The article outlines the need to develop professional standards for an HR Manager, the purpose of its development and application, structure, and requirements for its content. HR Manager must have a comprehensive knowledge, formed by the junction of multiple sciences: economics, management, sociology, psychology, confl ict management, business ethics, cultural studies, pedagogics, labor law as well as ergonomics, psychophysiology, professiology, psychophysiology, professional activity, labor economics, sociology and psychology of labor statistics. All this should be refl ected in the Standard draft. In organization there is no other professional (except for the Personnel Manager), who would have accompanied the entire working life of the employee. This is the uniqueness of profession; he/she must have not only professional knowledge, but general as well. Objects of HR Manager professional activity are considered and the place of the HR Manager standard in the system of Personnel Management standards in defi ned. The article provides a concrete example of the development of the standard, which refers to a generalized labor functions: control of strategy of personnel policy and workforce planning in the organization. On the example discussed in some detail work functions of this generalized function of labor, labor actions necessary skills and knowledge (competencies).
During the crisis periods the organizations survive, managed to catch a tendency of changes and quickly to adapt to them, including at the expense of their strategy high-quality development. In this regard within strategic behavior of production organization the practical interest is represented by functions of its strategy. The analysis of domestic organizations strengths and weaknesses testifi es that many of them have personnel services rather made on the organization, but often used ineffi ciently. It gives the grounds to speak about the need to improve the work with organization personnel in conditions of organization strategy development formation and realization.
This article analyzes the current characteristics of the training and retraining of personnel for small businesses. In times of crisis survive the organizations that managed to capture trend changes and quickly adapt to them, including through development of its strategy of work with personnel. In this regard, of practical interest are current directions of personnel work of small businesses. Analysis of practical results in this direction in the work of small businesses suggests that today, the domestic organization is often inefficient to implement in practice. This gives grounds to speak about the need to improve work with the staff of small business organizations.
The article analyzes grain production in Russia from the standpoint of biological safety of grain. The reasons of grain contamination increasing by mycotoxins and its harmful impact on the soil environment, on human and animal health were considered. Disadvantages of traditional technologies of grain crops cultivation in climates with low humidity were revealed. We represented the data on the change in the infestation of winter wheat, crop residues and stubble in the transition to a “zero” tillage.
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