Career Opportunities for the Management’s Personnel Reserve

Kirillov, Andrey V.; Ushakov, Denis; Vinichenko, Mikhail V.; Makuchkin, Sergey A.; Melnichuk, Alexander V.

doi:10.12973/ejac.2017.00205a

Cited by 15 publications

(12 citation statements)

References 9 publications

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“…There is a specific approach to headhunting and work with talented people. The talent pool is created, which includes high potentials and talented employees [35], [36]. A number of scientists and practitioners adhere to the principle of work with the best and brightest employees [37], and consider such approach to be the most profitable and forward-looking one [38], [39], [40].…”

Section: Developmentmentioning

confidence: 99%

Fostering Talented Employees' Loyalty in Circumstances Where Artificial Intelligence is Applied

Vinichenko*¹,

Сhulanova²,

Rybakova³

et al. 2019

IJRTE

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 Abstract: The article discusses the problem of fostering talented employees' loyalty in circumstances where artificial intelligence is applied. The intensification of competition under the conditions of another forthcoming economic crisis triggered the technological application of artificial intelligence with the conjoined fostering of talented employees' loyalty. The analysis of the results of the Google Form survey by the focus group has shown that a favorable environment prevails within organizations, which in general allows using talented employees' potential efficiently to the maximum possible extent. Discrimination, envy, and indifference of colleagues do not have that much effect on talented employees' loyalty. Creation of more favorable labor conditions for talented employees is contradictory and predetermines the discontent of other corporate employees, which may result in conflicts, the ethnic ones inclusive. The article presents the nature of the influence of artificial intelligence on talented employees' development for the first time. The majority of respondents regard this effect as a positive one (63%). The originality of the research lies in revealing the character of relations between the leaders of natural intelligencetalented employeesand artificial intelligence. This study may form the basis for reducing risks while working with talented employees in conditions where artificial intelligence is applied.

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Section: Developmentmentioning

confidence: 99%

Fostering Talented Employees' Loyalty in Circumstances Where Artificial Intelligence is Applied

Vinichenko*¹,

Сhulanova²,

Rybakova³

et al. 2019

IJRTE

Self Cite

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“…Alongside this, the issue of discrimination in the workforce is relevant to the reality of economic relations in Kazakhstan. The most widespread form of discrimination is sexual discrimination as women of any age, with and without children, have by far fewer chances to receive a job offer if their competitor is a man; even if the latter is less qualified or has less experience (Kirillov et al, 2017;Maria-Abalos, 2016;Jain et al, 2018). Employers tend to downsize their workforce or the number of employees by solely making women redundant.…”

Section: Introductionmentioning

confidence: 99%

“…Employers tend to downsize their workforce or the number of employees by solely making women redundant. Workers of pre-retirement and retirement age suffer from discriminatory prejudices (Kirillov et al, 2017;Tandzegolskienė & Jurgilė, 2015). There exists pay discrimination for the labour of equal qualification regarding women, minorities, local population and migrant workers while the latter is not always discriminated against.…”

Section: Introductionmentioning

confidence: 99%

Issues of Gender Equality in the Workplace: The Case Study of Kazakhstan

Ryskaliyev

Zhapakov²,

Apakhayev³

et al. 2019

SACI

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Family circumstances and gender equality are the factors which influence the formation of labour legislation and state policy in the sphere of wage labour. That is why this research analyses the issues of gender equality in workplace relations. The study uses unity and a differentiation method of wage labour employment regulation. This method allowed us to determine the specifics of workplace relations, which involve women and people with family responsibilities. It was established that the optimal legal regulation of women's labour and labour of people with family responsibilities must be directed at achieving gender equality in the workplace and creating the conditions under which women and other people would be able to combine work and family responsibilities. The creation of a supportive environment for workplace relations of the specified categories of workers must be implemented through both internal and global regulations. The activities on both levels are mutually reinforcing in nature. The article, having analysed the Labour Code of the Republic of Kazakhstan and international labour standards, submits suggestions about improvement of labour laws, draws conclusions about the necessity of legal protection for women and people with family responsibilities as well as the elimination of discriminating factors in relations regulated by labour laws.

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“…Age and gender specificities of gaming are studied (Marti-Parreno et al, 2016), security and confidentiality (Baxter et al, 2016), cognitive learning (Lumsden et al, 2016). Game methods are considered when forming a youth policy (Vinichenko et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

“…Russian researchers have revealed the advisability of using gaming techniques in developing a reserve pool (Kirillov, et al, 2017).…”

Section: Introductionmentioning

confidence: 99%