One of the areas of improvement of communicative management tools in the conditions of modern challenges is the relevant provision of actual changes in the formats of work organization. Remote work and mixed formats of work are gaining popularity. Remote work means using information and communication technologies to work outside the workplace. The Covid-19 crisis and the full-scale war in Ukraine have led to an increase in the use of social media tools in enterprises. The directions of their use control, inform, and coordinate cooperation between employees. In such conditions, communicative management must consider not only the requirements but also the risks of social transparency. Transparency is one of the aspects of corporate social responsibility at the organizational level, which is intended to contribute to the growth of the efficiency and productivity of the enterprise. Social transparency is carried out through social networks or corporate social software, refers to the voluntary sharing of personal and contextual information, such as information about their own and team status, intentions, motivations, capabilities, priorities, goals, updates of physical and social information, contacts with others colleagues. Social transparency practices can create risks such as information overload, professional burnout, and stress. There is a lack of systematic communication management methods that would identify and assess the risks of social transparency. In the presented study, we substantiate the method of identification and assessment of such risks at enterprises. An appropriate algorithm for the method of identification and assessment of such risks in the organizational context has been developed. As a result of the research, a specific toolkit of communicative management is proposed for the study of potential risks of social transparency in corporate information systems in the conditions of social transparency. The use of such tools in the practical activities of enterprises will improve the validity of management decisions in the context of the transparency of corporate information systems based on the identification of relevant risks and their prioritization.
В статті розглядаються питання актуальності формування та посилення бренду роботодавця в умовах посилення конкурентної боротьби за таланти та зростаючих ризиків в сфері інформаційної безпеки в умовах повномасштабної війни. Авторами визначені ключові елементи, які є основою бренду роботодавця з урахуванням вимог інформаційної безпеки. Зазначено, що головним напрямком забезпечення інформаційної безпеки є створення комплексної системи захисту інформації, що передбачає комплекс і технічних та організаційних заходів. Розглянуті питання сертифікації систем управління інформаційною безпекою як індикатора ефективності управління бізнес-процесами організації, інформаційними ризиками, стійкості та надійності розвитку компанії. Запропоновано послідовність дій для впровадження стандартів інформаційної безпеки та систему метрик оцінки ефективності впровадження стандартів інформаційної безпеки як факторів посилення бренду роботодавця. В роботі обґрунтовано, що при формуванні ціннісної пропозиції роботодавця (EVP) доцільно додавати до набору переваг дотримання стандартів інформаційної безпеки.
The questions related to the forming of employer brand of enterprises of food industry for maintenance of business reputation and further engage and development of employees are investigated in the article. Today it is not enough material motivation for workers, additionally pulled out requirement to the development, management, certification, prosperity on international standards, participating in projects, and ratings. The construction of strong employer brand is the actual task of any enterprise in the conditions of competitive activity strengthening for highly skilled personnel is set. Key companies that work in the field of employer brand research are distinguished. The modern international and Ukrainian rating of the best employers that measure the companies’ attractiveness from the point of view of employment is analyzed. The major factors of choice by the search of company-employer, in particular stability of company at the market, financial possibility of company, its social responsible position, corporate culture and others are distinguished. Comparison of criteria of choosing employer for youth and for experience specialists is conducted. Competitive edges, practices of forming and advancements of employer brand of enterprises of food industry, are outlined on the example of companies such as Nestle, Roshen, PepsiCo Ukraine, that engage serious resources in development and support of their own HR-brands. At image forming, it is necessary to consider its constituents, as moral values, advertisement sphere, packing material, location and situation in office, personnel dress code, firm’s name, forms of firm, business cards, packages and other is offered in the article. The constituents of successful brand (image) of employer for three categories of personnel (students and graduating students, highly skilled professionals, other categories of personnel) are distinguished. On the results of the research, it is considered that employer brand is a long-term, strategic resource for the enterprises of food industry, and the search of highly skilled specialists is permanent continuous and difficult task for HR-managers of companies.
PURPOSE: Our study aims to develop an innovative approach to scientific substantiation and practical balance of interests of cargo owners and transport companies, which will serve as a tool for freight management. METHODOLOGY: A specific algorithm of actions is proposed, which initially provides the creation of a system of indicators to study transportation management. The research methods include a complex method of semantic differential modeling, which integrates correlation-regression analysis, cluster analysis, and expert evaluations. The basis of such a complex method is the integration of three components: i) a system for monitoring the satisfaction of consumers of transport services; ii) the assessment of the density of connections between cargo turnover by type of transportation and the leading transportation indicators; iii) a multidimensional assessment of the homogeneity of factors by hierarchical clustering. FINDINGS: Semantic differential modeling can serve as an effective tool in strategic planning, not only for transport companies and railway enterprises, but also for those institutions where it is necessary to identify the most important areas of activity. IMPLICATIONS: The use of semantic differential based on the involvement of quantitative methods of mathematical modeling allows increasing the degree of validity of management decisions. The harmonization and balancing of interests in the field of B2B take into account the results of modeling the semantic differential in management. The proposed methodology consists of main indicators of rolling stock transportation and certain economic indicators; we advise to focus on. These indicators were obtained through cooperation with an expert group of participants in the transportation process. Application of the created model allows defining priority directions in the field of freight owners’ service by the Ukrainian railways in the dynamics by types of cargo and transportation and substantiating the corresponding management decisions by freight carriers. ORIGINALITY AND VALUE: Innovation is a complex interdisciplinary integration of research methods based on the philosophy of semantic differential, allowing the integration of approaches to harmonize the interests of transport companies and consumers of their services with the results of cooperation in the field of freight transportation. Therefore, the developed innovative methodology can be used not only for railway transport but also for other types of transport and business.
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