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1
Petrova, Natalya G., und Sarkis G. Pogosyan. „Motivation of medical personnel as an important element of personnel management“. Science and Innovations in Medicine 5, Nr. 2 (15.06.2020): 105–10. http://dx.doi.org/10.35693/2500-1388-2020-5-2-105-110.
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Objective - to analyze the structure of motivational attitudes of nurse personnel and their career orientations. Materials and methods. The study was conducted on the basis of three multidisciplinary medical organizations in St. Petersburg. Nurses were asked to complete two questionnaires, including an assessment of motivation and career orientations. The total number of questionnaires processed was 162. The average length of service of the respondents was 10.5 years. According to age, the respondents were distributed as follows: 62.0% were people aged 20-29 years, approximately equal shares were people 30-39 years old (18.6%) and 40 years and older (19.4%). The study of the motivation of professional activity was carried out according to the methodology of K. Zamfir (modified by A. Rean). Also, the methodology used to diagnose the value orientations in the career was ''Career Anchors'' (the method of E. Shein in adaptation by V.A. Chiker and V.E. Vinokurov). The questionnaires contain certain points and clues, allowing one to evaluate, respectively, the nature of motivation and preferred orientations. The statistical processing of collected data was performed with the Microsoft Office 2016 programs: Microsoft Word, Microsoft Excel. Results. It was established that in the structure of motivation, 40.2% is an external positive motivation (positive incentives in the organization), 30.1% is an internal motivation (satisfaction with work and its results), 19.7% is an external negative motivation (punishment). The main value orientations in a career are as follows. In the first place - the integration of lifestyles (in 73.2% of cases, this orientation scored maximum points); on the second -stability of work (62.0%); in the third place - ministry (52.4%). The ratio of value orientations varies somewhat among people of different ages. Conclusion. The identified features of motivation and value orientations of nurses should be taken into account both as a whole (to develop a system of motivation in the organization) and personally, taking into account the individual characteristics of each employee. The study of motivation should be carried out by psychologists of medical organizations, and the results should be transmitted to managers to form a reasonable personnel policy.
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Lukashevskaya, D. A. „ADAPTATION AND IMPROVEMENT OF STAFF STIMULATION AND MOTIVATION SYSTEM TO ENVIRONMENTAL CHANGES“. Vestnik Universiteta, Nr. 2 (23.04.2020): 194–200. http://dx.doi.org/10.26425/1816-4277-2020-2-194-200.
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The scope of the concepts of “adaptation”, “improvement”, “stimulation” and “motivation” of staff to various changes in the professional environment has been analysed. The objective need to adapt the incentive system and staff motivation to new conditions for the functioning of the enterprise has been considered. The differentiating features of each phenomenon are traced in scientific discourse and in practice have been traced. A set of measures to improve the system of stimulation of working personnel and adaptation in the synthesis with motivational mechanisms has been proposed. The main conclusions and suggestions can be used in the activities of related organizations in order to improve the system of incentives for workers.
3
Kuligina, Natalia, und Natalia Ekimova. „Аssessment of staff as a factor of increasing efficiency of personnel management in the organization“. Medsestra (Nurse), Nr. 4 (01.04.2020): 56–60. http://dx.doi.org/10.33920/med-05-2004-09.
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Planning, motivation, training and staff development; selection, adaptation, placement of personnel; formation of personnel reserve; personnel movements: — it is impossible to develop competent and adequate activity in all these areas without a preliminary assessment of the relevant personal and professional qualities of employees. A well-developed assessment system using the competency profile allows more efficient use of the potential of employees by increasing the level of motivation, determines the direction of development and stimulates the need for training and advanced training.
4
Iskenderov, T., I. Rzhanova und Elena Mitrofanova. „Study of the Possibility of Using Foreign Experience in the Formation of the Russian Model of Personnel Motivation“. Management of the Personnel and Intellectual Resources in Russia 9, Nr. 6 (28.01.2021): 22–26. http://dx.doi.org/10.12737/2305-7807-2021-22-26.
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The article discusses related to both the justification of the Russian model of personnel motivation, taking into account international experience. The urgency of solving this problem in modern Russian conditions has been substantiated. The main goal of the formation of a motivation model for Russian organizations is formulated - ensuring the achievement of the organization's goals by attracting and retaining professionally trained personnel and, above all, through effective, strong and sustainable motivation, formed on the basis of complex incentives, which is the subject of interest for all groups of the organization's personnel. The reasons are disclosed that prevent a change in the traditional approach to personnel motivation in Russian organizations, the main among which are: the adherence of Russian companies to traditional methods of incentives and other organization management technologies, as well as the economic situation in the country and the resulting needs of workers in Russia. The characteristics of the main foreign models of motivation, including Japanese, American, French, English, German and Swedish models, are given. The comparison of these models with the Russian ones is carried out and the prospects for their adaptation and use in the Russian practice of personnel motivation and incentives are substantiated.
5
Afanasieva, M. R., und E. E. Mirgorod. „The system of personnel adaptation in the company: theory and practice“. Normirovanie i oplata truda v promyshlennosti (Rationing and remuneration of labor in industry), Nr. 7 (10.06.2021): 52–66. http://dx.doi.org/10.33920/pro-3-2107-05.
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At the present stage of business development, human resources are central to the activities of any organization. An effectively assembled team of highly qualified personnel, with a successfully built system of selection and adaptation, motivation, training, etc. are the key to the successful functioning of any organization. Thus, the successful construction and operation of the personnel management system influences the efficiency of work, profitability, competitiveness and prospects for the development of the company as a whole.
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Gryshnjaeva, Olena V., Oleksandr A. Меlnychenko, Galyna V. Yeryomenko, Victoria V. Grigoruk, Vita V. Antsupova und Yana A. Vanina. „MOTIVATION AS ONE OF THE CONSTITUENT COMPONENTS OF THE MODEL OF THE SYSTEM OF MEDICAL AND PSYCHOLOGICAL SUPPORT FOR THE PROCESS OF ADAPTATION OF MEDICAL COLLEGE STUDENTS TO WORK IN PRIMARY POSITIONS“. Wiadomości Lekarskie 73, Nr. 6 (2020): 1164–68. http://dx.doi.org/10.36740/wlek202006116.
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The aim: Based on previous studies, develop medical and psychological recommendations to increase the motivation for the work of nurses and medical assistants. Materials and methods: During 2015–2018 Students of the Kharkov Regional Medical College (100 experimental people and 100 control groups) studied the types of motivation of medical personnel to work in key positions. The article analyzes the relationship between motivation and the individual – typological characteristics of the person using the psychodiagnostic methodology of the individually – typological questionnaire L.N. Sobchik and author’s profile A.V. Grishnyaeva. Results: Аfter analyzing the above data, we can say that a combination of motivation or its absence with certain individual and typological characteristics of individuals leads to different results of adaptation to the primary positions of future medical workers. The imbalance of individual-personality structures and motivation leads to an accentuation of character, which contributes to maladaptation and professional burnout. Conditions: Given the connection between motivation and individual – typological characteristics of the personality, it is possible to make the correct personnel distribution and prevent the professional burnout of employees.
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Yarasheva, Aziza. „Reproduction of labour resources in the Moscow health organizations“. Living Standards of the Population in the Regions of Russia 17, Nr. 2 (09.06.2021): 243–51. http://dx.doi.org/10.19181/lsprr.2021.17.2.8.
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The article is aimed at studying topical issues related to the conditions for the reproduction of labour resources. Its key concepts and basic provisions are associated with a group of factors influencing this process: organizational and economic (improving the organization of production and management) and socio-psychological (improving working conditions, moral and psychological climate in the team). The results of a study (2019-2020) are presented on the development of the institution of mentoring in organizations of the capital's health care and methods for assessing the motivation of medical personnel to work. The main results of the study: the need and readiness of medical workers (doctors and nurses of metropolitan healthcare organizations) for mentoring, their incentives and degree of involvement in the mentoring / tutoring system (reasons for unwillingness to become mentors), indicators of effectiveness in mentoring were identified. The main group (material and non-material) incentives for the provision of services to the population at a high-quality level, as well as criteria for assessing the motivation of medical personnel to conscientiously perform their professional duties, have been identified. Shown: the relationship between the goals of reproduction of labour resources with the development of a motivational system for healthcare organizations; an algorithm for constructing a motivational map (a sample of the interpretation of the data obtained) is presented, which serves for: selection of personnel when hiring; evaluating the effectiveness of the adaptation period for newly hired medical personnel from other organizations; passing certification procedures; formation of a personnel reserve in health care organizations; when drawing up individual effective contracts for personnel; to prevent professional burnout and create a positive psychological climate in the team. The results obtained form the basis of the methodological recommendations used in the state metropolitan healthcare organizations
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Shedko, Yu N. „Motivation and stimulation of civil servants – participants in project activities“. Vestnik Universiteta, Nr. 3 (12.04.2019): 30–37. http://dx.doi.org/10.26425/1816-4277-2019-3-30-37.
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An experience of material and non-material stimulation of participants of project activity in executive authorities abroad has been examined. Possibilities of adaptation of methods and tools of material and non-material stimulation in Russia have been established. It has been recommended to increase the quality of formal personnel procedures and to use the criterion of «personal eff ctiveness», when paying for civil servants employed in project management. The obtained results will allow adjusting the current approach to material and non-material incentives for project activity participants in the executive authorities of the Russian Federation.
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Lobanova, Tatiana. „The Study of Labor Interests of Young Workers in the Selection and Adaptation of Personnel“. Behavioral Sciences 10, Nr. 1 (31.12.2019): 22. http://dx.doi.org/10.3390/bs10010022.
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The issue of actualization of labor interests as a motivational driver and one of the sources of labor productivity has received little study in applied and organizational psychology. The study given in the paper fills some “blanks” of this problem. The leading approach to research is the mechanism of motivation, including the phenomenon of interest in work proposed on the basis of theoretical analysis. Using the methods of a special survey, questioning, and interview guides, the analysis and comparative assessment of the labor interests of 50 candidates for the service manager position (entertainment and restaurant industry field) was conducted, as well as of 45 employees in this industry aged 18 to 25. The main results of the paper show the connection of labor interests with the company’s personnel management system, namely, with the processes of selection, adaptation, and training. It was revealed that the candidates selected for the service manager position were of primary group interest and financial incentive was secondary. At the same time, financial incentive contributed to the successful passage of the adaptation period. Occupational interests of employees depended on their education and job specifics. Career interests were influenced by the time spent with the company. The recommendations necessary for employers to create the conditions corresponding to the leading labor interests of employees were substantiated.
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Molchanov, I. N., und A. I. Titov. „IMPROVING THE MANAGEMENT OF PROVIDING PUBLIC SERVICES PROCESS BY FEDERAL SERVICE FOR ACCREDITATION“. Business Strategies, Nr. 11 (30.11.2017): 25–29. http://dx.doi.org/10.17747/2311-7184-2017-11-25-29.
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The article considers the ways of improving the management of providing public services process by Federal service for accreditation. Based on the analysis factors affecting the quality of government services are revealed: increased burden on the staff of the accreditation department, the "flow" of personnel, insufficient informatization of work on providing public services. These problems can be solved by expanding the functions and modernizing the structure of Federal state information system of Federal service for accreditation (FGIS of the Federal service for accreditation), the process of selection, adaptation and motivation of personnel improvement, auditing of working conditions, redistribution of the workload between the central body and territorial administrations of this organization.
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Галяутдинов, D. Galyautdinov, Брязгунова und Yu Bryazgunova. „HUMAN RESOURCE M ANAGEMENT SERVICE AT THE PRODUCT COMPANY“. Management of the Personnel and Intellectual Resources in Russia 2, Nr. 5 (10.10.2013): 73–74. http://dx.doi.org/10.12737/1392.
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It is pointed out that human resources management (HRM) department
plays a signifi cant role in an organizational structure of any business
entity as a problem solver of all and any issues concerning eff ective use
of labor potential at the scale of the whole organization. Such HRM
functions, as recruiting, selection, hiring, adaptation, training, motivation
and development, help to avoid and/or resolve many personnel problems
and to reduce personnel costs. By means of professional training and
development HRM-department contributes substantially to fostering
highly eff ective work teams. By varying forms and methods the HRMdepartment
eff ectively adapts personnel training and development to
the specific characteristics of different groups of employees and to
personal touch of each employee as well.
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Vodop’yanova, Nataliya Ye, und Mariya A. Zhurina. „FEATURES OF THE VALUE-MOTIVATIONAL SPHERE OF IT SPECIALISTS“. Vestnik Kostroma State University. Series: Pedagogy. Psychology. Sociokinetics, Nr. 2 (2020): 91–99. http://dx.doi.org/10.34216/2073-1426-2020-26-2-91-99.
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The article presents the results of an empirical study of the features of the value-motivational sphere in the professional activity of IT specialists, where the professional success of an IT specialist is considered from the point of view of the level of sophistication and the specifics of its motivation and value orientations. The features of motivation and value orientations of IT specialists were identified, and a comparison was also made of the motivation and value orientations of IT specialists of different ages, work experience, gender, different professions, with the presence of higher education and without it, different frequencies of changing jobs. The data was obtained that the satisfaction of basic needs and personality development, the integration of lifestyles, autonomy and service are paramount value orientations for IT specialists in their professional activities. The least value is social recognition. It has been established that the key factors in the motivational sphere of IT specialists are professional success, professional recognition and approval, the possibility of professional and creative development. The results of the study can be used to unleash the potential, capabilities of an IT specialist, for a comparative assessment of the personal characteristics of an IT specialist as a subject of activity, and the research results can be used by specialists involved in the professional selection, adaptation and development of personnel in IT companies.
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Altintas, Emin, Alain Guerrien, Bruno Vivicorsi, Evelyne Clément und Robert J. Vallerand. „Leisure Activities and Motivational Profiles in Adaptation to Nursing Homes“. Canadian Journal on Aging / La Revue canadienne du vieillissement 37, Nr. 3 (13.07.2018): 333–44. http://dx.doi.org/10.1017/s0714980818000156.
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RÉSUMÉCette recherche étudie les liens entre motivation, participation aux activités de loisirs et adaptation de personnes âgées au centre d’hébergement dans lequel elles vivent. En accord avec la théorie de l’autodétermination, nous avons testé l’hypothèse que les profils les plus autodéterminés présenteront la meilleure adaptation, la plus grande participation aux activités de loisirs at la meilleure satisfaction de vie. Les participants ont rempli des questionnaires évaluant la motivation, la participation aux activités de loisirs ainsi que l’adaptation au centre d’hébergement. Une analyse des profils latents révèle que les profils hautement autodéterminés (score élevé de motivation autodéterminée et faible score de motivation non-autodéterminée) et les profils additifs (motivation autodéterminée et non autodéterminée élevées) ne diffèrent pas significativement alors que les participants aux profils modérés et aux profils faiblement autodéterminés présentent les scores les plus bas d’adaptation au centre d’hébergement, de participation aux activités de loisirs et de satisfaction de vie.
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Tsyrenov, Vladimir Ts, und Olesya A. Morozova. „ADAPTATION OF WOMEN TO THE CONDITIONS OF THE ARMY ENVIRONMENT: PEDAGOGICAL CONSIDERATION“. Scientific Review. Series 2. Human sciences, Nr. 3-4 (2020): 115–23. http://dx.doi.org/10.26653/2076-4685-2020-3-4-11.
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The relevance of the study is due to the need to reveal the content and characteristics of the adaptation of female military personnel to the conditions of the army environment. The purpose of the study is outlined: to determine the characteristics of adaptation and identify social problems of female military personnel to develop a program for their adaptation to the army environment. The study involved 156 military personnel, including 76 female military personnel aged 20 to 30 years and older in Ulan-Ude, Republic of Buryatia. To diagnose the personal adaptive potential, we used the multilevel personality questionnaire of the MLO “Adaptability” by A.G. Maklakov and S.V. Chermyanin. To assess the influence of factors of the army environment on the adaptation of female military personnel, a questionnaire survey method was used, which was carried out anonymously, followed by a statistical analysis of the results. The problems of adaptation of female military personnel to the army environment, connected with gender competition, with the ability to withstand role overload, as well as serious intel-lectual, emotional and physical stress, are considered. It has been established that, being a subject of professional activity, female military personnel are guided by male role behavior, nevertheless, they are expected to have a weak professional and qualification growth. 6.7% of female military personnel showed signs of maladjustment disorders, there are such asthenic reactions as sleep deterioration, decreased appetite, high level of anxiety; expressed neuropsychic stress, aggressiveness, impulsive reactions, bouts of uncontrolled anger, deterioration of interpersonal contacts. The results of the study of the motives for choosing a profession, satisfaction with service in the army are given, the difficulties associated with adaptation to army life are described, the dynamics of the value orientations of female military personnel is revealed. It is noted that determining the level of adaptation of female military per-sonnel will make it possible to develop a program for harmonizing the components of the adaptive potential and implement it taking into account age, gender, ethnic, personal characteristics and the specifics of the army environment. It was found that motivational, regulatory and emotional characteristics in the structure of the adaptive potential can become the basis for adaptation to the army environment. The need for the development and implementation of programs for escorting female military personnel is indicated.
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Altintas, Emin, Gaëlle Majchrzak, Claire Leconte und Alain Guerrien. „Adaptation des aînés à la résidence pour personnes âgées: Activité de loisirs et autodétermination“. Canadian Journal on Aging / La Revue canadienne du vieillissement 29, Nr. 4 (Dezember 2010): 557–65. http://dx.doi.org/10.1017/s0714980810000589.
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ABSTRACTThe purpose of this study was to better understand adjustment and life satisfaction in later life. In particular, it examined the contribution of leisure participation and motivation toward leisure in older people’s adjustment to their nursing homes and their satisfaction with life.. Study results underlined the contribution of participation in leisure activities both to the adaptation of an elderly person to his residence and to life satisfaction. In terms of adaptation to the residence, participation in recreational activities exhibited this mediational sequence: leisure participation → self-determined motivation for leisure → adjustment to nursing homes. This suggests that leisure participation has an indirect effect on older people’s adaptability. Various practical implications of this research emerge for the development of future recreational programs in nursing homes to promote seniors’ adaptation.
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Shirshova, T. „Role of a nurse in the rehabilitation of children using ReviMotion hardware and software complex“. Medsestra (Nurse), Nr. 1 (01.01.2020): 49–56. http://dx.doi.org/10.33920/med-05-2001-09.
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Disorders of the musculoskeletal system in school-age children occupy 1-2 places in the structure of functional abnormalities. Cognitive impairment without organic damage to the central nervous system is detected in 30-56% of healthy school children. Along with the increase in the incidence rate, the demand for rehabilitation systems, which allow patients to return to normal life as soon as possible and maintain the motivation for the rehabilitation process, is also growing. Adaptation of rehabilitation techniques, ease of equipment management, availability of specially trained personnel and availability of technical support for complexes becomes important.
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Зыблая und K. Zyblaya. „Competency Model of HR Manager of the Company Price water house Coopers“. Management of the Personnel and Intellectual Resources in Russia 4, Nr. 3 (17.06.2015): 56–60. http://dx.doi.org/10.12737/12095.
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The high rate of technological progress, the active use of information technologies in all spheres of human life, the changing nature and content of the work led to changes in the personnel management of modern organizations. In the context of increasingly complex technological and business processes significantly increases the risk of making a mistake in the selection, adaptation, evaluation and motivation of workers in the Russian and foreign companies. In this regard, the modern theory and practice of management suggested using the competence approach in personnel management. The article emphasizes the importance and significance of the development of competency model workers in modern organizations. It describes the process of creating a competency model HR manager of Price Water House Coopers. The author pays attention to the study of basic functions of labor hiring manager selected company, identify the required competencies for successful work. The study, taking into account the opinions of experts developed a competency model was the HR manager of Price Water House Coopers with indicators of behavior. This model has been tested for validity and recommended service personnel of the company.
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Komlev, Vitaliy, Elena Barmina und Oksana Feoktistova. „Digitalization of labor market parameters to improve the efficiency of the enterprise’s personnel policy“. E3S Web of Conferences 110 (2019): 02150. http://dx.doi.org/10.1051/e3sconf/201911002150.
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The article analyzes the characteristics of the labor market on the Internet that affect the formation of personnel policy of the enterprise. The authors propose a developed software product to order the processing a large amount of information and determine the parameters and key indicators which determine the successful personnel policy of the enterprise. The software tools includes an analysis of the basic parameters of the labor market on the Internet: the ratio of supply and demand for major vacancies, average wages of supply and demand, the dynamics of supply and demand, taking into account the region (territorial specifics). The possibilities of programmatic monitoring of the labor market in order to promptly adjust the personnel policy of an organization to key personnel positions based on the dynamics of changes in the labor market environment make it possible to increase the effectiveness of personnel policy and its productivity. Comparative analysis of key parameters of the labor market in various cities of the Russian Federation and possible directions of personnel policy formation in the major vacancies in organizations allows optimal analysis of large amounts of information opened on the Internet (job banks, data of personnel and recruiting agencies, job banks and resume in social networks taking into account the region), allows you to quickly and correctly make management decisions in the field of personnel management. The article discusses the contact of the parameters of the labor market with the main directions of the personnel policy of the enterprise: the organization of personnel selection, adaptation, training, motivation and incentives, evaluation, etc., taking into account possible personnel risks.
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Сухова und E. Sukhova. „The Study of the Specific Family Interactions in Families with Low Social Status and Recommendations for Adaptation in the Workplace“. Management of the Personnel and Intellectual Resources in Russia 4, Nr. 5 (19.10.2015): 11–15. http://dx.doi.org/10.12737/14946.
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Specialist in personnel management in the modern socio-economic conditions should be able to prevent conflicts and to assist adaptation in the workplace
for new employees. To do this you must navigate to the personal qualities and characteristics of emotional response. Personal characteristics and specific
features of family education and interaction in families with low social status reflected in the literature are insufficient, which may cause difficulties for specialist
staff. With the help of the «Family Environmental Scale» was studied the specificity of family interaction in 30 families with low social status. Recommendations
on interaction and adaptation in the workplace are presented based on the analysis of the results. We need sincere, friendly attitude, behavior monitoring,
timely conflict management, account of the slave’s behavior and obedience to authority. The increased desire for independence it is possible to use as motivation.
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Zhyvko, Zinaida, und Olga Voronka. „FORMATION OF THE OPTIMAL SYSTEM OF ECONOMIC SECURITY: THEORETICAL AND METHODOLOGICAL ASPECT THROUGH THE PRISM OF THE SYSTEM OF LABOR MOTIVATION“. Social & Legal Studios 12, Nr. 2 (30.06.2021): 141–50. http://dx.doi.org/10.32518/2617-4162-2021-2-141-150.
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The subdivisions consider the main directions of formation of the optimal economic security management system at the enterprise. The concrete purposes of functioning of such system of management of economic safety of the enterprise are defined. Emphasis is placed on the need to create an effective economic security management system at the enterprise. It is pointed out that it is expedient to consider this problem through the prism of the analysis of the combination of satisfaction of economic and social needs of employees and ensuring the appropriate level of economic effect of economic entities. It is noted that the basis of the European approach to the development of personnel of the enterprise, which is a key element of ensuring the safety of the business entity through the improvement of organizational, educational and qualification structure of personnel. It is these processes that formed the basis of the concept of lifelong learning, the implementation of which in the business entity ensures the development of human capital, identification and transfer of hidden knowledge, promotion of competencies and use of learning environment that provides opportunities for lifelong learning, adaptation to market requirements. Emphasis is placed on the need for staff training, motivation and delegation of management powers, involvement in ensuring the security of the enterprise.
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Yevdokymova, Iryna. „Professional and personnel risks in social work“. Науково-теоретичний альманах "Грані" 22, Nr. 2 (22.04.2019): 23–31. http://dx.doi.org/10.15421/171918.
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The article is devoted to the analysis of professional and personnel risks in social work. From the end of the twentieth century in management theory personnel is the main resource of an organization and the determining factor of its success. Moreover, the issue of professional and personnel risks is becoming increasingly important in analyzing modern organizations. At the same time, social-oriented non-profit organizations engaged in social work do not pay much attention to analyzing and developing strategies to prevent professional and personnel risks compared to commercial organizations. Professional risks are risks that associated with a professional activity and that directly affect the personality; they are capable to change personal behavioral and emotional reactions to certain events. The professional risk of social work in the article refers to the risk of professional deformation, the risk of «burnout syndrome», the risk of «professional fatigue». Personnel risks are the negative consequences in functioning of an organization because of activity or inactivity of its personnel. For example, the most likely personnel risks in social work are the risks associated with the recruitment, selection and selection of personnel; personnel adaptation risks; motivation risks; risks of inefficient use of staff, etc. Consequently, to prevent professional and personnel risks in non-profit social-oriented organizations engaged in social work the article proposes the following: supporting for the employees initiative; exchanging of experience both inside and outside the organization; creating opportunities for career advancement and development; creating opportunities for changing activities; psychological training for employees; training activities to monitor and effectively allocate personal resources; corporate events and leisure activities. In practice, all these measures should be comprehensive and used at the individual, group and organizational levels, relate to professional and personal characteristics of employees of non-profit social-oriented organizations engaged in social work. Moreover, the head of a particular non-profit social-oriented organization engaged in social work must develop the unique strategy of professional and personnel risks management, taking into account its specific conditions.
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Клычова, Гузалия, Guzaliya Klychova, Алсу Закирова, Alsu Zakirova, Айгуль Клычова, Augul Klychova, Ильдус Гимадиев und Ildus Gimadiev. „DEVELOPMENT OF METHODOLOGICAL INSTRUMENTS OF PERSONNEL ATTESTATION OF AGRICULTURAL ENTERPRISE“. Vestnik of Kazan State Agrarian University 14, Nr. 3 (30.10.2019): 162–66. http://dx.doi.org/10.12737/article_5db99157a606b9.72827415.
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In modern conditions, the formation, rational use and development of human resources are relevant for any agricultural enterprise. Personnel development should be based on an effective system of adaptation, certification and motivation of employees. Certification of personnel is a procedure in which systematically, using the methods of personnel assessment, assesses the compliance of the activities of a particular employee with a certain standard for performing work in this position and at this workplace. In addition, the certification process assesses the performance of employees and their personal and business qualities. The study substantiates the need to develop an effective certification system that will best meet the goals of the agricultural organization, its needs and the organizational culture that has developed in it. The article defines the purpose of certification, which is to assess the conformity of the effectiveness of personnel competence with the goals and requirements of the enterprise; rational use of human resources; increasing the responsibility and effectiveness of staff; strengthening corporate culture. The stages of certification of personnel are highlighted and characterized. In the article, as a methodological support for certification, the form “Form for evaluating managers, specialists, and competency workers” is proposed, which records information on his performance indicators, qualifications, professional experience, strengths and weaknesses, and the possibility of transferring to a more responsible and difficult job. According to the presented list of competencies, a quantitative assessment is made of the conformity of the attestant for each item with the requirements of the position. The methodological toolkit for personnel certification developed during the study will help establish the professional and personal potential of the employee, create a talent pool and improve the activities of the personnel recruitment company; will determine the degree of conformity of the level of knowledge of the post, the effectiveness of the personnel, the need for advanced training of employees, standards for encouraging employees to improve their skills.
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Vasin, Sergey Mikhailovich, und Yulia Evgenyevna Prokhorova. „Empirical studies on efficient human resource management factors in enterprises with multinational personnel“. Вестник Пермского университета. Серия «Экономика» = Perm University Herald. ECONOMY 16, Nr. 2 (2021): 202–17. http://dx.doi.org/10.17072/1994-9960-2021-2-202-217.
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Expanding trends of globalization in economic factors of management enhance the scales of integration and cooperation at the international markets and contribute into a more extensive international migration of labour force. This gives rise to more enterprises with multinational personnel, which determines the need to develop methods, mechanisms, and management models for multinational staff. The purpose of the article is to develop the evaluative methodology for efficient human resource management factors in an enterprise with multinational personnel and a procedure to implement this methodology. The authentic methodology and procedure are tested with an expert survey and questionnaire among the top managers and employees of dozens of companies in Penza Region. The scientific novelty of the study focuses on the development and scientific justification of theoretical and methodological provisions and recommendations aimed at better performance of enterprises with multinational personnel with due regard to correlation regressive stimulation. The article describes the system of efficient human resource management factors in the enterprises with international personnel with the focus on the mechanisms of search, selection, adaptation, professional training, and motivation of foreign employees. The empirical study analyzes the actual performance of human resource management system in the companies with multinational personnel in Penza Region; the study also recommends the quantitative values of management impact factors with the strong effect on company’s performance. The paper proves that the analyzed factors at their highest capacity in the enterprises with multinational personnel have a positive impact on the financial and economic figures of the companies: return on capital, output per an employee, before-tax profit per an employee, a working capital turnover. This authentic methodology and procedure applied to the companies with multinational personnel identify the actual exploitation of human resource management factors and their value, as well as develop a set of measures aimed at higher efficiency of managerial impact on them. Further research is seen to be connected with developing a comprehensive theoretical methodological approach to a human resource management system in enterprises with multinational personnel.
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Honcharuk, Natalija, und Yuliia Pyrohova. „Priority directions of human resources management improving in the field of public service of Ukraine“. Public administration aspects 8, Nr. 6 (30.12.2020): 37–48. http://dx.doi.org/10.15421/1520104.
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The article is devoted to the consideration of modernization of public service and human resources management in public authorities and substantiates the priority areas of improvement of human resources management in the field of public service of Ukraine. It is determined that outdated forms, methods and technologies of personnel management and rather slow transition from the clerical model of personnel management to democratic forms and methods of work with personnel remain are retained in the field of public service. It were analyzed the main forms of social and psychological support of human resources management in the field of public service. It is determined that the institutional capacity of personnel management services and their ability to ensure, in most cases, the effective implementation of strategic human resource management functions remains insufficient today. A new organizational structure of the strategic human resources management service in public authorities is proposed, which should include units on human resources management strategy (policy), selection, accounting, adaptation, development, evaluation, motivation, acmeological support, labor relations and salaries of public servants. It is highlighted that such system should be based on the general principles of human resource management in the public service, which determine the content of its elements and the choice of specific tools, instruments, forms, methods and technologies of human resource management. The particular attention was paid to the fact that the proposed approach should be implemented on an updated attitude to the role and place of socio-psychological components in human resource management in the field of public service. It is substantiated that in order to create a professional, politically neutral, honest and effective public service, along with improving the legislative support of human resources management in the public service, it is necessary to develop institutional capacity and ensure consistency in implementing of new principles of an effective state personnel policy.
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Romaniuk, Ljudmila, und Ihor Kharchenko. „Definition of the Guidelines for Implementation of the Human Resourcemanagement STrategy in the Context of Ensuring Its Correlation with the Competitive Strategy of the Enterprise“. Central Ukrainian Scientific Bulletin. Economic Sciences, Nr. 4(37) (28.09.2020): 210–19. http://dx.doi.org/10.32515/2663-1636.2020.4(37).210-219.
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The purpose of the article is to identify and substantiate the implementation of human resource management strategy in accordance with the competitive strategy of an enterprise and to develop its characteristics. The analysis of the essence of a company's competitive strategies has been made: cost leadership, differentiation, optimal costs, targeted strategy of low costs and differentiation as well as requirements for qualification and assessment of personnel that are determined in accordance with these strategies. The competitive strategy of the enterprise determines the human resources management strategy, which should ensure the achievement of competitive strategy. The corresponding human resources management strategy is carried out by realization of following objectives: recruitment and selection of personnel, development and enhancement of skills and competences, determining the required level of expertise, development of personal qualities, ensuring the adaptation of personnel, further training, maintaining the necessary motivation of personnel and establishment of corporate culture. The constituent elements that are necessary in order to implement the human resources management strategy – the requirements for each of the objectives – were identified. These sets of requirements were developed in 2019 for the enterprises of the Kropyvnytskyi city „LLC Agrokhim“ and „LLC Astra-S“ (Ukraine). It is of a great importance for the modern enterprises to implement a strategic human resources management. Along with the ongoing improvement of the personnel management it is necessary to introduce strategic management and to provide conformity with competitive strategy of an enterprise. In order to forecast the needs of an enterprise regarding the personnel and to define the requirements to the personnel it is necessary to have a clear description of distinctive features for the realization of the human resources management strategy and to analyse the corelation of the human resources management strategy with competitive strategy of the enterprise. The level of importance of the specific requirements to the personnel changes depending on the competitive strategy of the enterprise, since different strategic directions or preferences cause the need for different types of employees. The developed guidelines for the realization of the human resources management strategy shall contribute to ensuring its compliance with the competitive strategy of the enterprise as well as achievement of competitive advantages.
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BASIURKINA, N., und O. CHMURA. „ROLE OF THE CULTURAL AND ECONOMIC FACTORS IN THE IMPROVEMENT OF HUMAN RESORCE MANAGEMENT SYSTEM�“. Economic innovations 20, Nr. 1(66) (20.03.2018): 18–23. http://dx.doi.org/10.31520/ei.2018.20.1(66).18-23.
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Topicality. The system of personnel management is a set of methods, technologies of work with personnel and includes the processes of recruitment, adaptation, development and training, motivation, evaluation, certification, etc. The effectiveness of the personnel management system and, consequently, achievement of the company's goals depends on from how efficiently these processes are carried out. At the moment, there is a certain specificity in the management of personnel, which should be taken into account when developing a human resource management system of the enterprise. On this basis, the improvement of the personnel management system of modern organizations is an important task, the solution of which is currently essential for domestic economic theory and practice. The urgency of the problem lies in ensuring the success of each business, in particular - preventing the problem before it arises. Therefore, by being aware of the specifics of the management for each employee, company can not only prevent a number of problems, but also improve the quality of services provided by the company, as well as reduce some of the costs. Aim and tasks. The purpose of this article is to develop theoretical, methodological and practical applications, which would substantiate the importance of cultural and economic factors in improvement of the personnel management system. Research results. The research, conducted based on the community in one of the well-known social networks, gave an undeniable result. Both factors - cultural and economic - have been identified as factors with great influence on employees of almost every sphere of the enterprise. In addition, more than half of respondents pointed to a number of problems that arose due to inadequate study of these factors on the company premises. Conclusions. Human resource management system in modern organizations can be improved, which will allow to increase the efficiency of managerial efforts, productivity of all employees in organization, and moreover, to increase the integral efficiency of the whole enterprise. The conducted research showed the need for in-depth study of cultural and economic factors in order to improve the human resource management system.
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Kryvosheieva, V., und L. Vasyurenko. „Motivating component in the remote form of employment of the staff“. Ekonomìka ta upravlìnnâ APK, Nr. 1 (155) (21.05.2020): 93–100. http://dx.doi.org/10.33245/2310-9262-2020-155-1-93-100.
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Conditions of innovative development of economy make significant changes in the system of social – labor relations, their new forms appear, which accompany the transition of social – labor relations from collectively – contractual to more individual and socially vulnerable. In this regard, new challenges are emerging for the whole system of regulation of social and labor relations. The most significant form of manifestation of changes in this area of social relations is remote social – labor relations, which focus on providing the ability to perform work responsibilities without being in the workplace due to modern technologies. Compared to our country, telework is well developed in foreign countries. Foreign companies have already experienced the benefits of remote employment: saving time to get to work, solving transport problems, reducing environmental tensions, reducing unemployment, increasing time for family communication and leisure. The concept of remote employment, the main problems of this form of employment and ways of their solution, practical application of it in modern organizations, all advantages and disadvantages of working in a remote format are analyzed. The prospect of further spread of remote employment in the country, methods of motivation of workers working remotely were evaluated. The peculiarities of personnel management with regard to remote employment in organizations were identified and a strategy for remote employment management was proposed, which would allow to understand the problems related to remote work, which management needed to solve: finding the right balance between work and personal life, overcoming isolation at work in place, compensation for lack of personal communication and compensation for lack of employee visibility. Ways to increase the efficiency of work of remote employees, motivate them to work, as well as increase their level of adaptation in the company and involvement in the workforce. Key words: motivation, control, personnel, remote work, flexible work, flexible schedule, remote work, innovation.
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Chernavskiy, Aleksandr, Sergey Griroriev, Irina Rusakova und Michael Chernavsky. „RESOURCE APPROACH TO THE FORMATION OF A MENTORING SYSTEM IN MEDICAL ORGANIZATIONS THAT PROVIDE DENTAL CARE TO THE POPULATION ON THE EXAMPLE OF MAU "SP № 12"“. Actual problems in dentistry 16, Nr. 2 (12.08.2020): 172–79. http://dx.doi.org/10.18481/2077-7566-20-16-2-172-179.
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Subject. Mentoring is a resource for the development of a medical institution and an integral element of personnel policy, a means of psychological adaptation and training of medical workers who were first hired by a health institution after graduation. Its importance is due to the need to develop professional and personal qualities of a member of this team to a certain level for full adaptation to new working conditions. There may be other goals, depending on the specific needs and situation using the internal psychological resources of the doctor and patient, which are the basis of psychological support for the treatment process.
The goal is to study the parameters of the psychological resources of the subjects of the treatment process, ways of professional development of employees, ensuring communication between generations, transferring cultural traditions, increasing team cohesion, and enhancing employee motivation.
Methodology. Individual, tutoring, as well as group forms of training (seminars, round tables, trainings).
Results. Our studies have shown that the full adaptation (both social and professional) of a new employee in a team is possible only in the mentoring system. It also involves enhancing personal qualities and skills. In addition, mentoring should also promote the development of the teacher himself, because in essence it is a two-way process in which the mentor and the mentor exchange knowledge and improve it.
Conclusions. The resource approach to mentoring allows us to consider the psychological resources of the subjects of a medical organization as internal grounds for full adaptation (both social and professional), which have a general and specific focus.
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Dyakiv, Olha. „Socially responsible interaction of a business-organization with an internal stakeholder“. Social and labour relations: theory and practice 8, Nr. 2 (14.03.2019): 69–74. http://dx.doi.org/10.21511/slrtp.8(2).2018.07.
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The purpose of the article is to clarify the essence of social responsibility in the field of engagement, interviewing and recruiting. The object is defined by the internal social responsibility of the employer, which covers the processes of hiring and adaptation, motivation, development and evaluation of their own personnel, which is the main stakeholder of the organization. Modern methods of research, in particular: scientific abstraction (in the study of the essence of categories of corporate social responsibility, a system approach (to justify the principles that influence corporate social responsibility), etc., are used to achieve the stated goal and to solve the above tasks. The provisions and conclusions of the work are a system of measures aimed at ensuring productive employment, a fair compensation policy, creating conditions for the full development of human potential, taking into account the own interests of the main business goals and development strategies of the enterprise. Principles of employer's social responsibility in compensation policy are revealed. They are: decent wages, social support of employees; catering and payment for employees’ medical services; improvement of employees’ health; employees’ leisure time; employees’ health care; assistance in critical situations; financial support; additional medical and social security; positive psychological climate in the team. Components of organization social responsibility in the sphere of professional training are investigated. They are: training and development; forming of employees’ individual development plans; selection of employees forms and methods of training; definition of training efficiency indicators; employees’ professional mobility; planning and career management; formation of personnel reserve etc. It is established that personnel development includes: training programs, professional development, trainings, internship, corporate universities, grants, research and practical development, innovative employment through the “knowledge economy”, favorable conditions for growth of personnel creative potential.
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Noeker, Meinolf, und Franz Petermann. „Resilienz: Funktionale Adaptation an widrige Umgebungsbedingungen“. Zeitschrift für Psychiatrie, Psychologie und Psychotherapie 56, Nr. 4 (Oktober 2008): 255–63. http://dx.doi.org/10.1024/1661-4747.56.4.255.
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Resiliente Kinder, Jugendliche und Erwachsene sind dadurch gekennzeichnet, dass ihnen eine funktionale Adaptation an widrige, oftmals traumatische Umgebungsbedingungen in einer Weise gelingt, so dass langfristig ein kompensiertes, gesundes psychologisches Funktionsniveau und Entwicklungsergebnis erreicht wird. Im Fokus der Resilienzforschung steht die Identifikation der protektiven Faktoren, die als Moderatormerkmale die Wirkung der Risikofaktoren auf den Outcome lindern oder neutralisieren. An der Entwicklung von Resilienz sind adaptive Systeme auf vier Ebenen beteiligt: personale Kompetenzen des Kindes (Stressverarbeitung, Selbstregulation, Motivation, Lernen), des Familiensystems (Bindung, Interaktion, Erziehung), Ressourcen des sozialen Netzwerkes (Schule, Gleichaltrige) und gesellschaftlich-kulturelle Faktoren (Normen, Werte). Biologische (genetische, endokrine, neurobiologische) Resilienzfaktoren können die Impulskontrolle, Handlungsplanung und Emotionsregulation bei der Stressregulation stärken. Jüngste Befunde belegen, dass eine epigenetische, also erfahrungsabhängige Modulation der Genexpression eine psychopathologische Vulnerabilität verstärken oder reduzieren kann. Ein Modell wird vorgestellt, das die Herausbildung eines resilienten Entwicklungspfades wesentlich als Ergebnis von positiv bewältigten Belastungsepisoden versteht, die das Kind durch die Anwendung funktionaler kognitiver Schemata und kompetenter Bewältigungsfertigkeiten erreicht, die es sich vor allem im Kontext von positiven Eltern-Kind-Interaktionen hat aneignen können. Mit diesem Modell korrespondieren eltern- und kindzentrierte Interventionskonzepte zur Stärkung resilienter Adaptation an stark belastende Umgebungsbedingungen.
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Малышев, Алексей, und Aleksey Malyshev. „The Role of Personnel Marketing in the Formation of Competitive Advantages of the Enterprise“. Scientific Research and Development. Economics of the Firm 8, Nr. 2 (07.08.2019): 4–9. http://dx.doi.org/10.12737/article_5d0c95c3b1dc45.76462922.
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The article reveals the role of marketing personnel in shaping the competitive advantages of an enterprise, and approaches to the essence of marketing staff of various authors are considered. A model of personnel marketing has been developed in the formation of a competitive advantage of an enterprise based on elements of a systematic, process, and situational approach. At the first stage, this model implies the definition of enterprise goals, the study of personnel marketing and, on the basis of this, the formation of competitive advantages. At the second stage, the goals of personnel marketing and their implementation are determined; this stage is characterized by the admission of an employee to a specific position and his adaptation in the workplace at the enterprise. In turn, the adaptation includes: acquaintance with the organization and units, introduction to the position and conduct of primary education. The employee works on probation, after which he passes certification. Then the employee starts the employee in the appointed position. If job descriptions involve the development of certain competencies that the employee does not possess, then he needs to undergo training and certification. Positive certification of a specialist allows him to successfully work in his position and be appointed to the internal reserve of the enterprise. After assignment to the personnel reserve, career planning follows. Continuing careers and raising the qualifications of an employee and comparing the results of a learning assessment lead to the goal of this model, which increases employee productivity through an effective personnel marketing system. This model can be applicable for all enterprises and any industry. The model will: improve the competitiveness of the enterprise; strengthen competitive advantages; achieve the strategic objectives of the enterprise; increase the value of the workforce; to form and effectively develop the organizational culture of the enterprise; increase the efficiency of the communication process; improve the adaptability of the enterprise to changes in the external environment; to form an effective motivational policy of the enterprise; increase the attractiveness of the enterprise.
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Богачева, Татьяна, und Tatyana Bogacheva. „Professional roles of hr manager: Modern look“. Services in Russia and abroad 10, Nr. 1 (16.05.2016): 155–64. http://dx.doi.org/10.12737/19178.
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The necessity for specialists in the field of human relations arises when management
companies and their personnel need for an intermediary regulation of social and labor issues.
Appointments that are similar in function to the duties of the modern HR-specialists emerged in
the early twentieth century. At that time the main task of human resource managers included the
rapid accumulation of experience and knowledge, the mastering of management tools. Later,
many companies felt the need to form a comprehensive human resource management systems:
motivation, adaptation, evaluation, effectiveness of staff and others.
Professional role of HR manager in modern conditions increases significantly and
includes everything that is connected with the activities of personnel at the enterprises. This
places HR-specialists before challenges to adapt to rapid changes in the external environment of
the organization, to adapt the management skills to the aims and objectives of the rapidly
developing business.
Currently, at the enterprises with established management processes came to the fore
"soft factors", so-called virtual reality business, when main attention is paid to the climate in the
team, staff loyalty, values and motivational settings of employees. The use of these factors
demands from the НR manager the acquisition and expansion of professional competences.
Modern HR-specialist should be able to make decisions and take responsibility, to convince and lead the team. HR manager has moved to the rank of equitable manager, which may affect a
business strategy of company. His professional role in tourism enterprise has increased, and it
forces HR-manager to work on his image, improve his professional skills and develop personal
qualities.
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Pegorari, Fabio, Flavio Morgado, Beatriz Da Costa Aguiar Alves, Ligia Ajaime Azzalis, Virginia Berlanga Campos Junqueira, Maria Teresa André Vicente und Fernando Luiz Affonso Fonseca. „Satisfaction level of phisicians working in a social health organization of Unified Health System In Brazil“. Journal of Human Growth and Development 27, Nr. 3 (18.12.2017): 322. http://dx.doi.org/10.7322/jhgd.125095.
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Introduction: The evaluation of a work system is based on the ability to adapt work to the man and the man to the work. One of the aspects that interfere in the capacity of adaptation is the satisfaction in the work as the integration, the autonomy, the motivation, the involvement and the utilization of the physical and mental capacities.Objective: To analyze the level of satisfaction of medical professionals regar ding their work environment in a Social Health Organization of Brazilian Unified Health System.Methods: It is a cross-sectional, exploratory and descriptive study. For data collection, we used a questionnaire mailed through the Google Docs platform, containing 36 questions about indicators: material, personnel, quality and social.Results: A total of 51 physicians participated in the study. The findings showed significant associations between their satisfaction of work environment and relationship with their work team, unit manager and performance recognition.Conclusion: The satisfaction in the work environment of the medical professional in the Social Health Organization is associated with internal factors, as well as the need for their performance recognition by the management policy. The external factors studied, such as multiple job sites.
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Karamysheva, Anna, Anastasia Kolenova, Anna Kukulyar, Natalya Bessonova und Dmitry Stroyev. „Coping strategies of the leaders of the agro-industrial complex of the Rostov Region“. E3S Web of Conferences 273 (2021): 08022. http://dx.doi.org/10.1051/e3sconf/202127308022.
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Today, the agro-industrial complex is the most important factor in the formation and development of the Russian economy. In the modern market economy of Russia, special attention is paid to the personality of the head of the agro-industrial complex. In connection with the development of the economy and technological progress, society is increasingly in need of an increase in the number of qualified and successful representatives of the management apparatus of this industry. On the basis of which we conducted an empirical study, where the object was 40 managers of various pilot production enterprises of the Rostov region. In the course of the empirical study, the following methods were used: “The scale of basic beliefs” (in the modification of M. A. Padun, A.V. Kotelnikova), Proactive coping inventory in the adaptation of E. Starchenkova, “Methods of coping behavior “ by R. Lazarus and S. Folkman, the Life Style Index (LSI). These recommendations can be taken into account by managers and employees of personnel services of enterprises of the agro-industrial complex when forming systems of motivation and development of the highest needs of employees holding managerial positions in modern market conditions.
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Pešić, Jelena. „Cultural Encounters in the Banking Sector of Serbia: The Case of Raiffeisenbank“. Issues in Ethnology and Anthropology 6, Nr. 1 (14.02.2011): 23–55. http://dx.doi.org/10.21301/eap.v6i1.1.
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This paper aims to examine the existence of cultural shock, differences and conflicts inside Raiffeisenbank, between personnel belonging to two national cultures (Austrian and Serbian), which could, conditionally, be regarded as representatives of ’’Western’’ and ’’Eastern’’ cultural models. The focus of the research was on elements of organizational culture, such as horizontal and vertical relationships, the type of leadership, the extent of formalization of procedures and work tasks, the types of motivations for different parties, but also on certain elements of work cultures (e.g., the respect of time limits, attitude toward extended working hours, etc.). Specific focus was placed on the role of cultural mediators, whose function was to mediate in the process of adaptation by the representatives of local national culture to novelties in the organizational culture imported from the outside, but also in the process of adaptation by foreigners to the local culture. The case study comprises a short history of Raiffeisenbank, analysis of written documents, and in depth interviews with individuals who could be regarded as "typical" in the examined cultural encounters.
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Iuliia, Pavlova, Andriy Andres, Tetiana Dukh, Valeriy Kryzhanovsky und Vadym Shvets. „Сurrent state of the organization of physical training cadets of higher education institutions of internal affairs“. Scientific Journal of National Pedagogical Dragomanov University. Series 15. Scientific and pedagogical problems of physical culture (physical culture and sports), Nr. 3(133) (22.03.2021): 95–101. http://dx.doi.org/10.31392/npu-nc.series15.2021.3(133).19.
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The purpose of the study to summarize the experience of modern methods of organizing physical training of law enforcement officers and criteria for assessing physical fitness for joining the police. Results. The article considers topical issues related to the organization of physical training of cadets of higher education institutions of internal affairs bodies. Relevant areas for improving the process of psychophysical readiness are the use of priority sports, increasing the adaptation of freshmen to specific learning conditions, the use of pedagogical technologies, the introduction of new technologies for assessing the physical fitness of cadets and methods of physical training taking into account climatic and geographical conditions. Having conducted a detailed analysis of the state of organization of physical training of police cadets, the negative dynamics of physical training of cadets was established. In senior courses, the level of physical fitness decreases. The results of the scientific research confirm that the physical fitness of more than 40% of entrants is low, there is no motivation to improve their physical capabilities. Only 19.1% of respondents are satisfied with their physical shape. The experience of law enforcement shows that the underestimation of the importance of psychophysical readiness of personnel leads to injuries and wounds of law enforcement officers during the performance of official duties.
The modern tendencies of improvement of physical training of police, and necessary conditions for development of professionally important physical qualities of militiamen are studied. A comparative analysis of Ukrainian and foreign experience of professional selection and evaluation criteria of physical fitness to law enforcement agencies. Conclusions. It was found that the priority issues that need to be addressed are the provision of favorable conditions for adaptation of freshmen to specific learning conditions, revision of criteria for assessing physical fitness, professional selection and the need to develop differentiated programs for psychophysical fitness of cadets.
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Dezhina, Irina G., und Grigory A. Kliuchariov. „Secondary professional education for an innovative economy“. VESTNIK INSTITUTA SOTZIOLOGII 28, Nr. 1 (2019): 120–38. http://dx.doi.org/10.19181/vis.2019.28.1.560.
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Presented in this article is a review, which evaluates the current state of Russia’s secondary professional education system (SPE), and the degree to which it is prepared to train specialists who would be in demand by an innovative economy. Unlike the higher professional education system, during the last decade SPE has not only ceased to be a government priority, but has also “suffered” to a certain degree due to increased attention on behalf of the federal government towards universities, which have attained special statuses – such as “federal”, “research”, “supporting”. Limited financial resources have been redistributed for the benefit of higher educational facilities, this leading to a decrease in funding for training personnel within SPE, while also harming the resource base. This took a serious toll on those technical colleges which trained specialists in new, promising professions. Given such a situation, communicating with employers becomes one of the key factors. However, the cooperation between SPE facilities and enterprises has been experiencing crisis due to the general decline of a number of manufacturing plants during the post-Soviet period. The study is based on the analysis of official statistical data, materials from sociological surveys, as well as expert opinions. This article consistently analyzes the current state of the SPE system, evaluates the training level of teachers, students’ motivation for receiving secondary education, as well as the most popular professions. Special attention is devoted to corporate training acting as the equivalent of SPE, in the form of additional professional training. The article is concluded by examining possible directions for the development of the SPE system, in order to facilitate its adaptation to the demands of an innovative economy. Three possible directions are offered, which might help increase the quality of education within the SPE system, given the current conditions of financial limitations and issues associated with the quality of human resources. This includes cooperation with higher educational facilities, transferring a certain part of educational programs to the premises of employers, and conducting personnel training and advanced training by means of participation in independent programs such as WorldSkills and other such initiatives.
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Shchipeleva, I. A., E. I. Markovskaya, О. F. Kretenchuk und O. S. Chemisova. „Mentoring in the Rostov-on-Don anti-plague institute and information link between generations“. Medical Herald of the South of Russia 12, Nr. 1 (29.03.2021): 89–97. http://dx.doi.org/10.21886/2219-8075-2021-12-1-89-97.
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The article presents the experience of using mentoring as the most effective method of adapting new employees to fully include them in the work of the Rostov-on-don anti-plague Institute. The purpose of the study was to analyze the work on mentoring in the Rostov-on-Don anti-plague Institute and to compare the experience of the Institute with the work in this direction in other institutions in Russia and abroad. It was shown how important the mentoring process was when working with pathogens of groups I–II of pathogenicity, including during the fight against the novel coronavirus infection COVID-19. The importance of mentoring when immersed in the scientific environment, when motivating to acquire new knowledge, and striving for innovative results in their research was also noted. Mentoring is a modern method of personnel work that provides quick adaptation, professional development, and career growth, and has a positive effect on the stability of the institution as a whole.
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Passalacqua, Rodolfo, Caterina Caminiti, Mario Annunziata, Claudia Borreani, Francesca Diodati, Daniele Fagnani, Luciano Isa, Silvia Filiberti, Maria Grazia Ollari und Jessica Saleri. „Final results of a large collaborative, hospital-based quality improvement study aimed at the implementation of interventions for the psychosocial care of adult cancer patients (HUCARE project).“ Journal of Clinical Oncology 30, Nr. 15_suppl (20.05.2012): 9120. http://dx.doi.org/10.1200/jco.2012.30.15_suppl.9120.
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9120 Background: Incorporating psychosocial research into practice is challenging. Aim of this study is to assess the feasibility and effectiveness in real life of interventions which have been tested in RCTs and have demonstrated to improve pts psychosocial conditions Methods: This is an implementation study of five EBM interventions conducted in 28 centers. We adopted the model of Pronovost (BMJ 2008), which includes context analysis to identify local barriers; introduction of the interventions, and evaluation of how many pts receive the recommended interventions. Primary EPs: degree of implementation detected in a blinded fashion by external personnel. Interventions included: 1) EBM communication courses for doctors and nurses; 2) use of a question prompt list (QPL) for all pts; 3) creation of the Point of Information and Support (PIS) in the ward (J Clin Oncol 27:1794-99,2009); 4) identification of a referring nurse (RN) for informing and educating pts; 5) screening of distress and social needs. Results: In December 2008, 28 eligible centers applied to participate. 27 are evaluable and 1 is too early. 156 oncologists and 401 nurses attended the 3 days training course. A QPL was subjected to cross-cultural adaptation, yielding the first validated Italian QPL (BMC Health Serv Res 2010). 24 centers (89%) have successfully implemented the intervention; 3 centers failed for various reasons: internal conflicts of the staff, poor motivation, etc. Main results for each intervention are shown in the table. Conclusions: A successful implementation of EBM measure was obtained in the vast majority of oncology centers and yields to significant changes in the delivery of psychosocial care. Project funded by the Italian Ministry of Health and Lombardia Region. [Table: see text]
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Кисляк, Сергей Юрьевич, Елена Анатольевна Ханина, Ирина Сергеевна Добрынина, Анна Александровна Зуйкова und Марина Николаевна Муравицкая. „BURNOUT SYNDROME IN OUTPATIENT HEALTH CARE WORKERS“. СИСТЕМНЫЙ АНАЛИЗ И УПРАВЛЕНИЕ В БИОМЕДИЦИНСКИХ СИСТЕМАХ, Nr. 2 (26.07.2021): 135–39. http://dx.doi.org/10.36622/vstu.2021.20.2.018.
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В данной научной работе проводилось выявление и распространение эмоционального выгорания, психического истощения, деперсонализации, у врачей и младшего медицинского персонала (медицинских сестер) на амбулаторно-поликлиническом этапе. Исследование проводилось с помощью опросника MBI (Maslach Burnout Inventory) в русскоязычной адаптации Н.Е. Водопьяновой и Е.С. Старченковой. Осуществлялся анализ зависимости синдрома эмоционального выгорания от стажа работы обследуемых. Исследовались наиболее значимые внешние и внутренние факторы, провоцирующие синдром эмоционального выгорания у медицинского персонала. В ходе исследовательской работы было определено, что у половины медицинских работников преобладает средний уровень синдрома эмоционального выгорания, у большинства респондентов преобладает средний уровень профессионального выгорания, средний уровень деперсонализации и низкий уровень редукции личных достижений, с увеличением стажа работы происходит увеличение уровня эмоционального выгорания, у врачей наиболее распространен средний уровень психоэмоционального истощения, деперсонализации и редукции личных достижений, у среднего медицинского персонала - низкий уровень психоэмоционального истощения, деперсонализации и редукции личных достижений. Средний уровень эмоционального выгорания более высокий у медицинских сестер, по сравнению с врачами. Наиболее значимым внешним фактором, провоцирующим синдром эмоционального выгорания, у медицинских работников является дестабилизирующая организация деятельности, у 90% медицинских работников присутствует интенсивное восприятие и переживание обстоятельств профессиональной деятельности, 75% склонны к эмоциональной ригидности. У 46% респондентов слабая мотивация эмоциональной отдачи в профессиональной деятельности и 10% имеют нравственные дефекты личности In this scientific work, the identification and dissemination of emotional burnout, mental exhaustion, depersonalization, among doctors and junior medical personnel (nurses) at the outpatient stage was carried out. The study was conducted using the MBI questionnaire (Maslach Burnout Inventory) in the Russian-language adaptation by N. E. Vodopyanova and E. S. Starchenkova. The analysis of the dependence of the burnout syndrome on the work experience of the subjects was carried out. The most significant external and internal factors provoking the burnout syndrome in medical personnel were studied. During the research it was determined that half of the health workers is dominated by the average level of burnout, the majority of respondents is dominated by the average level of professional burnout, the average level of depersonalization, and a low level of reduction of personal achievements, with increasing experience, there is an increase in the level of burnout among physicians is most common, the average level of emotional exhaustion, depersonalization and reduction of personal achievement, the average medical personnel - low level of psychoemotional exhaustion, depersonalization and reduction of personal achievements. The average level of emotional burnout is higher in nurses, compared to doctors. The most significant external factor that provokes the burnout syndrome in medical workers is the destabilizing organization of activities, 90% of medical workers have an intense perception and experience of the circumstances of their professional activities, 75% are prone to emotional rigidity. 46% of respondents have a weak motivation for emotional return in their professional activities and 10% have moral personality defects
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Borodiyenko, O., L. Milto, І. Kamenska, O. Bokshyts und V. Malykhina. „IMPROVING THE EFFICIENCY OF DEVELOPMENT OF REGIONAL LABOR MARKETS BY SOLVING THE PROBLEM OF PROFESSIONAL TRAINING“. Financial and credit activity: problems of theory and practice 3, Nr. 38 (30.06.2021): 499–508. http://dx.doi.org/10.18371/fcaptp.v3i38.237482.
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Abstract. The purpose of the article is to highlight the problems of providing regional labor markets with qualified personnel and identify ways of effective interaction between educational institutions and enterprises.
The theoretical significance of the article is that it, based on an experimental study conducted in the Donetsk region, analyzed the reasons for dissatisfaction of enterprises with the quality of professional training; the existing experience of cooperation between educational institutions and enterprises of the region is analyzed; barriers have been identified that prevent the establishment of an effective partnership between educational institutions and enterprises aimed at meeting the existing and future needs of the labor market in qualified personnel; the level of readiness of enterprises of the region to cooperate with institutions in the direction of modernization of material and technical base, internship of teachers, joint preparation of educational programs, advanced training of personnel is analyzed; on the basis of the analysis of results of survey it was identified professions for which it is advisable to start professional traininin in vocational institutions in Donetsk region; the model of competencies of the future skilled worker elaborated by employers is presented (on the example of the profession «Locksmith for repair of wheeled vehicles. Driver of motor vehicles (category «C»). Machinist of a truck crane»). The practical significance of the article is that based on the opinion of employers of Donetsk region, the authors offer recommendations to improve the interaction between educational institutions and enterprises of Donetsk region to solve the problem of professional training for current and future needs of the region’s economy. The presented recommendations and research model can be extrapolated to the effective development of labor markets in other regions of the country.
It was revealed that the modern labor market in particular in Donetsk region is characterized by significant disparities between demand and supply of personnel (almost all vacancies in terms of occupations have a deficit, i.e. supply (number of unemployed) exceeds demand). There is a great lack of vacancies in the professions of auxiliary worker, driver of vehicles, seller of food products, seller of non-food products, cook. Instead, the scarce professions that are in demand in the labor market are a machinist bypassing turbine equipment, a locksmith repairing steam and gas turbine equipment, a machinist bypassing boiler equipment, an electrician servicing electrical installations, a kneading machine operator, a plumber, a nanny, an electrician for repair and installation of cable lines, a pipe and billet cutter, an extruder of refractory products.
It is determined that the system of training of future skilled workers in educational institutions of the region needs significant modernization, as there are currently significant discrepancies between the level of preparation of graduates for professional activities and the requirements of employers. The difficulty of adaptation of graduates in the workplace is associated with the lack of certain professional competencies and personal qualities, the development of which should be paid attention to in the process of initial professional training in educational institutions — practical training, experience, practical knowlwdge), motivation to work. Deficits are also responsibility, independence, purposefulness, level of qualification.
It was found that cooperation between educational institutions and employers is still carried out in traditional forms — the internships of students of educational institutions on the basis of enterprises, the participation of employees in assessing the quality of training. The prevalence of formal interaction significantly determines the quality of training for the needs of regional labor markets.
The directions of personnel professional training for actual and perspective needs of the region labour market are singled out: excavator driver, car mechanic, electric gas welder, locksmith-repairman, electrician, turner, crane driver, confectioner cooker. The structure of the competency model of future skilled workers was identified — basic and professional competencies — that will ensure rapid adaptation and effective work of graduates at enterprises of the region.
It is determined that for the effective development of regional labor markets and effective training for them the key is to implement the idea of public-private partnership of educational institutions and employers, the most effective forms of which should be cooperation in curricula development, advising on their content, methods and technologies of the educational process, providing recommendations for updating equipment, providing teaching materials, assistance in updating the library fund, databases, to ensure the educational process in the institution (invitation of so-called guest speakers), professional development of teachers and masters of industrial training, joint project activities, implementation of career guidance activities, organization of excursions of students and entrants to enterprises, informing about employment opportunities at enterprises, lobbying the interests of the institution at the level of local governments, participation in determining the development strategy of the institution, assistance in the process of attraction of additional sources of financing, creation of advisory bodies of the educational institution (advisory committee in the specialty, supervisory boards, etc.).
Keywords: regional labor markets, professional training, educational institutions, institutions of professional (vocational) education, efficiency, professional training.
JEL Classification I21, L33
Formulas: 0; fig.: 0; tabl.: 0; bibl.: 9
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Chen, C. C., C. M. Ford und G. F. Farris. „Rewards [personnel motivation]“. IEEE Potentials 18, Nr. 2 (1999): 10–12. http://dx.doi.org/10.1109/45.755073.
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Kadala, Vitaliy, und Olena Guzenko. „ANTI-CORRUPTION ASPECTS AS A REGULATOR OF THE DEVELOPMENT OF THE RAILWAY INDUSTRY“. Law Journal of Donbass 76, Nr. 3 (2021): 84–91. http://dx.doi.org/10.32366/2523-4269-2021-76-3-84-91.
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Rail transport plays a significant role in the life of the economic sector of the country. However, the existence of a significant number of negative factors violate the timing of the planned ways of its development. Among them, it is worth paying attention to the slow pace of adaptation of already adopted legislative initiatives, insufficiently substantiated taxation of services provided for the transportation of various goods and passengers (cross-subsidization) and problems arising from the transportation of privileged categories of citizens. Іncrease in the price of services provided, the presence of an inflation component, exchange rate fluctuations, etc. Despite the constant increase in the price of transportation services, the renewal of rolling stock and stationary railway transport is not carried out at a level that would help raise its quality level. This phenomenon is present in the operations of transportation of goods, luggage and passengers. There is a discrepancy between the growth rate of prices for rail transport services and their quality level. Among the additional negative factors should be noted the lack of funds for the renewal of rolling stock and its repair; inefficient financial planning and asset management of divisions; lack of working capital; low level of effective personnel planning and management; the threat of losing highly qualified employees, especially managers, due to reaching retirement age; lack of sufficient motivation for innovation and inventive activity; insufficient qualification of employees; possible resistance of personnel to organizational changes. There are also technical and technological problems. A significant part of the financial resources for the development of the domestic railway does not enter the process of cash flow formation due to the presence of corrupt actions carried out by individual representatives among the responsible persons. Representatives of the top management of the domestic railway must have an effective program of anti-corruption measures, but taking into account the legal framework that is already laid down in existing legislation. This study indicates the exacerbation of existing problems of the domestic railway, which requires immediate intervention at the macroeconomic and microeconomic level, as well as macro-legal and micro-legal level. The article reveals the problems of development of railway enterprises, determines the negative impact of corruption on its development, argues the need for anti-corruption measures that act as regulators of the development of the railway industry in the future. Outlines the content of the principles and substantiates the feasibility of their implementation in accordance with the Draft Law of Ukraine «On the Principles of State Anti-Corruption Policy for 2020–2024». Contains the author's proposal on the content of the conceptual categories «strategic anti-corruption intentions» and «anti-corruption event» and argues the benefits of their use by top management of the railway industry.
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Bebchuk, Marina A., Elena I. Aksenova, Daria V. Dovbysh, Yana Y. Zhorina, Elena A. Gimranova, Sofia I. Timoshenko und Evgeniya S. Popil. „Children’s Psychiatric Clinic in the Context of the COVID-19 Pandemic: from Employee Psychology to Management Decisions“. Annals of the Russian academy of medical sciences 75, Nr. 5S (04.12.2020): 363–71. http://dx.doi.org/10.15690/vramn1434.
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Background. The well-being and safety of health workers in a pandemic situation is recognized by the World Health Organization as a priority area of research and practice. Most of the materials postulate the presence of anxious, depressive experiences in workers who have direct contact with patients infected with COVID-19, and those who do not have such experience.
Aims to study the features of the experience of the situation related to COVID-19, among the staff of the Center n.a. G.E. Sukhareva to improve the quality of specialized care for children.
Methods. The study took place on May 1820 2020, was continuous and voluntary all employees were asked to fill out an anonymous questionnaire in paper or online format. The developed authors questionnaire included several blocks containing questions about: 1) changing attitudes towards patients and colleagues; 2) emotional experiences in connection with COVID-19; 3) ways to cope with a pandemic; 4) received social support; 4) attitude to finance.
Results. Participants in the study were 380 employees (psychiatrists, clinical psychologists, nurses, educators, non-medical staff) of the Center n.a. G.E. Sukhareva, divided into two groups: working directly with patients with COVID-19 (115 people) and those without this experience (265 people). The data obtained allows us to talk about the differences between the two groups. Clinical observational staff have an increased desire for peer support, a greater focus on collaboration and team input, and positive expectations for the administration. The leading motivation in making a decision to work with COVID-19 was the attitude of duty 25.4% emphasized the particular importance of their activities. Management decisions in a situation of limited time and human resources were made; this decisions aimed at managing internal and external communications, enhancing the professional component in an interdisciplinary team and preventing burnout.
Conclusions. A number of timely personnel, administrative, organizational and financial decisions aimed at improving the adaptation of medical workers to the situation of the COVID-19 pandemic allow specialists to continue working in a well-coordinated team and provide patients with care in accordance with the highest standards.
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Latypova, D. R. „ADAPTATION OF THE PERSONNEL“. Форум молодых ученых, Nr. 1 (2021): 182–86. http://dx.doi.org/10.46566/2500-4050_2020_53_182.
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SARANDI, Alla, und Nataliia ZACHOSOVA. „MANAGEMENT OF PERSONNEL MOTIVATION IN PERSONNEL POLICY AND PERSONNEL SECURITY MANAGEMENT“. CHERKASY UNIVERSITY BULLETIN: ECONOMICS SCIENCES, Nr. 1 (2020): 32–39. http://dx.doi.org/10.31651/2076-5843-2020-1-32-39.
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Tkachenko, Volodymyr, Iryna Tkachenko, Polina Puzyrova und Andriy Klochko. „Organizational and economic mechanism of a business security as a guarantee of its sustainable development“. Virtual Economics 2, Nr. 4 (27.10.2019): 71–85. http://dx.doi.org/10.34021/ve.2019.02.04(4).
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In the process of the writing of this article, it was established that the organizational and economic mechanism of a business security ensuring involves the use of various techniques, methods, and tools. Their combination is necessary to ensure a reliable security system and stable sustainable development of a business activity as a whole. It has been established that enterprises of different sizes, types, volumes of activity possess unequal organizational and financial capabilities. In addition, various is the level of risk under which business entities are engaged. However, the conclusion is definite that the implementation of the organizational and economic mechanism for the enterprise security ensuring is vital in financial and economic aspects and can be organized in different business areas in different ways. It is proved that the security mechanism action from the point of view of financial and economic aspect implies enterprise adaptation to innovations under the following conditions: the innovations are to be maximally ready for implementation; the motivation to implement them is the need to protect the enterprise interests; the probability of obtaining a positive result in the implementation of innovations should be high. It has been established that significant factors in the process of increasing the level of a business security are the financial and economic measures, which aim to cover losses and to eliminate the causes of their occurrence, to recover (preserve) the liquidity and solvency, to reduce the amount of debt, to improve the working capital structure, etc. It is proved that further research in the field of planning and implementation of tactical measures for ensuring the financial and economic security of business is needed. It is aimed at the assessment and analysis of the level of a business security and its dynamics, which will allow to determine the effectiveness of the implemented measures; an assessment of the efficiency of utilization of the enterprise financial potential, which is the main basis for the implementation of measures to ensure the organizational and economic mechanism of a business security. Since the implementation of organizational and economic tools into the security field often requires the allocation of significant financial resources and opportunities (financial potential), the substantiation of scientific recommendations for assessing cost-effectiveness become significant. It was found that the organizational and economic mechanism of a business security ensuring would effectively use corporate resources, create preconditions for achieving business targets, timely identify and optimize all possible hazards, threats, and risks of the enterprise activity in the conditions of acute competition and changing environment. It is recommended to propose the following measures to enhance business security: development and implementation of security system (structure) in business processes of the enterprise activity; improvement and optimization of the existing enterprise security service; business security outsourcing services; services of the enterprise personnel security; provision of services to provide economic and internal security of the enterprise; providing necessary data and information for the business functioning security insurances; checking (auditing) of existing security services of enterprises for their effective work and reliability; services for the enterprise security employees training (advanced training); personnel selection of professionally trained staff for the enterprise security service.
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Uturytė-Vrubliauskienė, Laura, und Juozas Merkevičius. „PERSONNEL MOTIVATION OF VIRTUAL ORGANIZATION“. Business, Management and Education 8, Nr. 1 (20.12.2010): 229–45. http://dx.doi.org/10.3846/bme.2010.16.
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Virtual organization is chosen as the analytical object. In order to develop organizations performance successfully, it is important to identify what type of factors motivate virtual employees. The research can be one of the ways to obtain detailed and reliable information necessary to identify means that motivate the employees in virtual organizations. The results of the research can help to develop good personnel motivation system of virtual organizations.The goal of this paper is to investigate the motivation tools that exist in virtual organiza-tions. In order to achieve this goal, the first part of the paper addresses for the analysis of the concepts of virtual organization, assumptions and circumstances for its development. Advantages and disadvantages of virtual organizations are described. The second part of the paper focuses on the research of personnel motivation in virtual organizations. First of all it describes the stages of research planning: formulation of research problem, objectives and tasks. Later the results of the research are presented and interpreted.
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Дмитриева, С., S. Dmitrieva, Михаил Кричевский und Mihail Krichevskiy. „Quantitative Evaluation of Personnel Motivation“. Management of the Personnel and Intellectual Resources in Russia 7, Nr. 1 (26.03.2018): 34–39. http://dx.doi.org/10.12737/article_5a9cf169b2aa74.13997665.
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The motive is the reason, the reason for any action, and the motivation of the staff becomes important for two reasons. On the one hand, staff motivation plays a key role in achieving the organization’s goals. On the other hand, employees within the organization have their own goals, which cannot be achieved without proper motivation. It is important for the management of the enterprise to know the level of personnel motivation that will allow to adopt this or that strategy of human resources management. It is possible to receive an estimation of motivation of the personnel in two ways: the qualitative description or a quantitative estimation. Preference should be given to a quantitative approach, since the evaluation of motivation expressed numerically carries more information than with a qualitative description. The paper considers the method of forming an assessment of staff motivation with the help of fuzzy logic. The choice of such a methodology is based on the fact that under conditions of inaccurate and indefinite description of external conditions, namely in such conditions, motivation is assessed, fuzzy logic allows obtaining a quantitative estimate. In addition, a regression equation is derived that relates the evaluation of motivation to the influencing factors.
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Zhigarenko, Igor. „Gender-role features of professionalism in the work of socio-individual professionals“. Теоретичні і прикладні проблеми психології, Nr. 3(50)T3 (2019): 75–84. http://dx.doi.org/10.33216/2219-2654-2019-50-3-3-75-84.
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The article provides an analysis of various aspects of professional activity and professional growth of specialists in the socio-economic sector, in particular civil servants, and ways to improve it. The main directions of the study of professionalism in public administration are defined. The characteristics and professionalism of the civil servants' professionalism are highlighted. At the same time, attention was paid to the study of gender differences within the framework of philosophy, psychology, pedagogy, sociology, public administration, both in our country and abroad. An analysis of studies on gender issues in the professionalism of civil servants was carried out, which showed that the main attention is paid to: studies of differences in the profile of professional interests of men and women; the study of the effectiveness of leadership by men and women; research on gender aspects of career development; identifying differences in professional motivation; the study of professional self-determination, professional adaptation; comparison of business and personal qualities of men and women, etc. It is emphasized that the main general psychological requirements for the professional activity of civil servants are: social competence; emotional and psychological culture, which in turn require qualities such as the ability to integrate emotional evaluations and intuitive ideas in decision-making; the degree of psychological and emotional stability; ability to establish effective interaction; ability to understand the interests of both their own and those of colleagues and subordinates; ability to work in a team; ability to manage oneself, understanding of personal values and goals, ability to influence the environment, to manage, to teach; ingenuity, creativity, pursuit of professional and personal growth and more. It is shown that on the basis of interdisciplinary base of knowledge about professionalism a scientific vision is formed concerning: social and psychological bases of formation of professionalism, its dynamics in the context of professional life cycle and career and professional development of professional, acmeological bases of professionalism; various characteristics of professionalism of employees ("portraits", morphological descriptions, models of subjects as a management activity in general, and special types of activity in public administration); professionalism as an object of assessment in the context of personnel management; components of professionalism (knowledge, skills, skills), which are formed in the course of professional training of employees, etc. Therefore, it is important to determine how the gender characteristics of civil servants affect the professional development, as the above-mentioned requirements for professional activity require both feminine and masculine manifestations of personality.