The unsatisfactory condition of the housing stock, high level of depreciation of engineering networks and equipment, inefficient management structure determine the need to modernize the sector and improve the quality of housing and communal services in Ukraine. Objective of the article is to conduct a study of the need to improve the quality of housing and communal services in Ukraine and to develop a methodological basis for the study of the quality of housing and communal services. Research Methods: application of the methodological approach to measuring the quality of housing and communal services in Ukraine using the analytical method. It was found that the housing stock and functioning communal infrastructure have significant physical and moral deterioration. Its presence has a negative impact on the quality of housing and communal services provided to the population for consumption. The most significant factors are identified and the degree of their impact on the development potential of the sphere of housing and communal services is determined. The necessity of accounting of the indicated factors at development of economical and mathematical models allowing institutional agents of housing and communal services sphere to take optimal decisions in conditions of uncertainty and stimulating them for improvement of quality of produced housing and communal services has been grounded.
The article examines the theoretical foundations of the concept of personnel management. Personnel management in the structure of modern management can be characterized as one of the most important parts of this system, since in the organizational plan personnel management covers all employees and all units in the organization responsible for personnel work. The structure of modern management takes into account the interrelationship of individual aspects of personnel management and is expressed in the development of final goals, determination of ways to achieve them, creation of an appropriate management mechanism. Personnel management in the organization management system consists of six elements, which are discussed in the article. Personnel management, as a specific activity, is carried out using various methods (methods) of influencing employees, which are defined in the article. One of the methods of influencing employees is motivation. Motivation, as a basic management function, is related to the process of persuading oneself and others to act by creating motives to achieve personal and organizational goals. Two classes of motives affecting human activity were studied: internal (processual and substantive) and external. The article considers the definition of the concept of motivation, defines the main types of personnel motivations: material and non-material. The main means of material and non-material motivation of employees are considered. Another no less important aspect of employee motivation has been studied, which is the establishment of a dialogue between management and staff. Considered an important element of the dialogue between the leader and subordinates is the so-called negative motivation, or criticism of poorly performed work. It was found that the motivation of the staff has a significant impact on the efficiency of the work of the staff and the efficiency of the enterprise, therefore the chosen motivational program should be based on the analysis of the current situation and the desired style of interaction between subordinates. In the article, it is determined that in order to choose a motivational program, motivational monitoring should be carried out, which would create a new information base for making managerial decisions regarding the motivation of professional activity.
The article reveals the feasibility of resolving the problems of labour remuneration for managing the economy of the country. It is proved that decent labour remuneration is one of the important factors that contributes to the social and economic development of the country.The purpose of the research is to study the issue of labour remuneration, in particular, defining the optimum size of the wage for meeting the social needs of a worker and his/her family; to analyse the main problems of setting the minimum wage in national and foreign practice; to consider the features of setting the substantiated size of the subsistence minimum and its correspondence to constitutional norms. It is noted that the process of setting the substantiated size of the subsistence minimum in Ukraine is provided with the legal framework, but in practice legal provisions are ignored.The authors analyse the current problems of labour remuneration that concern debts and strengthening inequality in the payments. Taking into account the fact that the reduction of the minimum wage growth causes the economic slowdown and the ineffective use of labour potential, the authors give proposals about the increase of minimum wage that should base on creating favorable conditions for development of country economy. Thus, the process of alignment of the wage growth and economic revitalization must have a systematic nature which includes the state support of national producers, has sound monetary policy and program of priority tasks that concern the development of industrial branches.It is proved that the social and economic situation in the country improves if there is a high level of wages. If the minimum wage amount is optimum, the compromise between the social needs of population and economic opportunities of the society is reached. Based on the conducted research, the authors propose the measures for further regulating the labour remuneration as an important factor of managing the country economy in the modern world.
In the article the system of monitoring and estimation of quality as the major element of realization of the client-oriented approach in the sphere of housing and communal services is considered. The proposed system of monitoring and evaluation of service quality is aimed at customer evaluation and integrated consideration of communal, housing, organizational, informational components and allows you to determine the effectiveness of the managing organizations. The organizational structure, based on the creation of two main units – back and front offices, which allows to implement a customer-oriented strategy, is also considered. Within the limits of the new organizational structure the system of revealing of need and opinions of owners of rooms in apartment houses by means of absentee voting with application of new information technologies is offered. Thus, the given system of monitoring and estimation of quality of housing and communal services will allow to realize feedback between consumers and the managing organizations, and to increase customer satisfaction of quality of services.
The article considers the main trends in the management of personnel development in the sphere of housing and communal services in the changing VUCA environment in Ukraine and developed European countries. The article analyzes the main reasons for changes occurring in the practice of personnel management in the sphere of housing and communal services. The article considers models of human resource management in the conditions of transition to the principles of “lean management” in the sphere of housing and communal services. Modern and rational lean-technologies are analyzed and a functional model of personnel development and training under the conditions of “lean management” in the field of housing and communal services is developed. As a result, project proposals for the rationalization of staff activities in the implementation of “lean management” in a volatile VUCA environment in the field of housing and communal services are presented.
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