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Journal articles on the topic 'The organization of personnel evaluation'

Author: Grafiati
Published: 30 May 2022
Last updated: 31 July 2025

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1

Babeshkova, Ekaterina V., and Tatyana G. Zhamkova. "THE PROCESS OF EVALUATING AN EMPLOYEE FROM MANAGERIAL POINT OF VIEW." Oeconomia et Jus, no. 1 (March 29, 2024): 1–9. http://dx.doi.org/10.47026/2499-9636-2024-1-1-9.

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The goal of any organization is to obtain the desired result, which can be achieved with the help of proper motivation and actions of employees. The evaluation of personnel in the organization in modern conditions is becoming increasingly relevant. The effectiveness of achieving the goals of the organization directly depends on the personnel potential, personnel policy and the quality of the staff. Regular assessment of the staff contributes to creating an effective working structure, motivating employees, and increasing their productivity. The purpose of the study is to identify the character
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2

Glushchenko, V., O. Musatova, S. Mishustin, K. Pshukova, and V. Sychev. "Paradigm of formation of personnel motivation policy of high-tech organization." Bulletin of Science and Practice 5, no. 1 (2019): 264–81. https://doi.org/10.5281/zenodo.2539767.

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The subject is the synthesis of the paradigm of formation of the policy of motivation of high-tech organization personnel; the object of the article is the policy of motivation of high-tech organization personnel; the relevance of the article is determined by the fact that the competition between high-tech organizations in the early 21st century is no longer at the level of products, but at the level of organizational cultures, which creates the need for new approaches in the field of motivation of high-tech organizations in order to ensure their global competitiveness; the aim of the art
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3

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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4

TRETYAKOVA, Larisa A. "Business evaluation of hiring personnel in a highly competitive environment." SOCIAL AND ECONOMIC PHENOMENA AND PROCESSES, no. 2 (2020): 71–79. http://dx.doi.org/10.20310/1819-8813-2020-15-2(109)-71-79.

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In today's socio-economic environment, in order to achieve strategic objectives, each organization needs a highly qualified staff with the optimal competency and the capacity to perform its professional duties effectively. As a result, there is a high impact of staff selection, recruitment and evaluation on the success of the organization. The lack of effective tools for staff evaluation and development is a significant reason for limiting the ability of organizations to develop competitive advantages. Goals/objectives: development of certain theoretical provisions and substantiation of detail
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5

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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6

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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7

Khachatryan, Gayane Albertovna, and Natalia Alexandrovna Latysheva. "FEATURES OF EVALUATING THE EFFECTIVENESS OF TALENT MANAGEMENT IN EDUCATIONAL ORGANIZATIONS." Scientific Review: Theory and Practice 13, no. 3 (2023): 425–42. http://dx.doi.org/10.35679/2226-0226-2023-13-3-425-442.

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The article is devoted to an urgent problem – talent management in an educational organization. In order to face the system of the state education system and on the basis of the identified features of educational organizations, the necessity of introducing a talent management system into the personnel management system of an educational organization is shown. The talent management system of an educational organization should be integrated into its strategic documents (development plans for individual departments, institutes (faculties), the organization's development strategy). For a comprehen
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8

Митрофанова, Elena Mitrofanova, Эсаулова, and Irena Esaulova. "Planning and Budgeting Personnel Costs of the Organization (Lecture 5)." Management of the Personnel and Intellectual Resources in Russia 4, no. 1 (2015): 47–53. http://dx.doi.org/10.12737/8129.

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This article continues the abstract of lectures on discipline “Economics of personnel management” under the bachelor program.
 The article reveals the concept of planning and budgeting personnel costs based on the assessment of the contribution of human resources and staff management
 system in achieving the objectives of the organization. Presents the stages of the budgeting process in personnel costs. Consistently contents of the main
 tasks of budgeting personnel costs: evaluation plans for personnel management, evaluation complexity of work to plan implementation in the fi e
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9

МАГОМАЕВА, Э. Р., and О. И. КУРБАНОВ. "MEASURES TO IMPROVE THE ORGANIZATION'S PERSONNEL EVALUATION SYSTEM." Экономика и предпринимательство, no. 9(158) (November 18, 2023): 1215–18. http://dx.doi.org/10.34925/eip.2023.158.09.236.

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В статье обоснована актуальность проблемы оценки персонала, вследствие увеличения роли человеческих ресурсов, для обеспечения конкурентоспособности организации. Предложены рекомендации по совершенствованию процесса оценки персонала в организации. The article substantiates the relevance of the problem of personnel evaluation, due to the increasing role of human resources, to ensure the competitiveness of the organization. Recommendations for improving the personnel evaluation process in the organization are proposed.
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10

Miletić, Vuk, Dušan Aničić, and Aleksandar Gračanac. "Evaluation of human resources policy in national organizations with different governing organizational structures." Ekonomika 69, no. 3 (2023): 33–42. http://dx.doi.org/10.5937/ekonomika2303033m.

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The primary idea of the paper is to look at the essence of human resources policy in national organizations that have different organizational structures as a source of generating competitive advantage. Every high-grade organization pays great attention to the human resources policy, both in terms of hiring suitable personnel and in terms of professional development of those already employed in the organization. The research subject is the organizational structure of the company as an indicator of the satisfaction of employees, who are ready to progress and improve, thereby bringing profit to
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11

CAVUSOGLU, Gul, M. Yalcın TASMEKTEPLIGIL, Izzet ISLAMOGLU, and Saban UNVER. "EVALUATION OF THE JOB SATISFACTION LEVELS OF THE PERSONNEL WHO WORKED IN SPORTS ORGANIZATION." JOURNAL OF SOCIAL SCIENCE RESEARCH 9, no. 2 (2015): 1858–66. http://dx.doi.org/10.24297/jssr.v9i2.4941.

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The aim of the study was to determine the job satisfaction levels of the personnel who worked in sports organization. 285 randomly selected people who worked in sports organization participated in this study. A form for personal information and Minnesota Job Satisfaction Scale (MSQ) developed by Weiss et al (1967) and checked for validity and reliability by Baycan (1985) were used in the study. Mann-Whitney U, Kruskal-Wallis H and Dunn’s multiple comparison tests were used for the analysis of the data. A significant difference was found among the groups in terms of their job satisfaction sc
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12

Popović, Milica, Gabrijela Popović, and Darjan Karabašević. "Determination of the importance of evaluation criteria during the process of recruitment and selection of personnel based on the application of the SWARA method." Ekonomika 67, no. 4 (2021): 1–9. http://dx.doi.org/10.5937/ekonomika2104001p.

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Personnel selection for an organization is an extremely important process. Modern organizations strive to improve the process of recruitment and selection of personnel as much as possible, in order to provide the organization with quality personnel and thus long-term competitiveness. In addition, the evaluation criteria on which the recruitment and selection process is based is also important, as it has a large impact on the final selection of candidates. Therefore, the aim of this paper is to propose the application of multi-criteria decision-making methods for the process of determining the
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13

Маслова, Валентина, and Valyentina Maslova. "The Organization of Business Personnel Assessment in the Company." Scientific Research and Development. Economics of the Firm 7, no. 3 (2018): 27–31. http://dx.doi.org/10.12737/article_5ba20d9c43bdb2.42745596.

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The features and the need in modern conditions of the assessment of the company’s personnel for the development of each employee of the company are considered. The role and the need for business evaluation of employees in the personnel management system of the company is shown. The advantages and disadvantages of business evaluation of employees and the company are presented. The components of the technology of business valuation method — assessment center and its relevance in modern conditions are presented in more detail.
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14

Mironova, Irina, L. Skripnichenko, and L. Thagalizhokova. "METHODS OF PERSONNEL MANAGEMENT COMPETENCY ASSESSMENT." Management of the Personnel and Intellectual Resources in Russia 13, no. 6 (2024): 45–49. https://doi.org/10.12737/2305-7807-2024-13-6-45-49.

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The purpose of this article is to develop recommendations for the application of methods for assessing the managerial competencies of service personnel. The empirical basis of the study was made up of questionnaire surveys jointly developed with the organization’s management: a personnel assessment system (survey for managers), a personnel assessment system (survey for employees). The study was carried out on the basis of an organization engaged in the collection and purification of water for drinking and industrial needs. To comply with the principle of trade secrets, the work does not indica
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15

ODEGOV, YU G., and V. V. KHALIULINA. "ORGANIZATIONAL ASPECTS OF THE EVALUATION AND CERTIFICATION OF PERSONNEL." Herald of Omsk University. Series: Economics, no. 1 (57) (2017): 119–26. http://dx.doi.org/10.24147/1812-3988.2017.1.119-126.

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In the article the theoretical and practical approaches to evaluation and certification of personnel were systematized. Properly organized process of evaluation and certification of employees gives information on the status of the personnel of the organization, its potential. The approach of the authors to the concepts of human potential, labor potential, personnel assessment, and consideration of the competence has stated. The relationship between the concepts of assessment and certification of personnel is revealed in the article. The methodology of evaluation of personnel, the definition of
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16

Nikitenko, Kateryna. "IMPROVEMENT OF ASSESSMENT OF THE PERSONNEL MANAGEMENT SYSTEM AT THE AGRICULTURAL ENTERPRISE." Economic Analysis, no. 30(1, Part 2) (2020): 100–107. http://dx.doi.org/10.35774/econa2020.01.02.100.

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The purpose of the article is to analyze the system of personnel evaluation and management at the agricultural enterprise, as well as to improve the evaluation of the personnel management system of the researched enterprise. The subject of the research is the process of improving the system of personnel evaluation at the enterprise and the development of recommendations on methods of selection and retention of personnel at the researched enterprise. The method of analysis, synthesis, generalization, systematization is used in the article. The analysis and assessment of the existing personnel m
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17

Sheremetyeva, Elena Nikolaevna, Anna Kirillovna Frolova, and Ekaterina Petrovna Barinova. "Digital talent managtment system." Vestnik of Astrakhan State Technical University. Series: Economics 2024, no. 2 (2024): 20–29. http://dx.doi.org/10.24143/2073-5537-2024-2-20-29.

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The relevance of the concept of talent management in the context of widespread digitalization of business processes is investigated, and key features of the organization of a talent management system using digital and information tools are identified. The main directions of the development of the theory of personnel and talent management are given, taking into account the trends of digitalization and the use of digital management technologies in the functioning of organizations that modernize all aspects of the HR business. The role of information in the talent management process is noted, and
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18

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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19

Nilasari, B. Medina, Renny Risqiani, M. Nisfiannoor, Farah Margaretha Leon, Kurniawati, and Rezky Setya Widhi. "Evaluation of Education Personnel Performance: The Impact of Job Satisfaction and Customer-Oriented Behavior." European Journal of Business and Management Research 10, no. 2 (2025): 6–15. https://doi.org/10.24018/ejbmr.2025.10.2.2586.

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In educational organizations, employees, are among the most valuable assets. Satisfaction with the organization leads to more performance and contributes significantly to the overall success. To achieve the best performance and service quality, examining the satisfaction of educational personnel is essential. This study adopted a descriptive quantitative method, with a sample of 22 education personnel from the Master of Management program at the Faculty of Economics and Business, Universitas Trisakti, Jakarta. Data analysis was conducted using the Structural Equation Model (SEM) with SmartPLS
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20

Yurtaeva, M., N. Gluhanyuk, and M. Vidyakina. "SUBJECTIVE PERCEPTIONS OF EMPLOYEES ABOUT THE ORGANIZATION: THE EXPERIENCE OF PILOT STUDIES IS SUMMARIZED." Management of the Personnel and Intellectual Resources in Russia 12, no. 2 (2023): 83–88. http://dx.doi.org/10.12737/2305-7807-2023-12-2-83-88.

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This article analyzes pilot studies of personnel risks, professional motivation and organizational closeness. All studies relate to significant problems in the field of human resource management of modern organizations. The novelty of this work is determined by the strategy of personnel analysis not as an object of managerial influence, but as an active subject in the system of organizational relations. The study of the organization from the standpoint of the subjective perceptions of the employees made it possible to identify a separate type of personnel risk due to the personality and thinki
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21

Liganenko, Iyna, and Maryna Stoynova. "Personnel Policy as One of the Main Factors of Component Organizations." Modern Economic 34, no. 1 (2022): 63–67. http://dx.doi.org/10.31521/modecon.v34(2022)-09.

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Abstract. Introduction. The main task of management in any modern organization is to find competent and qualified employees, to inspire a single goal, to rally them to achieve high economic and social results, to survive in difficult market conditions, sometimes in crisis. In management, the peculiarities of work with personnel are reflected in the personnel policy. It should be noted that this term has been used for a long time, but not every top manager can answer questions related to personnel policy. Purpose. The purpose of the article, to answer the questions: what personnel policy includ
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22

Gareeva, Zemfira, Gulnara Nizamova, Larisa Avdeeva, Irina Soloveva, and Dilara Musina. "Development of the personnel controlling model of oil organizations." SHS Web of Conferences 101 (2021): 02024. http://dx.doi.org/10.1051/shsconf/202110102024.

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The purpose of the work is to develop proposals aimed at improving the personnel controlling model of oil organizations as a tool for managing the processes of personnel turnover. The experience of applying the system of personnel controlling in foreign countries has proven to be an effective system, providing the management with the relevant information base for timely tracking of changes in the indicators of personnel management and productivity indicators. There is theoretically confirmed interrelation between personnel turnover indicators and labor productivity that predetermines the neces
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23

Дмитриева, С., S. Dmitrieva, Михаил Кричевский, and Mihail Krichevskiy. "Quantitative Evaluation of Personnel Motivation." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (2018): 34–39. http://dx.doi.org/10.12737/article_5a9cf169b2aa74.13997665.

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The motive is the reason, the reason for any action, and the motivation of the staff becomes important for two reasons. On the one hand, staff motivation plays a key role in achieving the organization’s goals. On the other hand, employees within the organization have their own goals, which cannot be achieved without proper motivation. It is important for the management of the enterprise to know the level of personnel motivation that will allow to adopt this or that strategy of human resources management. It is possible to receive an estimation of motivation of the personnel in two ways: the qu
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24

Шонохова and E. Shonokhova. "Personnel Costs and Internal Communication." Modern Communication Studies 5, no. 1 (2016): 47–49. http://dx.doi.org/10.12737/17563.

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The article describes the features of personnel costs. Also different types of
 costs on workers are revealed. The features of the cost of the development
 of communication links within the organization are allocated. The types of
 economic indicators and evaluation methods of personnel costs are identified.
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25

Одегов, Юрий, Yuriy Odegov, Валентина Халиулина, and Valentina Khaliulina. "SIGNIFICANCE OF THE EVALUATION OF THE STAFF IN THE FORMATION OF REWARD SYSTEM." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2016, no. 2 (2016): 84–87. http://dx.doi.org/10.21603/2500-3372-2016-2-84-87.

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The article features the existing approaches to the evaluation of personnel. It presents the point of view of authors on this concept, on whose basis the personnel evaluation system of the organization is based. It features components of the staff appraisal system, such as goals and objectives, the object, the subject and assess of the conditions and factors, which influence the assessment of staff. It shows the relationship between the main elements of the evaluation system and the system of remuneration organization.
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Smirnova, M. E., A. O. Subocheva, and I. N. Belogrud. "INCREASING THE IMPORTANCE OF HR-CONSULTING IN THE CONDITIONS OF ECONOMIC UNCERTAINTY." Scientific Review: Theory and Practice 10, no. 6 (2020): 1042–49. http://dx.doi.org/10.35679/2226-0226-2020-10-6-1042-1049.

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In the conditions of economic uncertainty, serious requirements are put forward for the personnel management system. Special skills and qualifications of personnel are increasingly prevailing as the main competitive companies’ advantage in the struggle for a leading position in the market. In the short term, highly dynamic employment processes are expected, as many organizations aim to significantly adjust existing labor relations. Personnel consulting reflect the activity to solve the tasks set for the top personnel management in order to increase the profitability of the organization. The ob
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27

Vegas-Gallo, Edwin, Alex Pacheco, Rui Alexandre Castanho, et al. "Evaluation of Strategic Human Resource Management in Local Authorities: A Focus on Organizational Culture and Job Motivation." WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 22 (October 4, 2024): 1–11. https://doi.org/10.37394/23207.2025.22.1.

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The strategic management of human resources in organizations is fundamental due to the competitive demands of the markets, which is why an excellent organizational culture must be maintained to increase workers' motivation. This study aims to provide specific recommendations to improve strategic human resource management in the context of municipalities, thus promoting a comprehensive transformation that increases the capacity to retain and attract valuable personnel. The research is quantitative and follows a correlational design. A questionnaire was administered to 112 employees of municipal
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Maya Amalia, Muhammad Alkaff, and Yuslena Sari. "RANCANG BANGUN SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN DI FAKULTAS TEKNIK UNIVERSITAS LAMBUNG MANGKURAT." Jurnal Teknologi Informasi Universitas Lambung Mangkurat (JTIULM) 1, no. 2 (2016): 73–78. http://dx.doi.org/10.20527/jtiulm.v1i2.10.

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Implementation of management information sistems in state institutions or public organizations, will allow it to manage a variety of data needed to be valuable information for both internal organization and for those who are outside the organization. Faculty of Engineering, University Mangkurat in this case still has shortcomings in performing data collection associated with educators and education personnel, mainly deals with research and community service. The data collection process at the Faculty of Engineering, University Mangkurat still done manually and not computerized. The design and
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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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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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Omel'chenko, N., L. Skripnichenko, and I. Yurkova. "Problems and Trends of Assessment of Personnel in Modern Organizations." Management of the Personnel and Intellectual Resources in Russia 9, no. 1 (2020): 69–76. http://dx.doi.org/10.12737/2305-7807-2020-69-76.

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Modern trends in the development of society pose challenges to organizations related to the development and application of complex technologies, which will be able to ensure highquality evaluation of personnel, thus identifying their professional and personal potential. The development and implementation of the necessary tools contributes to the solution of the set tasks, increasing the effi ciency of the whole enterprise. The selection of appropriate methods of personnel evaluation should be related to the problems encountered in working with the organization ‘s labour resources. Among the fr
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32

Tanner, John R. "Selected Personnel Policies for Faculty Members: An Empirical Analysis." Public Personnel Management 15, no. 3 (1986): 345–50. http://dx.doi.org/10.1177/009102608601500309.

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There are few who would disagree with the fact that sound personnel policies are important to any organization. This would include personnel policies and procedures for university faculty members as well as members of other organizations. This study was designed to analyze any change which had occurred in faculty personnel policies in selected southeastern and midwestern universities from 1972–73. Significant improvements were made in the areas of performance appraisal procedures, promotion systems, the use of position descriptions, and job evaluation systems. This is an encouraging trend in c
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Bunkova, Irina P., and Ksenia Yu Balkovaya. "Organization of the personnel training system and evaluation of its effectiveness." Человек Общество Наука 5, no. 2 (2024): 22–31. http://dx.doi.org/10.53015/3034-3151_2024_5_2_22.

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This article discusses the problem of organizing а personnel training system that is relevant in modern conditions. The process of personnel training in the organization acts as the main task of effective management of the enterprise’s workforce, since the productivity of employees depends on the level of efficiency of the personnel training system implemented in the company, which directly affects the company’s competitive position in the market. Within the framework of dynamically changing external factors that have a different impact on the activities of an economic entity, the company’s ma
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Litynska, Valentyna, Olha Soroka, Svitlana Kalaur, Liudmila Romanovska, Tetiana Kravchyna, and Maryna Voloshenko. "Evaluation of Charitable Organization Staff within the Framework of Career Advancement." Revista Romaneasca pentru Educatie Multidimensionala 17, no. 2 (2025): 500–523. https://doi.org/10.18662/rrem/17.2/993.

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Effective employee evaluation is a key element of human resources management, especially in charitable organizations, where career development depends not only on professional competencies, but also on personal qualities, motivation and compliance with the mission of the organization. The study aims to develop a comprehensive practical methodology for assessing the effectiveness and potential of employees of non-profit structures with an emphasis on multidimensionality. The research combines theoretical analysis with empirical data collected from 264 Caritas Ukraine employees using a mixed app
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Bučková, Jaroslava, and Iveta Ubrežiová. "Previazanosť organizačnej kultúry podporujúcej zdieľanie znalostí s vybranou personálnou činnosťou – hodnotením zamestnancov." REFLEXIE Kompendium teórie a praxe podnikania 6, no. 1 (2022): 5–19. http://dx.doi.org/10.54937/refl.2022.6.1.5-19.

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Organizational culture is a concept that should form part of the vision of any organization today. It is becoming an integral part of modern organization management and many managers are beginning to understand it as an important factor influencing the competitiveness of the organization. By strengthening the appropriate organizational culture, it is possible to support the implementation or functioning of knowledge management in organizations. The main goal of the article is to point out the influence of one of the most complex, most sensitive personnel activities - employee evaluation to sup
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РУДНІЧЕНКО, Євген, Наталя ГАВЛОВСЬКА, Василь ЛУТЮК та Анна ЧАЇНСЬКА. "СУЧАСНІ ТЕХНОЛОГІЇ УПРАВЛІННЯ ПЕРСОНАЛОМ". Herald of Khmelnytskyi National University. Economic sciences 310, № 5(1) (2022): 311–15. https://doi.org/10.31891/2307-5740-2022-310-5(1)-51.

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The article examines the theoretical provisions of personnel management and the main types of personnel management technologies. Author's definition of "personnel", "personnel management", "technology" and "personnel management technologies" is given. In particular, personnel should be understood as a set of employees, employees of the organization, who hold certain positions and possess the necessary qualifications, knowledge or have practical experience, etc.; the concept of personnel management should be understood as a specific field of managerial activity, a process, a purposeful activity
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37

Shchetinina, L., S. Rudakova, N. Danylevych, and Z. Polytsia. "Personnel employment management: concept and evaluation." Galic'kij ekonomičnij visnik 68, no. 1 (2021): 151–58. http://dx.doi.org/10.33108/galicianvisnyk_tntu2021.01.151.

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The differences between the term «involvement» and the terms «satisfaction» and «loyalty» are analyzed. It is concluded that involvement is an emotional and intellectual state that motivates, stimulates and inspires employees to do their best and provides long-term concentration in solving work tasks, regardless of age, gender and working conditions in the company. Involvement can be called the most important criterion of the modern enterprises success and the best method for leadership and personnel management. This is what motivates the employee to work effectively, make more and more effort
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38

Bekniyazova, Dana, Asmat Bigalieva, Zhaksybek Nurgalamov, and Aigul Ergalimova. "Evaluation of Human Resource Potential of Organizations of Sanitary and Epidemiological Service of the Republic of Kazakhstan." Bulletin of the Innovative University of Eurasia 93, no. 1 (2024): 65–77. http://dx.doi.org/10.37788/2024-1/65-77.

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Main problem: At the present stage of life, workforce plays a special and very important role in the activities and development of any organization. Human resources need to be managed. Management itself is a process of streamlining, regulating a particular activity. Managing an organization means defining the main directions of its development, setting goals for it and contributing to their achievement. Human resources are the face of a company, a component derivative, without which its existence is impossible. Any promising and self-respecting company assigns the formation of its staff to one
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39

Тимофеева, A. Timofeeva, Кузнецова, and N. Kuznetsova. "Problems of Detection and Assessment of Personnel Security Organization Vulnerability." Management of the Personnel and Intellectual Resources in Russia 5, no. 4 (2016): 11–18. http://dx.doi.org/10.12737/21728.

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The presence of vulnerabilities in the system of organization personnel security ensuring, increases the probability of appearance and implementation of personnel threats, which entails the need for their identification and assessment. The article highlights the variety of organization personnel security vulnerabilities: personnel vulnerabilities (vulnerabilities of personal qualities and external environment) and organization vulnerabilities. As an evaluation tool of personal qualities vulnerabilities we propose to use a secure employee profile, which includes such characteristics as: employe
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40

Lee, M. V., A. V. Martynova, M. V. Alenickaya, V. V. Skvarnik, B. V. Okun, and N. B. Afanasieva. "Peculiarities of system evaluation of polyclinics medical organization: optimization of availability by personnel." Manager Zdravoochranenia, no. 10 (January 17, 2023): 61–70. http://dx.doi.org/10.21045/1811-0185-2022-10-61-70.

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A model for the analysis of some indicators of a systemic assessment of the activities of a multidisciplinary medical organization is proposed: the integration of the indicator of staffing of a medical organization and the financial performance of medical organization is analyzed. The main performance indicators of the medical diversified organization are listed and the results of their c orrelation analysis with the indicators of the group of financial indicators are presented.
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41

Bali, Ozkan, Metin Dagdeviren, and Serkan Gumus. "An integrated dynamic intuitionistic fuzzy MADM approach for personnel promotion problem." Kybernetes 44, no. 10 (2015): 1422–36. http://dx.doi.org/10.1108/k-07-2014-0142.

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Purpose – One of the key success factors for an organization is the promotion of qualified personnel for vacant positions. Especially, the promotion of middle and senior managers play an important role in terms of organization’s success. In personnel promotion problem in which the candidates are nominated within the organization and they have been working for a specific period of time and are known in their organization, the candidates should be evaluated based on their recent as well as past performances to make right selection for the vacant position. For this reason, the purpose of this pap
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42

ЕФИМОВА, Т. Б., Я. В. СУБОЧЕВА, and В. А. ГЛУХОВА. "DATA MINING IN THE EVALUATION OF THE ORGANIZATION'S PERSONNEL." Экономика и предпринимательство, no. 8(157) (October 23, 2023): 1395–97. http://dx.doi.org/10.34925/eip.2023.157.8.263.

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Данная статья рассматривает применение методов интеллектуального анализа данных для оценки персонала организации. В статье обсуждаются преимущества такого подхода и методы, которые могут использоваться для прогнозирования. Также подчеркивается важность учета ограничений и особенностей данных, а также необходимость привлечения профессионалов, имеющих опыт в анализе данных и образовании. This article examines the application of data mining methods to evaluate the personnel of an organization. The article discusses the advantages of this approach and the methods that can be used for forecasting.
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43

Karpova, E. N., and V. V. Vozniuk. "Transformation of the Personnel Policy of a Manufacturing Enterprise in the Corporate Governance System." Proceedings of the Southwest State University. Series: Economics. Sociology. Management 13, no. 4 (2023): 40–50. http://dx.doi.org/10.21869/2223-1552-2023-13-4-40-50.

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Relevance. The trajectory of the organization's development in modern conditions requires managers to take an updated approach to personnel management, namely, from the perspective of human resource management. The purpose of the study is to study and analyse the implementation of personnel policy on the example of the production enterprise LLC "Hydrophob", to determine the directions of its improvement. Objectives: study of the theoretical foundations of the formation of personnel policy in the organization; evaluation of the activities of the production enterprise LLC "Hydrophob" in terms of
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44

Lobanova, Liudmila, and Mindaugas Židonis. "Evaluation of organizational commitment of military aviation pilots: the case of the Lithuanian Air Force." Mokslas - Lietuvos ateitis 16 (October 24, 2024): 1–10. http://dx.doi.org/10.3846/mla.2024.21731.

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Commitment to the organization has a significant connection with operational productivity, turnover, employee satisfaction and loyalty, affects the quality and efficiency of work, facilitates staffing challenges, enables the organization to properly and efficiently use its human resources. Aviation professionals often change organizations in the hope of better working conditions: better pay, a safer work environment and a more favorable working climate in the workplace. Therefore, it is important to strengthen the organizational commitment of aviation personnel in order to maintain qualified e
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45

KUDRIAVTSEVA, O. "JUSTIFICATION OF THE CROSS-CULTURAL MODEL OF ORGANIZATION PERSONNEL MANAGEMENT." Economics of the transport complex, no. 44 (November 8, 2024): 150. https://doi.org/10.30977/etk.2225-2304.2024.44.150.

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The work substantiates the cross-cultural MAPE model of the organization's personnel management (Mastering – Antimobbing – Psychoanalysis – Education), which allows reducing the negative, especially mobbing, effects of cross-cultural differentiation of the company's personnel. The model creates conditions for effective intra-organizational cross-cultural transfer of knowledge, skills, and competencies through an interconnected synthesis of mentoring, group corporate education, and intra-firm psychoanalytic counseling. The main directions of the interrelationship of the elements of the proposed
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46

Гриненко and T. Grinenko. "Evaluation As a Tool for the Organization’s Personnel Development." Management of the Personnel and Intellectual Resources in Russia 5, no. 1 (2016): 34–38. http://dx.doi.org/10.12737/18137.

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The article discusses the approach to assessing the competence of staff , underlying the formation of human resources organization and development of its
 staff . Formed in the modern theory of human resource management approaches to the defi nition of «competence», discloses the concept of «competency
 model» are analyzed. It is shown that the development and application of competency model is carried out within the regulatory, defi cits and resource approaches.
 It is proved that humanistic resource is the most appropriate approach in the development and evaluation of the use
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47

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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48

Solovova, Natalya, Olga Kalmykova, and Natallia Sukhankina. "HR MANAGER COMPETENCE FORMATION METHODS REGARDING PERSONNEL RISK MANAGEMENT." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 1 (May 21, 2019): 506. http://dx.doi.org/10.17770/sie2019vol1.3819.

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In a post-crisis society, the most valuable economic and social resources of an organization are human capital. Modern strategies of management employed by an organization need special management approaches that would base on analysis of activities’ mechanisms and processes associated with personnel risks. One of the organizational, methodological and pedagogical solutions to this problem is the educational technology for raising competence level of managers in risk management. The research is aimed at methodological, managerial and organizational recommendations for competence formation of MS
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Коробкина, М., M. Korobkina, Л. Ширяева, and L. Shiryaeva. "Development of the Recruiting Process According to Talent Management Conception (a Telecommunication Company Experiense)." Management of the Personnel and Intellectual Resources in Russia 7, no. 5 (2018): 56–60. http://dx.doi.org/10.12737/article_5bd1ce2b7f98f4.17361071.

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Recruiting is one of the key elements of the work of the HR department of any organization, since the effectiveness of the company depends on the quality of the selected personnel. In the modern sense, recruiting and hiring should be implemented in close interaction with such areas as personnel planning, adaptation, training, evaluation of the results and potential of employees, as well as planning their further development and grows. The innovative technology that unites these areas is talent management. The introduction of talent management practices in Russian organizations demonstrates the
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Титова, С. В., and И. И. Фролова. "Essence of evaluation of training, retraining and advanced training of personnel in the organization." Экономика и предпринимательство, no. 6(143) (October 31, 2022): 1379–83. http://dx.doi.org/10.34925/eip.2022.143.6.258.

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В статье отражены различные точки зрения на оценку подготовки, переподготовки и повышения квалификации персонала современной организации. Особое внимание уделено описанию моделей оценки обучения персонала, описаны их достоинства и недостатки. В работе представлены показатели оценки подготовки, переподготовки и повышения квалификации персонала с позиций оценивания программ обучения и экономической эффективности от обучения. Результаты теоретического исследования могут быть использованы в практической деятельности предприятий и организаций при оценивании эффективности всех видов обучения, реализ
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