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Artículos de revistas sobre el tema "Organization and personnel management"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 1 de febrero de 2022

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1

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

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

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Kyriy, Serhiy, Kseniia Kalienik, Oleg Ananin, Igor Kukin, Iryna Zrybnieva, and Vera Romanova. "Methodological foundations of strategic personnel management." LAPLAGE EM REVISTA 7, no. 3A (2021): 26–31. http://dx.doi.org/10.24115/s2446-6220202173a1360p.26-31.

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The paper discusses the content, principles, scientific schools and modern trends in people management in an organization. At methodological tools for evaluating the strategic potential of the organization's people; the method for evaluating the strategic potential of the company's personnel is proposed based on an analysis of the use of the working hours fund. The results of the activities of staff in management positions, colleagues, subordinates and the employee's opinion are determining axes in the perception of the studied object, that is, people respond proactively to the management styl

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Didur, Hanna, and Nataliia Smyrnova. "PERSONNEL MANAGEMENT SUBSYSTEM AS A COMPONENT OF AGRICULTURAL ORGANIZATIONS MANAGEMENT." Economic Analysis, no. 28(1) (2018): 222–30. http://dx.doi.org/10.35774/econa2018.01.222.

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Introduction. The practice of modern enterprises activity suggests that it is impossible to ensure the efficiency and competitiveness of the organization as an integral system without effective personnel management. However, in the agrarian enterprises of Ukraine, the formation of an effective system of personnel management remains without due attention. Purpose. The article aims to identify the features and to find out the ways to form an effective subsystem of personnel management in agrarian organizations. Method (methodology). We have used the following methods in the course of the researc

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Берсенева, И., I. Berseneva, Г. Микоян, and G. Mikoyan. "Improvement of the Management System of Personnel in «Leroy Merlin»." Management of the Personnel and Intellectual Resources in Russia 7, no. 4 (2018): 58–60. http://dx.doi.org/10.12737/article_5b8d133d3f85c3.54409427.

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The essence and content of the theory of management, the evolution of managerial thought, the new administrative paradigm, the theoretical foundations of management and the current state of management theory are examined. Technologies of management of social and economic systems are presented: technology of development of administrative decisions. technology management of organizational changes, the technology of communication processes in the organization, technology management of the organization’s confl icts, information technology in the organization. The article gives applied aspects of t

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Тавасиева, Z. Tavasieva, Позмогов, and A. Pozmogov. "INNOVATION IN PERSONNEL MANAGEMENT OF ORGANIZATION." Management of the Personnel and Intellectual Resources in Russia 6, no. 2 (2017): 11–14. http://dx.doi.org/10.12737/25268.

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In modern conditions of managing in the organizations introduction of innovative technologies in the sphere of human resource management becomes an urgent task. The most important factor of realization of innovative solutions of the tasks arising in modern collectives are personnel innovations. They are based on need of close interrelation of the development strategy of the company with planning of personnel; to assessment of extent of influence of costs for work with shots on economic indicators of production; formation of necessary amount of competences, professional skills

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WIŚNIEWSKI, Janusz. "OF PERSONNEL MANAGEMENT IN THE ORGANIZATION." Nowoczesne Systemy Zarządzania 11, no. 1 (2016): 215–26. http://dx.doi.org/10.37055/nsz/129383.

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W niniejszym opracowaniu omówiono zagadnienia, jakie muszą być spełnione, aby przy pełnym zaangażowaniu i pracy zatrudnionych ludzi organizacja osiągnęła sukces. Efekt taki jest możliwy tylko wtedy, gdy odpowiedni ludzie znajdują się na odpowiednich stanowiskach. Funkcjonowanie przedsiębiorstwa w zasadniczym stopniu zależy od sposobu planowania zatrudnienia, a wpływ na nie mają wewnętrzne i zewnętrzne czynniki determinujące jego wielkość i strukturę. Rekrutacja jest zadaniem organizatorskim, mającym na celu zatrudnienie pracowników najbardziej odpowiednich, jeśli chodzi o ich kwalifikacje i ce

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Tarasenko, V. V. "CAREER MANAGEMENT OF MANAGERIAL PERSONNEL OF EDUCATIONAL ORGANIZATION: MODERN PROBLEMS AND POSSIBLE SOLUTIONS." Vestnik Universiteta, no. 9 (October 26, 2019): 26–32. http://dx.doi.org/10.26425/1816-4277-2019-9-26-32.

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The article has been devoted to the ongoing research of a system of development of managerial personnel of educational organization. The results of the analysis of modern problems and the search for possible solutions to improve the management of the career of managerial personnel of educational organization have been presented. The essence and content of career management of managerial personnel of educational organization have been clarified; a set of problems, caused by the lack of a systematic approach to career management of managerial personnel of educational organizations has been subst

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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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9

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

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

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Коптева, Zhanna Kopteva, Варфоломеев, and Aleksandr Varfolomeev. "HUMAN RESOURCE MANAGEMENT AS AN INNOVATIVE TECHNOLOGY OF PERSONNEL MANAGEMENT." Central Russian Journal of Social Sciences 10, no. 6 (2015): 276–84. http://dx.doi.org/10.12737/16821.

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Nowadays changes in economic conditions of functioning of Russian companies have led to a need to introduce an innovative approach to personnel management. The article discusses the main directions of building an effective system of innovative human resource management through the application of technologies of Human Resource Management. Creating a supportive atmosphere of innovation involves identifying the factors that influence the process of introducing innovations in the organization, which HR-managers should consider in their work with the staff. Based on the results obtained during the

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Nikulina, Yu, and O. Kablukova. "Innovative Technologies in the Implementation of Personnel Policy: Practical Approach." Management of the Personnel and Intellectual Resources in Russia 9, no. 4 (2020): 58–62. http://dx.doi.org/10.12737/2305-7807-2020-58-62.

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Effective innovative personnel policy is designed to create conditions for increasing labor productivity and job satisfaction of employees of the organization. Innovations in personnel management allow you to fully implement the strategic goals and objectives of the organization, involving the organization's personnel in non-standard ways in their solution. The article discusses the behavior models of employees of the organization and their relationship with the innovation strategy. The results of the use of innovative technologies in the implementation of human resources policies by Russian o

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Ivanova, Natalia, and Anna Klimova. "IDENTITY FOCUSED ADAPTATION OF NEWCOMERS IN ORGANIZATIONS: RESOURSE FOR PERSONNEL MANAGEMENT." DIEM: Dubrovnik International Economic Meeting 6, no. 1 (2021): 89–97. http://dx.doi.org/10.17818/diem/2021/1.9.

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The report addresses the issue of adaptation of newcomers in organizations. This problem is very important now in business and public organizations according to the problem of labor productivity, staff turnover, corporate culture etc. In spite of obvious importance of the adaptation in organization, the studies of this problem require new approaches and methods. Mechanisms are explored that help to retain the staff in organization and to create a desire to continue its activities in this organization. The research is implemented to the framework of the business-psychological approach (S Benton

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13

Bjørnstad, Anne Lise, and Pål Ulleberg. "Effects of trust, structure and processes on effectiveness in a military organization: exploring a moderated mediation model." Leadership & Organization Development Journal 42, no. 4 (2021): 564–79. http://dx.doi.org/10.1108/lodj-06-2020-0255.

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PurposeThe purpose of this study is to better understand the consequences of trust between personnel at different hierarchical levels for organizational effectiveness. The authors aim to explore the direct effects and the interaction effects of trust with organizational structure and processes. The study focuses on military organizations and expands on models and research from this context.Design/methodology/approachSurvey data were collected from a Norwegian military exercise organization at two different hierarchical levels. The hypothesized relationships between the variables were tested us

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14

Malanchii, Mykola. "Development of the personnel management system of the State Border Guard Service of Ukraine." Public administration and local government 45, no. 2 (2020): 196–203. http://dx.doi.org/10.33287/102036.

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The features of personnel management development of the State Border Guard Service of Ukraine are considered in the article. It is substantiated that the decisive role in the combat service of the State Border Service of Ukraine belongs to the system of personnel management. It is proved that the development of stable interaction of the elements of the system of personnel management of the State Border Guard Service of Ukraine is ensured due to the coordinated functioning in it of the following types of personnel management of the organization: traditional management of the organization

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15

Todorovic, Dusan, Milanko Cabarkapa, Milica Tosic-Radev, and Ines Miladinovic. "Organizational identification, commitment and orientations of professional military personnell." Vojnosanitetski pregled 74, no. 9 (2017): 871–77. http://dx.doi.org/10.2298/vsp160616365t.

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Background/Aim. All military organizations seek such employees who will advocate for the organization's mission and act responsibly in the direction of achieving the objectives of operational and working groups to which they belong. Accordingly, the primary task of the military organization management is not only the cultivation of the members who would be committed to the organization, but also the officers and soldiers who identify with the organizational mission. The aim of this study was to examine differences in organizational identification, commitment to the organization and organizatio

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Kudryashov, V. S. "The workforce planning system of the organization." Business Strategies, no. 7 (August 9, 2018): 11–17. http://dx.doi.org/10.17747/2311-7184-2018-7-11-17.

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The Relevance of the research topic is due to a number of factors: first, at the present stage of development, in the context of increasing competition, companies are in constant search of sustainable and difficult to replicate sources of competitive advantage; secondly, since the second half of the twentieth century, not only in theory but also in practice of management of most organizations recognized the existence of a relationship between the effectiveness of the organization and the effectiveness of its personnel policy (and personnel planning as one of its areas, including). Initially, t

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z Baiganova, Zhuldyz, Raushan Magzumova, Nailya Delellis, and Ainagul Tulegenova. "SWOT analysis of the Human Resource Management Service of Medical Organizations in Kazakhstan." Journal of Health Development 2, no. 37 (2020): 31–36. http://dx.doi.org/10.32921/2225-9929-2020-2-37-31-36.

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Abstract Purpose of the study: to conduct a SWOT analysis of the human resource management service of medical organizations in Kazakhstan. Methods. In this work, a SWOT analysis of the human resource management service of medical organizations in Kazakhstan was carried out using the expert method Results. The SWOT analysis of the human resource management service of medical organizations revealed the prevalence of weaknesses over strengths by 1.25 times, and the prevalence of opportunities over strengths by 1.75 times and weak by 1.4 times. The potential of the personnel of the human resource

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Митрофанова, Elena Mitrofanova, Эсаулова, and Irena Esaulova. "Personnel Costs Management in an Organization (Lecture 4)." Management of the Personnel and Intellectual Resources in Russia 3, no. 6 (2014): 41–48. http://dx.doi.org/10.12737/7299.

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The paper continues the compendium of lectures on “Personnel Management Economics” under the Bachelor-degree program. The concept of «personnel costs» is defi ned, personnel costs are classifi ed. Examined are factors, determining the size of an organization’s personnel costs. The system of personnel costs management is characterized in terms of its essence and constituents, the objective of personnel costs management is clarifi ed, ways to manage it are revealed. Also specifi ed is how to manage and control various categories of personnel costs, such as payroll costs, traini

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

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

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Свистунов and Vasiliy Svistunov. "HUMAN RESOURCE MANAGEMENT STRATEGY AS COMPONENT OF PRODUCTION ORGANIZATION DEVELOPMENT STRATEGY." Management of the Personnel and Intellectual Resources in Russia 1, no. 2 (2012): 33–36. http://dx.doi.org/10.12737/1622.

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During the crisis periods the organizations survive, managed to catch a tendency of changes and quickly to adapt to them, including at the expense of their strategy high-quality development. In this regard within strategic behavior of production organization the practical interest is represented by functions of its strategy. The analysis of domestic organizations strengths and weaknesses testifi es that many of them have personnel services rather made on the organization, but often used ineffi ciently. It gives the grounds to speak about the need

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Tandelova, O. M., and O. O. Dzhioeva. "PECULIARITIES OF HUMAN RESOURCES MANAGEMENT IN INNOVATIVE ORGANIZATIONS." National Association of Scientists 1, no. 25(52) (2020): 58–60. http://dx.doi.org/10.31618/nas.2413-5291.2020.1.52.142.

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This article is devoted to the features of personnel management in innovative organizations. The dependence of effective personnel management regulation on a motivational factor is analyzed. The principles affecting the management potential depending on the strategic settings of the organization are identified.

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Yevdokymova, Iryna. "Professional and personnel risks in social work." Науково-теоретичний альманах "Грані" 22, no. 2 (2019): 23–31. http://dx.doi.org/10.15421/171918.

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The article is devoted to the analysis of professional and personnel risks in social work. From the end of the twentieth century in management theory personnel is the main resource of an organization and the determining factor of its success. Moreover, the issue of professional and personnel risks is becoming increasingly important in analyzing modern organizations. At the same time, social-oriented non-profit organizations engaged in social work do not pay much attention to analyzing and developing strategies to prevent professional and personnel risks compared to commercial organizations. Pr

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Kovalenko, A., and V. Grynenko. "Personnel Policy as Effective Tool for Security-Oriented Personnel Management of the Organization." Modern Economics 24, no. 1 (2020): 75–80. http://dx.doi.org/10.31521/modecon.v24(2020)-12.

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Annotation. Introduction. In modern business conditions to increase the efficiency of human resources of the organization it is necessary to use a variety of tools. The basis of effective management of human resources of the organization is a system of personnel policy. With the rational use of available human resources, the time of implementation of the main strategy of the organization is significantly reduced. Purpose. The aim of the article is to determine personnel policy as effective tool for personnel management of the organization. Results. Personnel policy from the point of view of it

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Лустина, Татьяна, and Tatyana Lustina. "A Systematic Approach to Personnel Commitment Assessment." Servis Plus 8, no. 1 (2014): 71–76. http://dx.doi.org/10.12737/2799.

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The article researches the issue of personnel loyalty /commitment as affecting organizational competitive potential. The author aims at creating a systematic approach to personnel loyalty management and drawing up a loyalty-type-specific plan of personnel loyalty development.  With long-term survival prospects making it any organization&#180;s imperative to treat its personnel loyalty / commitment as a contributor to competitive advantage, research into the issue is gaining momentum. In terms of management, personnel loyalty / commitment is viewed as an effective driver of an o

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Petrova, Natalya G., and Sarkis G. Pogosyan. "Motivation of medical personnel as an important element of personnel management." Science and Innovations in Medicine 5, no. 2 (2020): 105–10. http://dx.doi.org/10.35693/2500-1388-2020-5-2-105-110.

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Objective - to analyze the structure of motivational attitudes of nurse personnel and their career orientations. Materials and methods. The study was conducted on the basis of three multidisciplinary medical organizations in St. Petersburg. Nurses were asked to complete two questionnaires, including an assessment of motivation and career orientations. The total number of questionnaires processed was 162. The average length of service of the respondents was 10.5 years. According to age, the respondents were distributed as follows: 62.0% were people aged 20-29 years, approximately equal shares w

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Tereshchuk, Ekaterina. "Measuring the efficiency of organizational culture in the context of personnel management." Socium i vlast 6 (2020): 55–66. http://dx.doi.org/10.22394/1996-0522-2020-6-55-66.

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Introduction. The article is focused on possibilities of measuring the efficiency of organizational culture, which is relevant when planning and justifying the expenditures for personnel management. The aim of the study is to formulate an algorithm of actions which makes it possible to move from assessing the existing organizational culture to assessing the expected economic effects from measures to maintain or develop it. Methods. In the course of the research, the methods of comparative analysis, system analysis, functional analysis, desk research were used. Scientific novelty. In works devo

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Benowitz, Stephen C. "New Age Personnel — Quality Service Delivery in Changing Times." Public Personnel Management 23, no. 2 (1994): 181–85. http://dx.doi.org/10.1177/009102609402300201.

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Many organizations must re-evaluate the manner in which personnel services are delivered to customers. Growing demands and increasing responsibilities placed on personnel offices have changed the nature of their work. Fiscal constraints have led to cutbacks in available staff to meet these needs. Larger organizations may have to re-evaluate the structure and responsibilities of centralized vs. decentralized systems. The National institutes of Health (NTH) is a large organization (19,000 employees) with a decentralized personnel services program. New responsibilities placed on the program (e.g.

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NOWAKOWSKI, Zenon. "PERSONNEL MANAGEMENT PROCEDURES OF THE ORGANIZATION – FUNCTIONAL PERSPECTIVE." Nowoczesne Systemy Zarządzania 11, no. 1 (2016): 175–89. http://dx.doi.org/10.37055/nsz/129380.

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Problematyka zarządzania zasobami ludzkimi organizacji, zarówno w ujęciu teoriopoznawczym, jak i instrumentalnym, bywa z reguły analizowana w kontekście wielowymiarowym. Zróżnicowane podejście do identyfikacji systemu zarządzania zasobami ludzkimi, zdaniem H. Bienioka, obejmuje trzy podstawowe aspekty analizy, tzn.: aspekt procesowy, ilustrujący przebieg (etapy, elementy, podsystemy) procesu zarządzania zasobami ludzkimi; aspekt funkcjonalny, ukazujący przynajmniej cztery główne funkcje zarządzania, do których należą: planowanie, organizowanie, motywowanie i kontrolowanie; aspekt narzędziowy,

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Мartynets, V., and M. Sheremet. "GENDER APPROACH IN PERSONNEL MANAGEMENT OF THE ORGANIZATION." Ekonomika ta derzhava, no. 7 (July 22, 2021): 90. http://dx.doi.org/10.32702/2306-6806.2021.7.90.

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Sajedah Norozpour, Mehdi Safaei,. "Foreigner identification number in Turkey: challenges, threats, opportunities and its role in organizational sustainability development." Psychology and Education Journal 58, no. 1 (2021): 3109–20. http://dx.doi.org/10.17762/pae.v58i1.1214.

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Employee performance within the organization reflects their knowledge, skills, and values. To this end, identifying the factors, affecting the performance of employees is one of the goals of human-resource improvement in management. The effective role of motivating and reinforcing the sense of worth in an organization's personnel, in improving their efficiency, effectiveness, and productivity as well as enhancing their mental health, are factors that cannot be ignored easily. This is particularly evident in organizations where the workforce is more involved in research activities. One of the k

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Petrov, Igor, Lev Bulychev, Natalia Bushueva, and Aleksandr Zheltenkov. "Transforming the enterprise architecture through personnel design." E3S Web of Conferences 138 (2019): 02010. http://dx.doi.org/10.1051/e3sconf/201913802010.

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Changes in the external environment, market and technology require adaptability and flexibility of organizations. It is realized through system monitoring and continuous business transformation and requires changes in the system of goals and indicators, policies, business processes, organizational structure, and IT solutions. Such transformations need systemic coordination in several functional areas: strategic management, performance management, business process management, organizational design, information systems design, personnel management, knowledge management, etc. The article describe

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Nikiforenko, Valeriy, and Vera Kravchenko. "Interconnection of personnel reliability and personnel security in the organization management system." Socio-Economic Research Bulletin, no. 3(67) (October 30, 2018): 174–83. http://dx.doi.org/10.33987/vsed.3(67).2018.174-183.

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Pavlenko, Olena, Vitalii Sukalenko, Oleksii Shkulipa, and Meena Sunildutt Sharma. "Personnel management features of medical institutions." Health Economics and Management Review 2, no. 1 (2021): 44–53. http://dx.doi.org/10.21272/hem.2021.1-05.

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This article summarizes the arguments and counter-arguments within the scientific discussion on personnel management in health care organizations. The study’s main purpose is to identify opportunities to improve the efficiency of medical staff through innovative forms of labor organization and HR management. Systematization of scientific background and approaches on personnel management in health care showed that staff development is a priority in health care. The authors emphasized the high competition in the Ukrainian services market. Thus, improving the service quality is the key element fo

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Чуланова, Oksana Chulanova, Борисенко, and N. Borisenko. "Personnel Risks in Implementation Competence Approach in Personnel Management: Classification, Identification, Minimization." Management of the Personnel and Intellectual Resources in Russia 4, no. 5 (2015): 30–34. http://dx.doi.org/10.12737/14954.

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A practical experience of competent approach in personnel management of core organization showed that there are risks in the implementation of the model of competence and avoid them in the current economic environment is very difficult. This fact must be taken into account managers for timely prevention, prevention and minimization of personnel risks. In this study particular personnel risks in implementing competence-based approach to the management staff of the organization are presented. The authors have been considered competent approach, especially its use in personnel management, as well

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Кибанов and Ardalon Kibanov. "The development of personnel management theory and practice (historical view)." Management of the Personnel and Intellectual Resources in Russia 2, no. 3 (2013): 8–12. http://dx.doi.org/10.12737/535.

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The essence of theories related to personnel management is considered in this article. This theories’ development is demonstrated since the middle of the XIX century to the beginning of the XXI century: the theories’ postulates of working with people and the expected results were changing. Together with the theories the practice of personnel management was developing: objects of management, personnel’s dominating needs, organization tasks, and leading trends of personnel management were changing. For almost two centuries the content of personnel management processes has undergone a significant

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Турчинов and Alyeksandr Turchinov. "PERSONNEL POLICY AND PERSONNEL MANAGEMENT AS FACTORS OF RUSSIA’S MODERNIZATION." Management of the Personnel and Intellectual Resources in Russia 1, no. 2 (2012): 10–13. http://dx.doi.org/10.12737/1614.

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The article deals with current problems of management theory and practice devoted to personnel policy, personnel management in the context of the modernization of society, as well as risks, challenges and threats to human resources of an organization and the state under the conditions of a globalizing world.

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Турчинов and Alyeksandr Turchinov. "Personnel Policy and Personnel Management as Factors of Russia's Modernization." Management of the Personnel and Intellectual Resources in Russia 1, no. 1 (2012): 9–11. http://dx.doi.org/10.12737/1711.

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The article deals with current problems of management theory and practice devoted to personnel policy, personnel management in the context of the modernization of society, as well as risks, challenges and threats to human resources of an organization and the state under the conditions of a globalizing world.

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Kondrat'ev, Dmitriy, Gamlet Ostaev, Guzaliya Klychova, Ayrat Valiev, and Bulat Ziganshin. "STOCHASTIC ANALYSIS AND OPTIMAL MANAGEMENT OF STAFF INCENTIVES IN A COMMERCIAL ORGANIZATION." Vestnik of Kazan State Agrarian University 16, no. 2 (2021): 116–23. http://dx.doi.org/10.12737/2073-0462-2021-116-123.

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The article discusses the issues of research and assessment of the impact of quantitative parameters of material and social incentives for personnel on the financial results of the activities of commercial organizations, as well as issues of optimal management of these parameters. Stimulation of personnel acts as a tool that guides employees of the organization to achieve specific productive indicators of its activity that have value for the organization by strengthening the desired motives and reinforcing the required motivational structure in the team. Studying the influence of individual in

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39

Erlygina, E., and Yu Abramova. "Organizational Culture as a Factor of Organizational Innovativeness." Bulletin of Science and Practice 5, no. 11 (2019): 276–79. http://dx.doi.org/10.33619/2414-2948/48/31.

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Organizational culture acts as a factor of personnel management of the organization, has a controlling influence through the system of values, principles and norms of behavior. Organizational culture as a factor of organization management, various specific innovative management methods are available. The culture of the organization promotes organizational innovation through strengthening and encouraging open communication between employees and the organization, as well as cooperative behavior among members of the organization.

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40

Varaksin, Konstantin S., Artem S. Makarov, and Alexander Y. Lyapin. "Competency management of laboratory personnel using LIMS." SCIENCE & TECHNOLOGIES OIL AND OIL PRODUCTS PIPELINE TRANSPORTATION 10, no. 6 (2020): 636–41. http://dx.doi.org/10.28999/2541-9595-2020-10-6-636-641.

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The updated edition of the ISO/IEC 17025 standard introduced significant changes to the structure, terminology, resource requirements, processes, quality management system of testing and calibration laboratories. New requirements were established for the organization of laboratory activities – a process approach and risk-based thinking, which provides for a reduction in part of the prescriptive requirements and the introduction of requirements based on the analysis of the performance of actions. In accordance with GOST ISO IEC 17025-2019, the laboratory must authorize personnel to perform spec

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Cherepovskaya, Natalya A. "Communication as an effective management tool." Theoretical and Practical Aspects of Management, no. 9 (August 24, 2020): 123–38. http://dx.doi.org/10.46486/0234-4505-2020-9-123-138.

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The article discusses the problems and importance of communication in organizations. Communications are the Foundation for managing the entire company, and the result depends on them, which will affect the success of the company. Communications play an informational role at start-up companies. The effectiveness of communication in an organization depends on its future fate as an economic entity, the fate of employees who work in it. Communication is a complex process that consists of interdependent steps. They form a mutual understanding between employees and managers. Communication in an orga

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42

Кожевникова, Л., L. Kozhevnikova, И. Старовойтова, and I. Starovoytova. "The Problem of Multi-Level Ethical Regulation in Personnel Management." Management of the Personnel and Intellectual Resources in Russia 8, no. 4 (2019): 11–15. http://dx.doi.org/10.12737/article_5d7b8b914f4079.44771785.

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The article is devoted to methodological problems of personnel management: the problem of ethical values in the management of an organization, the problem of the relationship between ethics and economics, the problem of synthesizing positive and normative approaches within the framework of economics, the problem of balancing the basic values of the work ethic of an ethnos and socio-economic institutional factors of modern society. A classifi cation of ethical dilemmas in the organization is proposed: dilemmas at the individual level (professional ethics of the personnel manager), at the organi

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43

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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44

Hamilton, David K. "The Personnel Function in Small Public Organizations." Public Personnel Management 24, no. 3 (1995): 399–411. http://dx.doi.org/10.1177/009102609502400309.

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As the personnel function becomes more complex and sophisticated, small public organizations without a personnel unit are increasingly at a disadvantage. Through a survey of park districts, the author analyzes how the personnel function is administered in small public organizations. Questions investigated include how large a public organization must be before it starts to centralize the personnel function and how centralization affects the distribution of personnel activities and the involvement of line managers.

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45

Mwaipungu, Richard R., and Dhiren Allopi. "The challenges faced by Tanzania`s Road Organization in running Maintenance Management System and Pavement Management System effectively." International Journal for Innovation Education and Research 3, no. 8 (2015): 119–29. http://dx.doi.org/10.31686/ijier.vol3.iss8.417.

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Running or developing the local MMS or PMS, be it for unsealed or sealed pavements, needs a team of well-trained and experienced road organization staff and appropriate equipment. The data employed to run a gravel roads MMS should reflect the capacity of the road organization personnel to collect them. In this regard, the team should be of adequate size, education and experience. It is, therefore, essential for the benefit of road users, road organization, the environment, and the sustainability of gravel roads to establish the capacity of road organization personnel responsible for running gr

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Яркова, С., S. Yarkova, Л. Якимова, L. Yakimova, Е. Варламова, and E. Varlamova. "Personnel Management in Conditions of Restructuring of the Railway Industry." Management of the Personnel and Intellectual Resources in Russia 6, no. 6 (2018): 66–77. http://dx.doi.org/10.12737/article_5a462744f14ca2.30311783.

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This article discusses the organization of administration and personnel management in a time of organizational change in the company, the mechanism of management of human risk as a factor of increase of efficiency of enterprise activity during restructuring. The main method used by the authors to build models of an estimation of personnel risks — the method of expert evaluations. The importance of planned management of the behavior of workers during organizational change is marked. Recommendations for prevention of personnel resistance to change and actions for reducing or eliminating risks ar

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47

Mousakhani, Mohammad, and Khadijeh Rouzbehani. "On Knowledge Management." International Journal of Asian Business and Information Management 5, no. 4 (2014): 23–33. http://dx.doi.org/10.4018/ijabim.2014100103.

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Successful implementation of knowledge management for organization requires a systematic and comprehensive perspective about various organizational factors. Appropriateness of these factors and their integration and coordination is a vital prerequisite to implement knowledge management effectively. The primary purpose of the research is investigating the relationship between three fundamental aspects of intellectual assets – human capital, structural capital and relational capital – with knowledge management practices. The method of the research is descriptive and co relational. The research w

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SOCKEL, HY, and BRENDA MAK. "THE RELATIONSHIP OF PERCEIVED ORGANIZATIONAL INNOVATIVENESS (PORGI) ON IS&T EMPLOYEE CONTINUANCE: A LISREL MODEL." International Journal of Innovation and Technology Management 01, no. 04 (2004): 393–414. http://dx.doi.org/10.1142/s0219877004000295.

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This paper explores how employees' perception of an organization's innovativeness impacts their desire to continue an association with the organization. The study uses Structural Equation Modeling — LISREL to explore the relationship between latent constructs of the employees' Perceived Job Satisfaction, and Perceived Organizational Innovativeness (PORGI) with their desire for (employment) Continuance with the organization. PORGI is measured through perceived innovation management, organizational career culture, personnel and innovation management policies. The latent construct of "Employee Co

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Bіlous, Victoria. "Improvement and development of mechanisms for personnel management of agricultural enterprises." University Economic Bulletin, no. 48 (March 30, 2021): 20–27. http://dx.doi.org/10.31470/2306-546x-2021-48-20-27.

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The subject of the research is theoretical principles and practical proposals for improving the personnel management mechanisms of agricultural enterprises. The purpose of the article is to identify problems of formation and work of personnel of agricultural enterprises and substantiation of directions of development and improvement of mechanisms of its management. The methodological basis of the article is historical, monographic, system-structural analysis and synthesis, statistical-economic, problem-target. The results of the article. The main results of the article are developed measures t

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Cibareva, M. "The Content of the Concept of «Human Resource Management» In HR Management, Explaining the Emergence of «New» HR Managers." Management of the Personnel and Intellectual Resources in Russia 10, no. 1 (2021): 52–56. http://dx.doi.org/10.12737/2305-7807-2021-10-1-52-56.

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The article discusses the content of the concept of "human resource management". The prerequisites for the emergence of a new model of personnel management are revealed. Approaches to determining the content of personnel management are proposed: traditional, resource and evolutionary. A review of foreign and domestic literature has shown that the development of human resource management in HR management is associated with such indicators as greening and sustainability, which have determined the emergence of new areas as "green" practices in HRM. The competence - based approach to personnel man

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