Model Aspects of Evaluating Efficiency of the Personnel Management and Motivation

Sergienko, Olena; Morozova, N. L.; Karpets, O. S.; Babenko, M. V.

doi:10.18371/fcaptp.v4i27.154121

Cited by 5 publications

(5 citation statements)

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“…systematize experience of human capital development in Ukrainian communication companies [12]. In addition, attention is paid to aspects of evaluating the efficiency of the personnel management and motivation as prerequisites for the process of staff development, which gives the manager the necessary information about the prospective directions of work with the employee and the choice of incentives that are interesting for him to ensure the effectiveness of this process [13]. Researchers not without reason consider measures aimed at stimulating their creativity to be one of the directions of staff development, which, in turn, can become a significant competitive advantage for the enterprise [14].…”

Section: Literature Reviewmentioning

confidence: 99%

Staff Development Management on a Way to Strengthen Personnel Potential and the State of Business Entities ' Economic Security

Kudaktin¹,

Nazarenko²

2023

ФКДПТП

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The purpose of the study is to conceptualize the principles of staff development management, determine the tasks of this process, factors that reduce the level of employee development efficiency and reasons that minimize the readiness of employees for self-development and professional development. The categorical apparatus of personnel management has been improved by the concepts of «personnel development», and «personnel development management». The connection between the personnel development management and the personnel potential formation of the business entity, capable of providing the enterprise with competitive advantages and continuous activity on the market, is proven. Motives, catalysts, methods and tools of staff development are summarized. It is suggested that at the level of employers and management, staff development should be positioned as a component of the Employee Value Proposition, as well as taken into account when reviewing and updating competency maps.The formation of high-quality information and documentation support for the process of personnel development, in particular, the development of competency maps, IDP plans, and personnel policy, will contribute to increasing the level of efficiency of personnel management of the business entity. Their competent development and compliance at the management level will make it possible to form the personnel potential of the enterprise and ensure a high level of intellectual and personnel security for the company. The consequences that effective management of staff development can have on the state of economic security of business entities are determined. The strategic orientations of personnel development should be organically combined with the organization's strategy, its mission, vision, corporate culture and contribute to the achievement of the goals of existence at optimal time intervals.

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Section: Literature Reviewmentioning

confidence: 99%

Staff Development Management on a Way to Strengthen Personnel Potential and the State of Business Entities ' Economic Security

Kudaktin¹,

Nazarenko²

2023

ФКДПТП

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“…Притом рассматривать данные потери как критические нельзя, т. к. законодательство предусматривает перерывы для сотрудников, которые постоянно работают за компьютером 3 . Длительность перерывов и категорию нагрузки можно рассчитать в соответствии с СанПиНом 4 . Работающий за компьютером сотрудник может после каждого часа работы прерваться на 10-15 мин., при 8-часовом рабочем дне суммарное время перерывов составляет 50-90 мин.…”

Section: методы исследованияunclassified

“…Проблемы эффективности управления персоналом и непосредственно связанные с ними проблемы более эффективного использования рабочего времени достаточно подробно отражены в трудах О. А. Сергиенко и соавторов [4], В. В. Моисеева и коллег [5; 6], А. О. Годуновой [7].…”

Section: Introductionunclassified

Working Time Management as a Way to Increase Labor Productivity

Emel'yanovich

Koval

Galimova

2021

Bulletin of Kemerovo State University. Series: Political, Sociological and Economic Sciences

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The study is devoted to the study of the rational use of working time in the context of the implementation of the main functions of management: planning, organization, motivation, control, coordination. The goal is a methodology for assessing the optimal use of the organization's working time based on the criteria for analyzing the effectiveness of the implementation of the main functions of management. Research methods: semantic analysis of the conceptual apparatus, methods of mathematical modeling to describe various factors that characterize the main functions of management in the context of working time management. Experimental methods: the method of expert assessments, questionnaires, photography of the working day. Domestic and foreign approaches to the concept of working time management are considered, the author's approach is given. Based on the process-functional approach, a methodology and algorithm for assessing the effectiveness of the working time management process. This model has been tested on the example of a self-regulatory organization operating in construction. A task was set, which was implemented within the framework of the project to optimize the use of working time of employees of the inspection and control department. Were analyzed the regulations of various levels of decision-making governing the work of employees. A questionnaire survey of opportunities and middle managers was instructed to form a number of criteria necessary for the application of the developed methodology. The results of the study allowed us to conclude about the average efficiency of the working time management process. Based on the results of the implementation of the recommendations, in particular, the application of lean manufacturing methods and the adjustment of local regulatory documents, it was possible to increase the effectiveness of managing the working time of the organization's employees.

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“…Differentiation of the basic level of remuneration by the types of economic activity will create a competitive environment in the labor market, which will upgrade the quality of staff and, as a result, increase the productivity. "This allow you to rank personality, communicative, innovative, social and corporate characteristics that have the greatest impact on the overall performance indicators of activity efficiency; contribution to development" (Sergienko, Morozova, Karpets, Babenko, 2018).…”

Section: Kuksa Ihor Vasurenko Larisa Marek Storozka Alternative Inmentioning

confidence: 99%

Alternative Interpretation of Calculation of the Unified Tariff Scale in the Wage System

Kuksa

Vasurenko

Storozka

2019

Management Theory and Studies for Rural Business and Infrastructure Development

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The main economic condition for improving the standard of living is to ensure the transition to high labour costs and, accordingly, to decent wages. The classical wage system requires the improvement of the basic principles due to the existing weak points: demotivating relation between the tariff coefficients; imperfect characteristic of the "staff category" when grading the tariff rates. The aim of the study is to substantiate the methodological approach to the construction of a unified tariff grid for economic activities. Using the methods of discriminant analysis, additive and multiplicative convolution, the method of calculation of the unified tariff grid by types of economic activity for the relevant stages is proposed: the method of calculation of the unified tariff scale by the types of economic activity in the following stages: calculation of the initial minimum salary for the first-rate worker as the basis for further determination of the fair remuneration, using the integral coefficient of the average monthly wage per hour worked; calculation of the optimal ratio between tariff rates with eleven percent increase in payment rates; taking into account the coefficientstimulator of the level of professional competencies knowledge when grading the tariff rates. In results, we believe that the proposed method of regulation of the tariff system of remuneration will provide a socially fair principle of remuneration -corresponding to the level of professional knowledge of remuneration for labor, regardless of its area of application.

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Model Aspects of Evaluating Efficiency of the Personnel Management and Motivation

Cited by 5 publications

References 0 publications

Staff Development Management on a Way to Strengthen Personnel Potential and the State of Business Entities ' Economic Security

Staff Development Management on a Way to Strengthen Personnel Potential and the State of Business Entities ' Economic Security

Working Time Management as a Way to Increase Labor Productivity

Alternative Interpretation of Calculation of the Unified Tariff Scale in the Wage System

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