problem setting, the search of literature, documents and performance results, observation, instrumentation, expert evaluation, monitoring, practice research and generalization. Results: The topicality of system integrated approach to personnel motivation was justified. The foundations of personnel motivation were

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Грицунова, С. В., Ю. А. Седых, and Т. А. Высоцкая. "Development of a system for assessing the performance of employees of production enterprises." Экономика и предпринимательство, no. 10(147) (February 21, 2023): 1175–79. http://dx.doi.org/10.34925/eip.2022.147.10.234.

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В статье рассматриваются вопросы оценки персонала. Исследованы основные элементы системы оценки персонала, сформулированы ключевые принципы при проведении оценки персонала, которых должны придерживаться на предприятии. Разработаны этапы, в соответствии с которыми должна проходить процедура оценки персонала. Разработаны критерии оценки персонала, которые могут быть применимы на производственном предприятии. В работе предложена методика оценки итогового балла, утверждаемого по итогам оценки, который может быть применен для начисления итоговой премии за год на производственном предприятии. The ar

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Voronin, Boris, Konstantin Stozhko, and Dmitriy Stozhko. "The problem of risk-based management in the modern personnel policy of enterprises of the regional agro-industrial complex." Agrarian Bulletin of the 223, no. 08 (2022): 55–69. http://dx.doi.org/10.32417/1997-4868-2022-223-08-55-69.

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Abstract. The purpose of the study is to evaluate the theoretical and methodological approaches to the study of personnel risks and the possibilities of transition to a risk-based model of personnel management at regional agro-industrial enterprises, as the most appropriate for the requirements of the time. Methods. The study used methods of expert-analytical, program-targeted, structural-functional, systemic, comparative, morphological analysis and risk assessment. Scientific novelty. The study highlights specific personnel risks of regional agro-industrial enterprises, provides their charact

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Olijnyk, A. M. "Basic principles in the mechanism of assessment of employees of the organs of incomes and charges in Ukraine." Public administration aspects 6, no. 9 (2018): 73–79. http://dx.doi.org/10.15421/151856.

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The article analyzes the issues of principles in the mechanism of assessment of employees of the organs of incomes and fees, as the main, initial ideas, guidelines used in the evaluation process of officials of the fiscal services. It is revealed that the principles are an important part of the civil service, and the definition of their content during the assessment is a determining factor in a stable personnel policy in the system of organs of the fiscal service.The normative list of principles of civil service, consisting of rule, lawfulness, professionalism, patriotism, integrity, efficienc

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Ivanyuk, A. V., and N. M. Orlova. "Features of human resource management in the regional cardiological center on the principles of public-private partnership." Reports of Vinnytsia National Medical University 26, no. 2 (2022): 307–10. http://dx.doi.org/10.31393/reports-vnmedical-2022-26(2)-23.

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Annotation. Personnel potential is an important component of providing high-quality cardiological care to the population. The study was conducted to determine the main areas of work with human resources of the regional cardiology center (RCC), created on the principles of public-private partnership (PPP). The work with the personnel resource in the RCC was studied using the method of a systematic approach and analysis, information-analytical, statistical methods and expert evaluation. It is determining that the introduction of PPP mechanisms in the RCC will help to increase the efficiency of t

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Kamińska, Barbara, and Kamila Szymańczyk. "Professional Evaluation. Application of the PageRank Algorithm in Employee Rating." Przedsiebiorczosc i Zarzadzanie 15, no. 2 (2014): 37–50. http://dx.doi.org/10.2478/eam-2014-0015.

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Abstract Appraisal is a tool used by both management and employees to attain their goals. Properly carried out employee performance appraisal allows to monitor the employee's actions and provides information on the level of his or her performance. Feedback in the form of appraisal motivates the employee to work more effectively and productively. Appraisal also enables to shape the personnel policy – it allows to chart employee career paths and determine training needs of an organization. For appraisal, however, to fulfil the attributed role, it needs to be carried out in a professional manner.

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Walczak, Krzysztof. "APPROPRIATENESS OF USING THE THEORY OF PERSONNEL MANAGEMENT IN EMPLOYMENT LAW." Roczniki Administracji i Prawa specjalny, no. XXI (2021): 139–46. http://dx.doi.org/10.5604/01.3001.0015.6083.

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The Author considers that it is reasonable to use the theory of personel management to interpret the provisions of employment law. This primarly concerns the issue of forms of employment. This should be applied both with regard to flexicurity and in line with the concept of a flexible company. In accordance with HRM theory, the process of job evaluation should be used when defining the principles of remuneration. At the same time, if the remuneration were to be of a market nature (and thus implement three basic features: attract, motivate and retain), then the evaluation must be carried out in

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Ibrahim Kristofol Kendi. "Evaluation of the Effectiveness of Civil Servant Recruitment Based on Regulation Changes in Indonesia." International Journal of Sociology and Law 2, no. 1 (2024): 44–55. http://dx.doi.org/10.62951/ijsl.v2i1.279.

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This research explores changes in personnel regulations that reflect the government's efforts to consistently boost the human resource capacity of state apparatus. Law No. 8/1974 emphasizes ideological loyalty and administrative requirements without a competency-based system. Law No. 43 of 1999 introduced the principle of merit and competency-based selection, although it is still constrained by supervision and technology. Significant reforms occurred in the State Civil Service Law with the implementation of comprehensive meritocratic principles using technology such as Computers Assisted Test

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O'Hara, John M. "Evaluation of Complex Human-Machine Systems Using HFE Guidelines." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 38, no. 16 (1994): 1008–12. http://dx.doi.org/10.1177/154193129403801604.

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The purpose of this paper is to discuss the role of human factors engineering (HFE) guidelines in the evaluation of complex human-machine systems, such as advanced nuclear power plants. Advanced control rooms will utilize human-system interface (HSI) technologies that can have significant implications for plant safety in that they will affect the ways in which plant personnel interact with the system. In order to protect public health and safety, the U.S. Nuclear Regulatory Commission reviews the HFE aspects of plant HSIs to ensure that they are designed to HFE principles and that operator per

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Anna, Sabadosh, Talapa Stefan, and Netrebskyi Alexander. "Principles of implementing innovative equipment at a restaurant business enterprise." Market Relations Development in Ukraine 180, no. 2(285) (2025): 52–56. https://doi.org/10.5281/zenodo.15315790.

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The subject of the study is the principles of implementing innovative equipment at a restaurantbusiness enterprise.The purpose of the study is to determine the most effective principles of implementing innovativeequipment at a restaurant business enterprise.Research methods. The article uses the dialectical method of scientific knowledge, the method ofanalysis and synthesis, the comparative method, and the method of data generalization.Results of the work. The article identifies the principles of implementing innovative equipment ata restaurant business enterprise. The most effective principle

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Elosua, Paula, Ana Hernández, and Francisco J. Abad. "The use of Psychometric Tests for Personality Assessment in Public Administration Personnel Selection Processes." Papeles del Psicólogo 46, no. 1 (2025): 1–8. https://doi.org/10.70478/pap.psicol.2025.46.01.

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Abstract The evaluation of non-cognitive variables, such as personality factors, is key in personnel selection processes in public administration, although its application presents certain challenges. This article addresses the need to ensure the validity of these processes by integrating the principles of transparency and publicity with best practices in the use of tests. Based on the report from the Test Commission of the General Council of the Spanish Psychological Association on the use of psychometric tests in selection processes in public administration, 16 recommendations are provided,

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Viet, Tran Quoc. "Applying KPIs In Evaluating Lecturers at Some Universities in Vietnam." International Journal of Religion 6, no. 1 (2025): 600–606. https://doi.org/10.61707/61mn7323.

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Key Performance Indicators (KPIs) are now being used in some universities in Viet Nam. This study explores how KPIs are currently applied in evaluating lecturers at some universities in Viet Nam. It addresses the following key issues: an overview of the KPIs application in some universities; the legal basis of the lecturer evaluation; the principles underlying the lecturer evaluation; and the relationship between KPIs and welfare policies, and personnel management. The study further discusses the current limitations in applying KPIs in evaluating lecturers at some universities in Viet Nam

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Каштанова, YEkatyerina Kashtanova, Лобачёва, and Anastasia Lobacheva. "THE EVALUATING OF PERSONAL EFFECTIVENESS OF EMPLOYEES IN THE PERSONNEL STIMULATION SYSTEM OF THE BANK." Management of the Personnel and Intellectual Resources in Russia 6, no. 2 (2017): 50–55. http://dx.doi.org/10.12737/25274.

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The article presents arguments justifying the role and importance of assessment of efficiency of employees in the General system of stimulation of personnel of the organization. The modern approach to the development of a system of material incentives associated with performance management of staff is described, for example, the large domestic banks. The evaluation criteria of efficiency of employees are reviewed and systemized, the principles of evaluation are grouped, the basic evaluation stages of efficiency in order to improve the system of staff incentives are considered. Examples of defi

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Sri-ngan, Krapan, and Suchart Homjan. "Development of Teachers’ Potential and Educational Personnel in Term of Authentic Assessment." Journal of Educational Issues 8, no. 1 (2022): 122. http://dx.doi.org/10.5296/jei.v8i1.19474.

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The objective of this research was to develop teachers’ potential and educational personnel in term of authentic assessment under the Buriram Primary Educational Service Area Office 2 by using 2 cycles of action research. Each cycle included planning, action, observation and reflection. The research group consisted of 10 people, the target group was 36 people, and the group of additional information providers was 25 people. The research instruments were test, observation form, interview form, and record form (Triangulation) and presented the results of descriptive studies. The results showed t

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БОЙКО, БОГДАН, and ІРИНА ПРОЦИК. "USING CLUSTERING ALGORITHMS FOR COMPANY PERSONNEL SEGMENTATION." Herald of Khmelnytskyi National University. Technical sciences 333, no. 2 (2024): 92–98. http://dx.doi.org/10.31891/2307-5732-2024-333-2-14.

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This research thoroughly examines the importance and potential of applying clustering algorithms in the context of human resource management. It is noted that personnel segmentation is a strategic component for companies of any size and industry, as it allows for more effective adaptation of management strategies to the needs and characteristics of different groups of employees. It is emphasized that clustering algorithms can automate the segmentation process, providing objective and consistent results. Various types of clustering algorithms are described in detail, including their principles

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