This article discusses the implementation of professional standards in an organization. The author studies the prerequisites for the implementation of professional standards, the legislative framework to be followed, the methodological steps and the results of implementation. It is described that the implementation of professional standards in the organization requires the following steps: determining the list of posts, familiarizing employees, analyzing internal documents (labor contracts, job descriptions), posting information on a corporate website, creating personal training programs, conducting qualifi cation assessments and adjusting programs advanced training of employees. One of the results of the implementation of professional standards is the improvement of the quality of knowledge, skills and abilities of employees, as well as their eff ective placement in the organization. In addition, the article systematizes a plan for further work with professional standards.
The article discusses the issues students' ownership of digital technologies and notes the problems associated with the insufficient development of students' digital competencies in the team project work implementation. In contrast to the popular opinion about the negative impact on the use of digital technologies in the educational process of the adaptation difficulties to software products of the university teaching staff, the article authors focus on the primitive possession of digital products and gadgets by students. One of the main problems the authors highlight is the underdevelopment of students' skills that allow them to immerse themselves in the study of software functionality, the search for possible digital products for consumption and the study of the modern digital services market. This is due to the peculiarities of the social category under consideration, which are presented in the article, as well as the prevailing consuming type of behavior among students and the presence of only superficial knowledge about the technologies functioning. The authors of the article consider the need for students to develop knowledge management competencies of project teams in a digital environment and using modern digital technologies, describe a few difficulties that arise when trying to establish digital interaction and knowledge management when working with student project teams and analyze the causes of their occurrence.
This article discusses the processes of digitalization of personnel management in Russian and foreign organizations, indicators of digitalization, features of the implementation of personnel management tasks using modern high-tech tools. A comparative analysis of foreign and Russian organizations in terms of the level of digitalization is presented, based on the conclusions from which it is noted that the digitalization coefficient of Russian organizations is 1.84, while in foreign companies it approaches 2.08. Analytical analysis of indicators by industry, research conducted by practitioners show that such industries as banking and finance, mining and metallurgy, information technology (IT) and telecommunications have become leaders in the field under study, in practice they have switched to the introduction of advanced world technologies in the field of digitalization of personnel management.
The paper examines the essence and trends of digital transformation currently observed in the corporate training system of companies. The authors note that at the moment, employee training should be less labor-intensive, preferably mobile and implemented in small parts, but at the same time remain effective and relevant to the current job responsibilities of a particular employee. The article provides convincing evidence that the digital transformation of the corporate employee training system is the answer to these modern requirements and helps employees improve their professional knowledge and skills without hindering business continuity and reducing productivity. As the main trends in the transformation of the corporate training system, the authors identify such as: changing the roles of training specialists, the transition to mobile platforms and micro-training, the widespread use of technologies based on the use of artificial intelligence in training. Considerable attention is paid to the stages of development of the corporate training system.
The article presents arguments justifying the role and importance of assessment of efficiency of employees in the General system of stimulation of personnel of the organization. The modern approach to the development of a system of material incentives associated with performance management of staff is described, for example, the large domestic banks. The evaluation criteria of efficiency of employees are reviewed and systemized, the principles of evaluation are grouped, the basic evaluation stages of efficiency in order to improve the system of staff incentives are considered. Examples of defining criteria for determining individual awards are given. Possible to the application rules for the assessment of the personal performance of the employees immediate supervisor and subsequent distribution of bonuses are described. Conclusions about the significance of the assessment of personal performance of employees of large organizations and the opportunities for its subsequent use in the enterprise are made.
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