Management of the personnel and intellectual resources in Russia最新文献

{"title":"EVALUATION OF THE PERSONNEL MOTIVATION SYSTEM OF A CONSTRUCTION ORGANIZATION IN THE CONTEXT OF THE THEORY OF GENERATIONS","authors":"M. Plutova, O. Popova, E. Lagutina","doi":"10.12737/2305-7807-2023-12-2-49-53","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-49-53","url":null,"abstract":"Modern conditions for the functioning of organizations require constant updating of approaches to personnel management, including new approaches are being formed in relation to the management of personnel motivation. Despite the unification of job duties by professional affiliation, each employee is individual and his needs, principles, beliefs are individual, and this should be considered when working with personnel. When forming a system of motivation and incentives, one should consider the specifics of each working generation in the organization. Theories of generations substantiate the important characterizing qualities of generations, their features, and the influence of historical and socio-economic factors during the formation of each generation separately. The authors, when assessing the existing system of motivation of the personnel of a construction organization, took the theory of generations as a criterion basis. Improving the system of motivation and incentives in the context of the theory of generations makes it possible for the organization to contribute to the growth of the efficiency of the work of personnel, reduce turnover and reduce the costs associated with training and adaptation of personnel. The results of the work can be used as the basis for improving the systems of motivation of the personnel of construction organizations. It is possible to use the results of the study in the development of motivation systems for business entities, departments for personnel management of enterprises and organizations.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114543301","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"BE FRIENDS OR NOT? REPRESENTATIONS OF EMPLOYEES OF RUSSIAN ORGANIZATIONS ABOUT THE ADMISSIBILITY OF INFORMAL RELATIONSHIPS AT WORK","authors":"I. Romanova","doi":"10.12737/2305-7807-2023-12-2-65-69","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-65-69","url":null,"abstract":"The article discusses various aspects of friendship among employees of the organization. The positive impact of friendship on colleagues is described, as well as the risks of close working relationships. Possible tools for managing friendship on the part of management are also considered. The results of a survey of employees of Russian companies on the topic of friendly relations between colleagues are presented. It was found that the majority of respondents have friends at work and, in general, have a positive attitude towards friendship among colleagues. The survey participants see the greatest benefit from friendship in improving the moral and psychological climate of the team, and the biggest adverse effect of friendship is, in their opinion, “distraction from work.”","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"51 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130373660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Corporate Culture of the University: the Role of the Trade Union","authors":"S. Ermolaeva, A. Mal’cev","doi":"10.12737/2305-7807-2023-12-2-13-19","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-13-19","url":null,"abstract":"One of the important functions of personnel management at present is the management of corporate culture. The culturological approach in management allows you to combine all forces (resources) to achieve the goals of the organization, solving its tasks. This approach allows us to take into account the uniqueness of  a  particular company, to  focus on  the integration of  all personnel in  achieving the goals of  the organization, the formation of  loyalty, competencies, solidarity. Among the functions of the trade union noted in the documents of the organization, the organizational function, the organization of cultural mass, sports events, traditional professional holidays are presented. The role of management in the development of corporate culture is undeniable, at the same time, bipartisanship at the local level, as well as tripartism at other levels of social partnership presupposes the participation of employees (their trade union representatives) in the development of labor and other relations, in the improvement of corporate culture in the organization. The formation of values and norms, certain stereotypes of behavior occurs within the framework of the concept of social partnership in the organization. The role of the trade union as an organization uniting employees, as a participant in social partnership is in demand. This role is noted in the conducted research through the participation of the trade union in supporting traditions in the organization, participating in negotiations, discussing a Collective agreement, supporting staff in difficult situations (providing material, informational and legal assistance to trade union members and all employees of the organization) and other areas. The trade union participates in the management of corporate culture, which includes not only the management of the internal environment of the organization, but also the management of the image of the organization, its business reputation.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127909279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"IDENTIFICATION OF THE RELATIONSHIP OF INDIVIDUAL AND PERSONAL CHARACTERISTICS OF SALES MANAGERS WITH THE EFFECTIVENESS OF PROFESSIONAL ACTIVITY","authors":"Y. Tokareva, A. Polozov, M. Petuhova, N. Morohov","doi":"10.12737/2305-7807-2023-12-2-70-76","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-70-76","url":null,"abstract":"The article is devoted to the study of personal characteristics of sales managers and their impact on the level of professional success. \u0000A successful sales manager is the one that company executives are “hunting” for. He is offered a job on the most favorable terms for him. Due to the fact that: effectively leads the client through the sales funnel — from the first touch to the closing of the transaction; sells with minimal discounts or without them at all; launches word of mouth and motivates the client to bring new customers; gets pleasure from work; and after each sale, it strives to get even more customers, profits and drive. \u0000The article examines the criteria and individual personal characteristics of managers and their relationship with the effectiveness of professional activity in sales. \u0000Using the MBTI personality type testing methods and the I.D. Weisband test, the analysis of the sales managers’ abilities to motivate customers to purchase, taking into account their type of character, as well as the manager’s ability to justify the benefits of the purchase for the client based on his profile activities, was carried out. \u0000The authors studied and formed the requirements of employers for sales managers, selected the necessary materials and testing methods, and also formed a model for selecting a sales manager based on the personality structure. Based on the data obtained, the positive impact of using a typological model of the personality structure in solving tasks for the selection of sales managers was revealed.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"71 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128190537","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"QUALITY CRITERION OF SOCIO-ECONOMIC SYSTEMS AND ITS IMPACT ON THE SUSTAINABILITY OF THE SYSTEM","authors":"T. Smetanina","doi":"10.12737/2305-7807-2023-12-2-77-82","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-77-82","url":null,"abstract":"Quality is a property of goods and services that determines the sustainability of systems. Synergy and the bifurcation point are stages in the evolutionary development of society. Satisfaction with quality is a variant of system stability. There is a dependence of the system quality criterion on its size. The quality of the socio-economic system is manifested through the result of its activities — the goods and services it produces. The current stage of development requires socio-economic systems to have an organic structure. Informatization of society leads to the emergence of new mechanisms for promoting goods and services in the modern world. One of these tools is streaming. Due to it, the formation of an opinion on the quality criteria by most of the society is formed online. Stakeholders allow you to assess the stability of the system. The collective unconscious makes it possible to bring the socio-economic system to a new level through bifurcation points. Sustainability and quality are concepts that underlie the modern development of the collective unconscious. Experts are the key stakeholder in assessing the quality criterion.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122375629","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"SUBJECTIVE PERCEPTIONS OF EMPLOYEES ABOUT THE ORGANIZATION: THE EXPERIENCE OF PILOT STUDIES IS SUMMARIZED","authors":"M. Yurtaeva, N. Gluhanyuk, M. Vidyakina","doi":"10.12737/2305-7807-2023-12-2-83-88","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-83-88","url":null,"abstract":"This article analyzes pilot studies of personnel risks, professional motivation and organizational closeness. All studies relate to significant problems in the field of human resource management of modern organizations. The novelty of this work is determined by the strategy of personnel analysis not as an object of managerial influence, but as an active subject in the system of organizational relations. The study of the organization from the standpoint of the subjective perceptions of the employees made it possible to identify a separate type of personnel risk due to the personality and thinking of the employee. The developed methodology for assessing subjective risks in an organization made it possible to identify areas of uncertainty in the subjective perceptions of personnel about the organization as sources of potential conflicts and security threats. The study of professional motivation shows the complexity of the structure of professional motivation of staff, which is specifically regulated by the functions of locomotion and evaluation. The analysis of the perception of the closedness of the organization found that certain management practices will contribute to the closeness of the new experience among employees, the rejection of organizational changes and a decrease in job satisfaction. The article defines the practical significance of each empirical study. The conclusions discuss the possibility of training an extended strategy for researching the personnel of organizations of future specialists and managers, as well as the relevance of the tasks of effective human resource management.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128161560","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"OPERATIONALIZATION OF PROFESSIONAL BURNOUT OF STAFF IN CONDITIONS OF REMOTE WORK AND HYBRID OFFICE","authors":"O. Chulanova, V. Sanaykov","doi":"10.12737/2305-7807-2023-12-2-107-114","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-107-114","url":null,"abstract":"The article presents the results of the author’s research on the risks of staff burnout in a remote and hybrid office. The object of the study is professional burnout in the conditions of remote work and hybrid office. The subject of the study is recommendations for the prevention of professional burnout in conditions of remote work and a hybrid office. The goal is to carry out the operationalization of professional burnout in the conditions of remote work and a hybrid office for the subsequent development of a software application for the prevention of professional burnout. The authors present a theoretical analysis of the problem under study based on the results of modern research. The risks of remote work are identified. The main markers of professional burnout are presented. Several groups of factors are considered, which determine the likelihood of an employee developing a syndrome of professional burnout: socio-demographic, personal, organizational and socio-psychological. To obtain information that a subordinate is prone to burnout, the authors suggest using special techniques. The author’s operationalization of professional burnout is presented. In the author’s operationalization, the authors tried to consider the structural components of professional burnout based on the symptoms, stage of development, and factors on which the likelihood of burnout development depends.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126060166","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"FEATURES OF THE RELATIONSHIP BETWEEN THE SOCIAL STRUCTURE OF PERSONNEL AND JOB SATISFACTION AT LARGE BUSINESS ENTERPRISES","authors":"O. Ponomareva, D. Shkurin","doi":"10.12737/2305-7807-2023-12-2-54-64","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-54-64","url":null,"abstract":"In the article, the authors emphasize the importance of a differentiated approach to managing job satisfaction in dynamic socio-economic conditions, taking into account the social structure of the staff. The importance of timely management decisions to change motivational policies in order to retain core personnel to achieve business goals and maintain stable employee efficiency is shown. It is emphasized that the social structure of the staff is constantly undergoing changes and periodic measurement of its characteristics is required in order to establish the appropriateness of management efforts to maintain the social and financial well-being of the staff and the commitment of the company during their working life at large business enterprises. It is established that the monitoring of staff self-assessment of factors of job satisfaction is an effective tool that emphasizes the interest of management in the opinion of employees. The survey methodology and the results of in-depth data analysis can provide up-to-date information for making point management decisions. As an example, the results of a study of the overall level of satisfaction with labor factors of the personnel of two large-scale enterprises and their differentiation depending on gender, age, seniority and education are given, indicating the expediency of introducing differences in labor satisfaction management. \u0000It is shown that the effectiveness of job satisfaction management depends, first of all, on the timely assessment and identification of motivational factors of distress and growth factors in the context of the social structure of the staff and on their basis the formation of a targeted approach to motivation. The main problem in this regard is the underestimation by the company’s management of the influence of age, gender, seniority and education on the level of job satisfaction; an average assessment of all factors of job satisfaction and ignoring real problem areas and the subjective significance for employees of individual factors of job satisfaction, including in the context of the social structure of the staff; orientation to invited multifunctional employees, and not the disclosure of the potential of working qualified workers.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130787633","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"RELOCATION OF SPECIALISTS FROM RUSSIA: SCALE AND ECONOMIC CONSEQUENCES","authors":"N. Kazanceva, V. Ostapenko","doi":"10.12737/2305-7807-2023-12-2-24-29","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-24-29","url":null,"abstract":"The article reflects the main problems of organizing labor relations that arise in connection with the excessive external relocation of specialists from Russia. The directions of transformation of the economy are determined, reflecting the problems of the labor market in connection with relocation. Approaches to assessing the scale and consequences of labor relocation for the national economy as a whole and certain of its industries are identified. The tendencies of migration processes affecting the labor market of the Russian Federation, reforming education, staffing production and achieving technological sovereignty in the new geopolitical realities are outlined.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128715469","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"POTENTIAL TO USE COACHING IN STAFF CAREER MANAGEMENT","authors":"E. Gasparovich, D. Koneva, N. Bel'ko, A. Tokarev","doi":"10.12737/2305-7807-2023-12-2-89-94","DOIUrl":"https://doi.org/10.12737/2305-7807-2023-12-2-89-94","url":null,"abstract":"Personnel management at an enterprise using the potential of coaching seems to be a promising direction in the activity of a manager in personnel career management. Relevant is the definition of new HR-decisions on the implementation of this process in the practice of functioning of the enterprise’s personnel management. \u0000In the theoretical part of the study, the definitions of career, coaching, and the goals of coaching are considered. The process of transformation of the personnel career management system in the application of career coaching technologies is analyzed. The problem is that the use of traditional tools in career management is losing its relevance and does not play a decisive role in the choice of career building strategies by employees. At the same time, the role of corporate coaching is growing in the field of professional development, which is becoming an effective tool for developing organizational culture and non-material motivation of employees. The purpose of the study is to reveal the potential of coaching in personnel career management and to develop recommendations for the use of coaching in the corporate system of personnel career management. \u0000In the practical part, a study was made of the level of satisfaction of employees of large and medium-sized enterprises in the Tyumen region with a career management system. By the method of interviewing, the reasons for the departure of promising employees from companies were studied and analyzed. Based on the data obtained, practical recommendations were developed for the use of coaching in the corporate system of personnel career management. The novelty of the study lies in the theoretical substantiation and development of the main provisions for using the potential of coaching in personnel career management. \u0000The practical significance of the study is the possibility of further realization of the potential of coaching in managing the career of the enterprise personnel.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134196230","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}