Human resource management bases

Kibanov, Ardalon

doi:10.12737/4118

Cited by 9 publications

(7 citation statements)

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“…Selection of personnel is one of the most important functions of human resource management which is carried out by an administrative board of the organization. All heads from foremen to directors are engaged in it (Kibanov, 2007). From this point, the selection of personnel results in the work of the organization in general.…”

Section: Forms and Methods Of Recruitmentmentioning

confidence: 99%

“…It is necessary to share such similar concepts as "staff recruitment" and "selection of personnel" because very often they have assimilated each other that is not correct. Selection of employees is an isolation any of the candidate's mass while selection of personnel is understood as rational distribution of employees of the organization for structural divisions, sites, to workplaces according to the system of division and labor cooperation admitted to the organizations, on the one hand, and the abilities, psychophysiological and business qualities of workers meeting the requirements of content of the performed work on the other (Kibanov, 2007;Shmaliy and Dushakova, 2017;Kosinova et al, 2016;Sultyanova et al, 2016;Gorina, 2016). As a rule, staff recruitment is carried out in three forms (Figure 1).…”

Section: Forms and Methods Of Recruitmentmentioning

confidence: 99%

“…The most often varieties are given in Table 1. Many researchers (Kibanov, 2007;Bizukova, 2008) note that despite a big variety of non-traditional selection methods of personnel, they cannot independently be used as do not give exact information on the person and in most cases their efficiency is scientifically not proved. Application of non-traditional methods is expedient only as auxiliary tools together with traditional methods.…”

Section: Figure 1 Main Forms Of Staff Recruitmentmentioning

confidence: 99%

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Crowd-Technology in the Selection of Personnel

Oxana¹,

Gulnara²,

Dmitry³

et al. 2017

ERSJ

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In article is examined the crowdsourcing technology and the technology based on its principles a crowd-recruiting as instruments of staff recruitment in the organization. The presented technologies are new effective tools large-scale by geographical coverage and number of participants of selection of the employees who are really interested in work with this organization. Crowd-technologies, which are based on "the phenomenon of the crowd" can not only greatly speed up the solution of important problems for the company, but also significantly reduce costs. Was designed the methodology of introduction of crowdsourcing technology at staff recruitment in the organization Because of introduction of this methodology is assumed optimization of costs of the personnel, thanks to improvement of staff recruitment by means of crowd-technologies (crowdsourcing, crowd-recruiting, crowd-staffing), namely: increase of qualitative structure of the personnel and reduction of staff turnover thanks to what will be seen labor productivity growth.

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Section: Forms and Methods Of Recruitmentmentioning

confidence: 99%

Section: Forms and Methods Of Recruitmentmentioning

confidence: 99%

Section: Figure 1 Main Forms Of Staff Recruitmentmentioning

confidence: 99%

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Crowd-Technology in the Selection of Personnel

Oxana¹,

Gulnara²,

Dmitry³

et al. 2017

ERSJ

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“…In our opinion, A. Kibanov has offered a more complete definition of the labor potential. The definition consisted of the following elements (Kibanov, 2004): qualifying; personality, including the motivation of the employee, his value orientations, social maturity etc. ; socio-demographic; psychophysiological, state of health, performance, type of nervous system and others.…”

Section: Research Questionsmentioning

confidence: 99%

“…One possible example of the relationship between the components of a labor potential is a factor "professional perceptiveness" (Kibanov, et al, 2000), which reflects the relationship and interaction between the important parameters such as assessment of the level of education (taken differentially, for example, 1 -for people with higher education, 0.75 -for people with secondary professional education, 0.6 -for the persons with secondary education), professional experience and age. In terms of the mutual experience and age, the indicators are divided by the values of "4" and "18", according to the recommendations of the Research Institute of Labour of Russia (studies 80-90-ies of XX century).…”

Section: Research Questionsmentioning

confidence: 99%

The Impact Of Human Capital On Economic Growth

Shabashev¹

2017

European Proceedings of Social and Behavioural Sciences

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The article discusses the basic views of Russian and foreign authors on the human capital with the main focus on education and health. We discuss the relationship between the human capital and the concepts such as "workforce", "human potential ", "labor potential" at the organization level. A possible version of the change of the components of labor potential of the organization is proposed in this article. The basic pathways of preservation and strengthening of health as a complete physical, social and mental wellbeing are also determined in the article. The results of the author's research on the impact of health's capital on the growth of the gross regional product (GRP) in 77 regions of Russia for 11 years (2003)(2004)(2005)(2006)(2007)(2008)(2009)(2010)(2011)(2012)(2013) are covered in the article. Considering this issue, we took into account regional differences at the level of economic development and the structure of GRP. With this purpose, all the regions were divided into four groups using the cluster analysis. To assess the level of health of the population, life expectancy was used as the most adequate summarizing mortality characteristic. The inclusion of this indicator in the model and our calculations led us to the conclusion that the level of health of the population in the "extractive" regions has a significant impact on the aggregate productivity. The most significant factor in the growth of "mainly manufacturing" regions is investments in education. It is important to consider the management bodies in the financing of education and health regions and municipalities.

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