The article discusses topical issues regarding the leisure industry in Ukraine and abroad in order to identify key problems and prospects for its development. In the course of the study, market conditions were analyzed; the requirements of consumers for services in the field of organization of recreation and entertainment are defined; the factors influencing the development and efficient operation of the market are examined. According to the results of the study, it is substantiated that the rapid growth of the entertainment industry, both in the world and in Ukraine, is due to a positive trend to improve the quality of rest and personal development of the population. It is determined that the main problem of the entertainment industry in Ukraine is that its financing is carried out with the industry’s own funds. Instead, in many foreign countries, the entertainment industry is developing with the help of foreign investment and public funds. The peculiarities and problems of development of the international recreation and entertainment market are analyzed and it is established that in the world in the period 2006-2019 was a steady dynamic of the popularity of requests for «entertainment organization». This dynamic indicates the constant development of the entertainment market with slight seasonal fluctuations in the winter and spring months of the year. It is also identified that the recreation and entertainment market is dominated by a group of eight participants: China, Brazil, India, Russia, the Middle East and North Africa, Mexico, Indonesia, and Argentina. The average annual growth rate of the entertainment market in these countries is more than twice the growth rate of the global entertainment market. For a more complete and detailed analysis of the international recreation and entertainment market, a rating of agencies that are leaders in the global market of the analyzed services was composed. Conclusions on key problems and prospects of development of entertainment industry in Ukraine and abroad are formulated.
The article is aimed at forming a methodological framework for the strategic management of human resources (HRM) in uncertain environment caused by the COVID-19 pandemic. The paper considers the main approaches to defining the concept of strategic personnel management and research areas in this field. The key issues that arose during the COVID-19 pandemic affecting the behavior and form of work of most employees are revealed. Critical views on the (conceptual) inability of strategic research on personnel management to take into account new, modern HR practices are analyzed. The study identifies and analyzes three main consequences (problems) for strategic human resource management studies that emerged during the COVID-19 pandemic. In particular, the impact of the work context on the employees’ behavior and actions, tensions between stakeholders (employees, customers and communities together with shareholders), tensions between the strategic and operational roles of HR. In order to identify the main trends in personnel management and assess the priorities and expected challenges for 2022, the authors analyze the results of questioning several companies’ heads of department dealing with personnel, legal and financial issues. Based on the study, the main trends (areas) of human resources management in 2021 are identified, and recommendations are given to form strategic directions of personnel management for the future. Prospects for further research in this area are to develop recommendations on how to change personnel management practices to take into account changes in service delivery, such as increase in service digitization or reduction in physical interaction in service delivery in response to COVID-19, and to determine their influence on the customers’ key results.
организациям улучшить систему управления в целом, повысить эффективность, а т акже обеспечить устойчивое развитие за счет снижения вероятности возникновения рисков и минимизации затрат на их устранения. Ключевые слова: риск, управление рисками, устойчивое развитие, фармацевтические услуги, услуги общественного питания, экономическая эффективность.
The article considers topical issues of research and improvement of the conflict management system in the organization. The article is aimed at improving the methodical aspects of conflict management in the organization in order to develop ways and practical recommendations for their solution. The research was carried out on the example of conflict management analysis at PJSC «Kyivstar». According to the results of the research, it is substantiated that in order to determine the level of proneness to conflict in the team and estimate the relationships between managers and subordinates of the organization, it is advisable to conduct regular monitoring on the basis of questionnaires of employees and management of the organization. The proposed method of studying conflicts was tested on the example of PJSC «Kyivstar» on the basis of the use of an online survey of employees from different divisions. The developed questionnaire allowed to analyze how employees themselves valuate the state of conflict problems in the organization and what they see the reasons for their occurrence in their respective divisions. The activities of the organization chosen for research have been analyzed and it is determined that PJSC «Kyivstar» is one of the largest integrated world telecommunications companies – VEON. As one of the components of the company’s success, a clear organizational structure and effective distribution of responsibilities and functions among the company’s employees are allocated. The article provides a brief analysis of the results of the survey of PJSC «Kyivstar» employees and analyzes the behavior style used during the conflict. A study of the influence of the allocated factors on the frequency of conflicts in the organization was carried out. To determine the presence and degree of such an influence, it is proposed to use the cross-tab method based on the building up and analyzing of contingency tables. The use of the chosen method for research is demonstrated by the example of the most influential of the allocated factors, namely: the number of subordinates for an employee and the level of education of a particular employee, as well as their impact on the number of conflicts in the organization. Conclusions on the presence and main causes of conflict situations are formulated, among which are allocated, in particular, the socio-psychological climate in the team and the unfair distribution of privileges.
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