The relevance of the studied problem is caused by the necessity of professional development in the field of human resource management of heads and specialists of the innovative organizations in a modern economic situation. In the article, the results of the conducted research of a personnel management system are given in the organizations of the Russian Federation (Voronezh region), and the necessity of creation of professional development system is proved in the field of human resource management of heads and specialists of the innovative organizations. The leading approaches to the research of this issue are the analysis and methodological justification of the psychological and pedagogical conditions which are necessary to realize the system of professional development in the field of human resource management of experts and heads of the innovative organizations. The implemented analysis defined the low level of competence of heads in the field of human resource management of most researched organizations. Professional development in the field of human resource management does not correspond to modern social and economic development conditions. To eliminate this problem the authors suggested theoretical and methodological basic concepts to establish the system of professional development in the field of human resource management of heads and specialists of the innovative organizations.
Currently, the issue of introducing the means and capabilities of digitalization or a digital system in modern society is becoming relevant, while the term “digitalization” is becoming quite popular. It is assumed that the introduction of new digital tools or platforms will help the organization to gain a leading position in agricultural industry. Digital transformation is primarily associated with a change in the stereotypes of thinking, working methods and company management. However, digital transformation is not just the introduction of digital technologies, it is rather the reengineering of various, including educational, processes based on them. Today, agricultural universities are more than ever interested in uniform rules that allow for the digital transformation of each university individually and accelerate the digital transformation of the university system as a whole. In the process of digital changes in the education system, fundamental changes are supposed in the structure of training and the organization of the educational process, as a result of which the issue of the need to form our own information and educational environment, which will become the basis of the modern digital base of the educational process.
The recruitment process is of fundamental importance for any modern company, as provides the organization’s need for personnel at various levels and contributes to its sustainable development. In the digital economy, it inevitably transforms and acquires a number of features, which determines the relevance of the research. The aim of the study presented is to consider the digital transformation of the company’s personnel selection process in order to achieve its sustainable development. The research was performed in the framework of a systematic approach involving the use of methods of analysis, synthesis, observation and sociological methods. The article is devoted to the process of staff recruitment on the example of two organizations. In the first company, its implementation is carried out in a customary way, in the second — via a specialized software product. Based on the results achieved, the distinctive features of the considered processes are determined. It is concluded that it is impossible to develop any standard in this case. Attention is drawn to the different implementation of the considered personnel selection processes. Their advantages and disadvantages are highlighted.
Assessment and analysis of personnel costs of an organization is becoming increasingly important in modern conditions, determining, along with other indicators, the competitiveness of an economic entity. However, the calculation of personnel costs can not be performed based only on the data of traditional accounting for Russian organizations, which determines the relevance of the topic of the proposed work. The purpose of this work is to evaluate and analyze the organization’s adaptation costs for employees such as the client Department Manager. As a result of evaluating the productive and unproductive costs of adapting a client Department Manager, it was found that their assessment is possible on the basis of certain assumptions, unproductive adaptation costs exceed productive ones, which does not allow them to be ignored, and the total adaptation costs of one Manager are about 70,000 rubles, which gives an idea of the amount of personnel costs for all management functions. The expediency of accounting for personnel costs for each organization is justified.
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