Professional development in the field of human resource management of heads and specialists of the innovative organizations

The relevance of the studied problem is caused by the necessity of professional development in the field of human resource management of heads and specialists of the innovative organizations in a modern economic situation. In the article, the results of the conducted research of a personnel management system are given in the organizations of the Russian Federation (Voronezh region), and the necessity of creation of professional development system is proved in the field of human resource management of heads and specialists of the innovative organizations. The leading approaches to the research of this issue are the analysis and methodological justification of the psychological and pedagogical conditions which are necessary to realize the system of professional development in the field of human resource management of experts and heads of the innovative organizations. The implemented analysis defined the low level of competence of heads in the field of human resource management of most researched organizations. Professional development in the field of human resource management does not correspond to modern social and economic development conditions. To eliminate this problem the authors suggested theoretical and methodological basic concepts to establish the system of professional development in the field of human resource management of heads and specialists of the innovative organizations

High-rise construction in Russia as one of the objectives of improving the management mechanism for living standards of the population

The article is aimed at determining the significance of solving the problem of high-rise construction in Russia as one of the tasks of improving the mechanism of managing the living standards of the population. To determine the effectiveness of measures aimed at improving the quality of life management mechanism, the expert evaluation method is used. The paper presents the measures to improve the quality of life and consequently the migration attractiveness of the region. Despite a number of actual difficulties and lack of sufficient experience, there is an interest in the development of high-rise construction. The result of the analysis of the general demographic dynamics for the last fifteen years is shown. Migration is the most mobile tool for managing short-term demographic processes; therefore, great attention should be paid to this component. Moreover, it is necessary to take into account other consequences of migration

Analysis of adaptation costs of the organization’s personnel

Assessment and analysis of personnel costs of an organization is becoming increasingly important in modern conditions, determining, along with other indicators, the competitiveness of an economic entity. However, the calculation of personnel costs can not be performed based only on the data of traditional accounting for Russian organizations, which determines the relevance of the topic of the proposed work. The purpose of this work is to evaluate and analyze the organization’s adaptation costs for employees such as the client Department Manager. As a result of evaluating the productive and unproductive costs of adapting a client Department Manager, it was found that their assessment is possible on the basis of certain assumptions, unproductive adaptation costs exceed productive ones, which does not allow them to be ignored, and the total adaptation costs of one Manager are about 70,000 rubles, which gives an idea of the amount of personnel costs for all management functions. The expediency of accounting for personnel costs for each organization is justified

Methods of digital transformation of the educational environment of agricultural universities

Currently, the issue of introducing the means and capabilities of digitalization or a digital system in modern society is becoming relevant, while the term “digitalization” is becoming quite popular. It is assumed that the introduction of new digital tools or platforms will help the organization to gain a leading position in agricultural industry. Digital transformation is primarily associated with a change in the stereotypes of thinking, working methods and company management. However, digital transformation is not just the introduction of digital technologies, it is rather the reengineering of various, including educational, processes based on them. Today, agricultural universities are more than ever interested in uniform rules that allow for the digital transformation of each university individually and accelerate the digital transformation of the university system as a whole. In the process of digital changes in the education system, fundamental changes are supposed in the structure of training and the organization of the educational process, as a result of which the issue of the need to form our own information and educational environment, which will become the basis of the modern digital base of the educational process

Achieving sustainable development of a company through digital transformation of the recruitment process

The recruitment process is of fundamental importance for any modern company, as provides the organization’s need for personnel at various levels and contributes to its sustainable development. In the digital economy, it inevitably transforms and acquires a number of features, which determines the relevance of the research. The aim of the study presented is to consider the digital transformation of the company’s personnel selection process in order to achieve its sustainable development. The research was performed in the framework of a systematic approach involving the use of methods of analysis, synthesis, observation and sociological methods. The article is devoted to the process of staff recruitment on the example of two organizations. In the first company, its implementation is carried out in a customary way, in the second — via a specialized software product. Based on the results achieved, the distinctive features of the considered processes are determined. It is concluded that it is impossible to develop any standard in this case. Attention is drawn to the different implementation of the considered personnel selection processes. Their advantages and disadvantages are highlighted

Key directions for determining and reducing the level of conflict of the team

The article discusses the possibility of determining and reducing the level of conflict of the team. The aim of the work is to highlight the appropriate tools and the main directions of reducing the level of conflict of the team. The subject of the study is the behavior of the organization’s employees in a conflict situation, the object is JSC “DOM.RF” it is a Russian organization specializing in the provision of banking services. The study is based on the use of the methods of K. Thomas and R. Kilmann to determine the level of conflict of personality. On its basis had obtained the distribution of employees of one of the structural divisions of the organization according to such styles of behavior in a conflict as confrontation, cooperation, compromise, evasion and adaptation. The obtained results made it possible to propose integral indicators for assessing the level of conflict and team coordination. Their value for the examined organization’s structural subdivision indicates the dominance of employees who shows unconstructive behavioural patterns in conflict situation preventing this situation being solved. Taking to account the specifics of the activities of the examined staff the results are quite acceptable but suggest mandatory prevention of the increase of conflict of the examined team. Among the main directions of reducing the level of conflict of the team is proposed: identifying the level of conflict of employees according to the Thomas- Kilmann methodology, determining the levels of conflict and coordination of the team; using of psychological diagnosis of personality conflict during hiring for a vacant position; conducting psychological trainings for employees of a structural unit or organization as a whole with the aim to manage their behavior in a conflict situation

Staff provision of organization as an index of its energy performance

This article discusses the effective output of an organization, based on it’s effective use of qualified staff. The effective management of staff and an organization is imperative for any company in the current climate. The goal is to determine the staff resources required for a specific organization and for specific tasks within that organization. These determinations are made by assessing the complexity of tasks required to be completed and the qualifications of the bank staff who complete these tasks. The complexity of each task is assessed by determining the output of work by staff members who perform these tasks and gathering analytical and statistical data. The data on the complexity of work compared to the output/performance of staff within the organization was presented by researchers and found that only 1/3 of staff are performing and executing their duties to the standard required by the organization within the timeframe for the task. Workers who were not meeting their targets were working harder to achieve their goal, and the effort or time taken to achieve this, meaning the coefficient of the whole company rose from 10-50 %. In some categories of staff, a rise of 10-15 % of standard output is considered acceptable, whereas for other groups of staff, a rise of this amount indicates extra staff are required