To see the other types of publications on this topic, follow the link: Increasing the innovative susceptibility of personnel.
Journal articles on the topic 'Increasing the innovative susceptibility of personnel'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Increasing the innovative susceptibility of personnel.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Tsetsiarynets, Tatsiana. "Innovative susceptibility of personnel capacity of Belarus’ agrarian and industrial complex." Science and Innovations 5, no. 195 (May 2019): 38–44. http://dx.doi.org/10.29235/1818-9857-2019-5-38-44.
Full text
2
Dashkova, E. S., N. S. Dorokhova, O. A. Zenkova, and M. I. Isaenko. "Innovative approaches to personnel development in Russian organizations." Proceedings of the Voronezh State University of Engineering Technologies 82, no. 3 (October 19, 2020): 274–78. http://dx.doi.org/10.20914/2310-1202-2020-3-274-278.
Full textAbstract:
The article reveals innovative approaches to professional training, retraining and advanced training of employees, building their business careers for domestic organizations. The increase in the importance of human resources in modern conditions of hyperdeterminacy of the external environment of the organization is justified. The key barriers that prevent the implementation of the concept of self-learning organizations in domestic practice are identified: lack of competent specialists who have experience in implementing this concept in practice; lack of financial resources; lack of understanding and unwillingness on the part of management to implement this concept. Innovative methods of personnel training are described: case method, "Secondment" training, distance learning, training, coaching, "budding" training, virtual training, gamification (gamification), Lego serious play method. The article reveals innovative approaches to building a business career, implemented in conditions of increasing staff mobility through the use of the "secondment" method and horizontal promotion, which can contribute to the formation of multicompetence and increase the employee's competitiveness. The economic and social efficiency of investment in the development of human resources of the organization is justified. Economic efficiency is reduced to improving the quality of labor resources, generating additional profit, optimizing the workflow, and increasing competitiveness in the market. Social effectiveness is expressed in increasing employee satisfaction with the process of training and professional growth, their motivation to work and increasing loyalty to their organization. It is concluded that the use of innovative approaches to personnel development for Russian organizations will increase the expected economic and social effects even in conditions of instability of the financial situation of organizations and the economic crisis.
3
Yuldashev, Serobjon U. "SOCIO-CULTURAL FEATURES OF INCREASING THE INNOVATIVE ACTIVITY OF PERSONNEL." Oriental Journal of Social Sciences 02, no. 01 (February 1, 2022): 36–43. http://dx.doi.org/10.37547/supsci-ojss-02-01-05.
Full textAbstract:
The article reveals the scientific significance of increasing the innovative activity of personnel in public administration. It has been studied that socio-cultural technologies are a key task in shaping the potential of young professionals. It is scientifically based that human resources depend on the development of society.
4
Karpenko, Elena, and Darya Pavlova. "Essence and factor conditionality of enterprise innovative susceptibility." University Economic Bulletin, no. 45 (May 27, 2020): 66–72. http://dx.doi.org/10.31470/2306-546x-2020-45-66-72.
Full textAbstract:
The subjeсt of the researсh is the innovative susceptibility of the enterprise. The goal of the researсh is to identify the most significant factors affecting the level of innovative susceptibility of the enterprise. The researсh methods used are observation, data сolleсtion, analysis, and synthesis, сomparison, grouping, systematiс and сomplex approaсh. The researсh results. In the framework of this study, the authors analyzed the innovative activity of the enterprise as a detailed expression of its innovative susceptibility, which by its results is logically connected with the full range of end results of the enterprise functioning as a production system and is subordinated to the need to achieve a given level of such results. The domain of appliсability of the researсh results is the innovative policy of the enterprise, focused on improving its market position. Сonсlusions. The formation and implementation of the innovative susceptibility of the enterprise is a complex process, the course of which is determined by the complex effect of various factors that have both internal and external sources in relation to the enterprise. At its core, the transition of innovative susceptibility of an enterprise from its unrealized (factorial) form to a form of direct innovation activity is a natural process of transforming the formed innovative capabilities of an enterprise into concrete innovations. This process becomes real when it has the necessary resource base, sufficient internal and external conditions are created, and also when the personnel of the enterprise are genuinely motivated to take innovative actions.
5
BABCHYNSKA, ОLENA. "PERSONNEL DEVELOPMENT OF INNOVATIVE-ACTIVE ENTERPRISE AS AN OBJECT OF MANAGEMENT IN INCREASING COMPETITIVENESS." HERALD OF KHMELNYTSKYI NATIONAL UNIVERSITY 298, no. 5 Part 1 (October 4, 2021): 146–49. http://dx.doi.org/10.31891/2307-5740-2021-298-5(1)-24.
Full textAbstract:
Personnel development is a complex economic concept, which is proposed to be understood as the management activities of the enterprise, which involves the formation and increase of quality professional, social, personal characteristics of staff to ensure the current and strategic goals of the enterprise. In addition, staff development is a process consisting of a series of successive stages. In the structure of personnel development of the enterprise it is expedient to separate professional, social, personal directions which have various tasks, and at the same time are elements of a uniform complex of actions having common methods of realization of tasks. The basis of development is professional development, which is proposed to understand the process of formation and increase of professional potential of employees of the enterprise, due to the acquisition of qualitatively new characteristics for the maximum realization of human abilities in professional activities. The peculiarities of forming an effective management system of development and use of the enterprise’s personnel are investigated. Some measures to improve the effectiveness of the management process of development and use of personnel are proposed. The scientific approaches concerning formation of the mechanism of management of development and use of personnel are considered. The task of personnel development management of an innovatively active enterprise is to ensure compliance of quantitative and qualitative characteristics of personnel with the existing needs of the enterprise at the moment; development of innovative potential of the enterprise personnel. The innovative potential of an innovatively active enterprise should be understood as objective opportunities to maximize the intellectual potential of employees to achieve goals, as well as a set of tools, sources, opportunities and abilities, the use of which is aimed at solving any problems in innovation. The support system contributes to the realization of the goal of personnel development management of an innovatively active enterprise, by providing the necessary resources and creating the appropriate prerequisites.
6
Layko, O. I., and V. S. Ivanchenkov. "METHODICAL ASPECT OF ASSESSMENT OF INNOVATIVE SUSCEPTIBILITY OF CANNING ENTERPRISE." Economic innovations 19, no. 2(64) (July 7, 2017): 176–82. http://dx.doi.org/10.31520/ei.2017.19.2(64).176-182.
Full textAbstract:
The theoretical bases of research of category of innovative susceptibility of the canning industry enterprise are considered. The most significant components of the category of innovation susceptibility are defined and they are underlined as the basis of methodical approach to the identifying of the degree of readiness of enterprises to introduce innovative development strategies and to select the optimal approach to organizational, economic, informational and financial support for the implementation of this strategy. It is developed the conceptual scheme of the implementation of innovative approaches to the development of enterprises of canning industry, which includes the stages of identifying the key challenges of canning companies, the key solutions to these problems, assessment of the degree of susceptibility of enterprises to innovative changes for the definition of type of innovation strategy, evaluation of efficiency of the adopted strategy. The existing methodical approaches to assessment of the level of innovation receptivity of company is based on consideration of relevant factors that create problems for innovations implementation, namely of material, technological and intangible nature, personnel, organizational, managerial, financial, economic, logistic-infrastructure, marketing, investment. The system of standards for assessing of the level of innovative susceptibility that has been developed, includes 5 ranges from critically low level of innovative susceptibility to high level. It is proposed to abandon the practice of determining of the integral indicator of innovative susceptibility of an enterprise in order to avoid inaccuracies in imposing of influence of various factors. The methodical approach to assessing of the susceptibility of innovative enterprises by groups of indicators allows us to evaluate the level of company security by specific factors. The future prospects of research on the subject of canning enterprises innovative susceptibility include the development of strategic approach to managing of their activities in target direction.
7
Nikulina, Yu, and O. Kablukova. "Innovative Technologies in the Implementation of Personnel Policy: Practical Approach." Management of the Personnel and Intellectual Resources in Russia 9, no. 4 (October 7, 2020): 58–62. http://dx.doi.org/10.12737/2305-7807-2020-58-62.
Full textAbstract:
Effective innovative personnel policy is designed to create conditions for increasing labor productivity and job satisfaction of employees of the organization. Innovations in personnel management allow you to fully implement the strategic goals and objectives of the organization, involving the organization's personnel in non-standard ways in their solution. The article discusses the behavior models of employees of the organization and their relationship with the innovation strategy. The results of the use of innovative technologies in the implementation of human resources policies by Russian organizations are presented and the risk factors for their implementation are listed. The authors substantiate the need to implement distance learning as a tool for implementing innovative personnel policy and determine the impact of the results of implementing iSpring on the effectiveness of the organization's personnel technologies.
8
Lovchikova, E. I., and G. P. Zvereva. "BACKGROUND FOR THE IMPLEMENTATION OF FORESIGHTING IN THE AGRARIAN PERSONNEL POLICY OF THE REGION." Bulletin of Agrarian Science 5, no. 86 (2020): 138–44. http://dx.doi.org/10.17238/issn2587-666x.2020.5.138.
Full textAbstract:
The subject of the research is foresight as an innovative tool for managing the agrarian personnel policy of the region. The purpose of the study is to determine the place of foresight research in the management system of the agrarian personnel policy of the region. The study of the problem was carried out on the basis of an analysis of the composition and structure of the personnel market in the agricultural sector of the Orel region, using monographic, economic and statistical, comparison and graphic methods. Foresight is a system of methods for expert assessment of strategic directions of socio-economic and innovative development, capable to influence economy and society in the future. The prerequisites for the use of foresight research for agricultural production are: increasing competition; limitation of government funding; the need for and increasing complexity in the use of innovative technologies. The analysis of the current state and identification of the prerequisites for the implementation of foresighting in the agrarian personnel policy of the region, showed the possibility of using a foresight platform in the Orel region. Foresight should be applied and incorporated into practice - into regional development programs, in particular, into programs to improve regional personnel policy. Foresight will be aimed at optimizing and improving the quality level of the regional agro-industrial complex personnel. For the effective functioning of the foresight platform, the result of which can be an assessment of the personnel development of the region, it is necessary to create a number of conditions: increasing the share of agricultural organizations capable of implementing an innovation-oriented personnel policy; creation of a unified information, consulting and training system; conducting a systematic assessment of the entire scientific potential of agricultural science; promoting the development of a modern agricultural personnel market. The implementation of foresighting into the agrarian personnel policy of the region can become a part of the programs for the development of innovative clusters, as well as long-term and mediumterm forecasts of the socio-economic development of the Orel region.
9
Basova, E. "Innovative Personnel-Technology As an Effective Tool of Management Interaction." Management of the Personnel and Intellectual Resources in Russia 8, no. 5 (December 23, 2019): 23–28. http://dx.doi.org/10.12737/article_5dc961601b0900.74391998.
Full textAbstract:
Coaching is considered as an innovative personnel-technology aimed at improving and increasing the efficiency of managerial competencies at all levels of interaction. The author developed the stages of implementation of coaching in the company using the GROW model; determined the eff ectiveness of coaching using various forms of implementation; identifi ed the conditions for the development of coaching in the Russian practice and its limiting factors.
10
Dragunov, Andrei, and Yuri Shenshinov. "Effective development of innovative technologies as a method for increasing labor productivity in industry." E3S Web of Conferences 208 (2020): 03001. http://dx.doi.org/10.1051/e3sconf/202020803001.
Full textAbstract:
This article is devoted to the study of issues of increasing the efficiency and productivity of labor in industrial enterprises in the context of the use of innovation. We have proven a direct relationship between innovation and labor productivity. The main postulate is made in the article that the more invested in innovative technologies, the higher labor productivity. Moreover, a new indicator has been introduced - the innovative activity of personnel, which shows the share of human resources employed in innovative processes.
11
RYABKOV, O. A. "ENGINEERING AND MANAGEMENT PERSONNEL AS THE BASIS KNOWLEDGE-INTENSIVE ENTERPRISES." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 1, no. 6 (2020): 56–63. http://dx.doi.org/10.36871/ek.up.p.r.2020.06.01.010.
Full textAbstract:
To build an innovative economy, it is necessary to take into account the factors that affect this criterion. One of these factors is the quality of training of highly qualified personnel in engineering and management professions. Technological re-equipment of the industry requires the production of high-tech products that will become the backbone of the new, innovative economy of Russia. Thus, the need for a competitive system of training personnel who will participate in the formation of such an economy in the conditions of modernization of industries, transition to the sixth technological order is increasing. Engineering and management personnel combine both knowledge of science and technology (technical means) and the basics of management in relation to production and technological systems.
12
Prodius, Oksana I. "Staff Management Process Reengineering in the Context of Enhancing Disabled People’s Opportunities to Enterprises Innovative Activities." Mechanism of an Economic Regulation, no. 4 (2020): 43–53. http://dx.doi.org/10.21272/mer.2019.86.05.
Full textAbstract:
The modern practice of enterprise management requires dramatic changes, which is caused by the formation of an inclusive environment, increasing the dynamism of the labor market and increasing competition. Increasingly important for the efficiency of the enterprise is the use of innovation, knowledge embodied in the intellectual product. The reasons for the need for new approaches to management are related to changes in the business itself. Increased competition leads to an increase in the search for new management methods, especially in the area of personnel management, which in the long run requires appropriate management mechanisms based on a process approach in order to respond promptly and promptly to changing market conditions, improve the management system of partnerships and relationships with suppliers, achieving rapid response to consumer demands and improving product quality. The essence of reengineering of business process of personnel management as a modern concept of increase of efficiency of activity of the enterprise is investigated in the article. Business process reengineering is designed to create competitive advantages by systematically assessing processes, addressing the changing needs of potential and existing customers and requiring additional research to find new ways to improve reengineering in accordance with the specifics of domestic enterprises, especially in the field of personnel management. It was revealed that the innovative practice of enterprise management requires fundamental changes, which is due to the socialization of the world economy, aimed at improving the well-being of people with disabilities, reducing poverty and increasing the chances of finding decent work with adequate wages. The directions of including people with disabilities to innovative activities in the context of reengineering the personnel management process as one of the most important business processes of the enterprise are proposed. Key words: reengineering, personnel management, business process, inclusive innovation, persons with disabilities, innovative activity, enterprise.
13
Orlova, Lyubov', I. Ivanov, and G. Sundukova. "Knowledge Management as a Resource for Increasing the Organization’s Creativity." Management of the Personnel and Intellectual Resources in Russia 11, no. 1 (April 20, 2022): 47–50. http://dx.doi.org/10.12737/2305-7807-2022-11-1-47-50.
Full textAbstract:
The issues of increasing the organization's creativity on the basis of knowledge management are considered. By creativity it is proposed to understand the ability of an organization to produce not only new ideas, but ideas that can be transformed into demanded innovative projects. An organization's creativity is reflected in its innovative potential, which is a dynamic process of personnel self-development. The main qualities that characterize the specified potential should be considered key competencies, dynamic, organizational and absorbing capabilities of the company. The formation of these qualities should be carried out within the framework of the knowledge management system created in the organization, the basis of which should be the continuous training of personnel. As a result of such training, the organization must transform first into a self-learning organization, and then into an intellectual organization that not only accumulates, but also capitalizes knowledge. An effective tool for formalizing corporate knowledge (i.e. converting tacit knowledge into explicit knowledge) are corporate training centers or universities. It is noted that the transformation of a company into a creative company is impossible without its inclusion in the digitalization processes of all spheres of its production and economic activities.
14
Rudaleva, I. A., I. A. Kabasheva, and L. F. Zulfakarova. "IMPROVEMENT OF EFFICIENCY OF MEDICAL INSTITUTION ACTIVITIES DEPENDING ON PERSONNEL STRUCTURE BY THE LEVEL OF INNOVATIVE ACTIVITY." Bulletin of Udmurt University. Series Economics and Law 30, no. 1 (March 2, 2020): 22–31. http://dx.doi.org/10.35634/2412-9593-2020-30-1-22-31.
Full textAbstract:
The large-scale implementation of innovative digital products and technologies in a healthcare facility has a huge impact on the workforce. At the same time, this requires active involvement of medical personnel in the development of innovative technologies, continuous professional development of their work and interest in increasing professionalism and digital literacy, and expanding opportunities for realizing their research potential. The article defines a direct relationship between the innovative readiness of medical staff and the effectiveness of the medical institution as a whole. To achieve this, a classification and typologization of medical personnel was carried out according to their readiness and ability to implement innovations in the institution. The barriers that hinder the innovative activity of employees were identified and recommendations for management decisions at the level of medical institutions of the regional health system were developed.
15
Egorova, Elena, Anna Neydorf, and Ekaterina Davydova. "Innovative analysis methods of the Perinatal pedagogy." E3S Web of Conferences 273 (2021): 12120. http://dx.doi.org/10.1051/e3sconf/202127312120.
Full textAbstract:
The scientific discourse does not consider the possibilities of preparing pregnant women for interaction with medical personnel during childbirth by means of perinatal pedagogy. Purpose of the study: To determine the key problems of interaction between women in labor and the staff of medical institutions (maternity hospitals) and their causes, the elimination of which could be facilitated by perinatal pedagogy. The study was conducted by the method of content-analysis of interviews of 24 women. The main topics were identified that describe the negative experience of women in childbirth: neglect of medical personnel, ignoring requests for information on the state of the mother and child, psychological pressure and manipulation, compulsion to medical intervention, corruption, extortion. Also, 4 types of women’s emotional reaction to the situation were identified: positive, unemotional, negative (low and high intensity). Analysis gives reason to believe that the main cause of psychological trauma is not the experienced events, but the attitude towards them. Perinatal pedagogy can reduce the trauma of birth experience by increasing medical literacy and legal awareness of pregnant women, through training and practical training, irradiating the methods of communication with medical personnel. Psychological birth trauma in women is largely determined by negative experience of interaction with the staff of medical institutions. More detailed statistical studies of the factors that enhance the negative emotional reaction to this experience and the development of methods for preparing pregnant women for it are needed.
16
Lapitskaya, Larisa, and Yanina Yemelyanchenko. "The economic essence of innovative susceptibility of the organization." University Economic Bulletin, no. 43 (November 20, 2019): 20–27. http://dx.doi.org/10.31470/2306-546x-2019-43-20-27.
Full textAbstract:
Currently, the relevance of the country's innovative development is justified not only by external challenges in the world economy, but also by the internal need for an economically balanced development of the subjects of the real sector of the economy. At the same time, the activation of innovative activity of economic entities is impossible without increasing the level of their innovative susceptibility. It should be noted that despite the general interest of the scientific community in the innovative development of the economy and the large publication of works on this topic, the interpretation of the concept of «innovative susceptibility» is still freely interpreted and not enshrined in any legislative act. The purpose of the article is the author's study of the economic essence of innovative susceptibility of the organization. The study of this problem is based on general scientific methods of knowledge of economic phenomena and processes (analysis and synthesis, system approach, dialectical method, etc.). The article presents the author's rethinking of the concept of innovative receptivity of the organization. Based on the analysis of existing concepts on the issue under consideration, the authors formulate a refined interpretation of the concept of «innovative susceptibility» at the level of the organization and consider the main categories associated with this concept. It is established that the innovative activity of the organization is not possible without its innovational susceptibility. In turn, innovative susceptibility is not possible without motivated staff and the mood of the business entity to use its innovative potential to increase competitiveness. Conclusions and results of the article can be used in the educational and scientific process of economic faculties of higher educational institutions. During the writing of the article, the lack of a unified approach to the interpretation of the concept of innovative susceptibility of the organization was revealed, despite the great interest in the problems of innovative development of organizations in the modern post-industrial world. Therefore, the author's interpretation of the economic essence of innovative susceptibility of the organization was formulated. The subject, object, reasons and conditions of innovative susceptibility of the organization are defined.
17
Leshchynskyi, V. P. "Personnel innovations as a factor in increasing the competitiveness of the enterprise." Ways to Improve Construction Efficiency 2, no. 47 (January 29, 2021): 25–32. http://dx.doi.org/10.32347/2707-501x.2021.47(2).25-32.
Full textAbstract:
The article substantiates the provisions and practical recommendations for assessing the innovation of staff, human resource management systems in enterprises. The peculiarities of innovative staff development are determined and the degree of influence of human resources innovation on staff competitiveness is assessed. It is substantiated that competitiveness is one of the most important categories of market economy. Significant for the competitiveness of the enterprise together with technologies and methods of production organization are the availability of professional staff, level of motivation, working conditions and various factors that ensure the level of employee competitiveness. The necessity of personnel development as a factor in increasing the efficiency of the enterprise is substantiated. An analysis of existing approaches to determining the competitiveness of staff. The influence of modern global trends is noted. With the need for the transition of Ukraine's economy to a post-industrial model of development, its digitization and robotization, there is a need for new approaches to the formation of knowledge, skills, competencies of personnel. In particular, in the use of the competency approach, which is directly related to changes in the nature and content of work, as well as changes in education and training. Conditions must be created for the integration of education and training in accordance with the needs of the labor market, as well as for ensuring the mobility of staff in several dimensions: vertical (career development), horizontal (industry change) and spatial (territorial relocation). The main advantages of the competency approach are integration potential and flexibility. The key characteristics and features of human resources management as a factor in supporting the growth of innovative development of the enterprise are summarized.
18
Ivanytska, Svitlana, Tatyana Galayda, and Nataliia Tenytska. "Personnel Labor Remuneration Innovative Systems Implementation for Construction Companies in Ukraine." International Journal of Engineering & Technology 7, no. 3.2 (June 20, 2018): 149. http://dx.doi.org/10.14419/ijet.v7i3.2.14393.
Full textAbstract:
The article is devoted to the personnel labor remuneration innovative systems implementation possibilities investigation for construction companies in Ukraine. Methodical proposals on the use of the Key performance indicator system for employee compensation systems at various levels of management, taking into account the construction business specifics have been developed.Personnel remuneration effective system takes into account all the motivational components of achieving the goals, contributes to higher labor productivity as one of the key indicators for the construction company business strategy the successful implementation.A significant contribution to the research and development of theoretical and practical aspects of the motivational systems formation and the search for ways to solve increasing personnel remuneration efficiency problems in various spheres of economy was made by scientists: R. Kaplan, D. Norton, M. Skibniewski, S. Ghosh, I. Gabcanova, H. Robinson, E. Meshcheryakova, P. Cardoso, S. Sushil,D. Ibrahimova, E. Pogrebnaya, D. Podgórski, A. Klochkov, A. Lapteva and others.Improving motivational systems methodological aspects elaboration insufficiency in civil engineering requires study of using innovative forms possibilities for labor remuneration organization by business entities in the construction business of Ukraine.The purpose of the study is the methodological recommendations formation on labor remuneration e organization for personnel construction companies in Ukraine based on the Key performance indicator for the effective motivational system formation.Key Performance indicator system development and implementation, which is used in the developed countries of the world, including in construction companies, has all the prerequisites to become one of the directions for improving the personnel remuneration systems and motivation level. The construction industry of Ukraine can apply the latest developments in the field of HR management based on the proposed methodology. The process of mastering the KPI system is reduced to the sequential several stages implementation. Methodical recommendations using key indicators for the activity effectiveness for various organizational levels of the construction company are proposed. The author's motivation system formation methodology for the staff engaged in the construction business in Ukraine is developed.Using the proposed methodological recommendations for business entities in the construction sector result in increasing human resources efficiency usage and companies competitiveness.
19
ALIMOVA, G. A. "EDUCATION AS A FACTOR OF INNOVATIVE DEVELOPMENT AND REDUCTION OF UNEMPLOYMENT IN THE COUNTRY." Territory Development, no. 3(21) (2020): 37–39. http://dx.doi.org/10.32324/2412-8945-2020-3-37-39.
Full textAbstract:
The article is devoted to the role of education in the socio-economic development of Uzbekistan during the period of modernization of the country's economy and increasing its innovative potential. Special attention is paid to the issues of employment of the population and improving the quality of labor. The ongoing reforms in the field of education in Uzbekistan, which are aimed at providing highly qualified personnel in the main sectors of economic and social activities of the country, are analyzed. The main expenses of countries with an innovative economy are considered and the relevant conclusions are drawn. The main characteristics of the process of formation the personnel of an innovative economy have been studied. Given the state of the country's economy, a number of problems that impede the accelerated innovative development of Uzbekistan were identified and analyzed. The presence of a close relationship between the level of development of the economy of Uzbekistan and the level of development of science and education has been established.
20
Kuvshinov, M. S., and T. A. Vinogradova. "Material incentives for innovative activity of enterprise personnel based on key productivity indicators of innovation." Russian Journal of Industrial Economics 14, no. 4 (December 31, 2021): 463–70. http://dx.doi.org/10.17073/2072-1633-2021-4-463-470.
Full textAbstract:
Development and implementation of innovation is one of the means of providing competitive advantages for a business in a market economy. Innovative activity of a company ought to be expedient from the economic viewpoint and result in reduction of costs and maximizing the profitability of the company’s activity in the long-term perspective. One of essential factors of economic effectiveness of innovation is innovation-active personnel able to generate ideas and quickly adapt to changes, willing and motivated to participate in implementing innovation strategy of the company’s development. Not all employees a priori possess such features, and therefore the company ought to develop and take measures to facilitate their innovative activity. The article introduces the method of material incentives for innovative activity of the personnel suggested by the authors. The method is based on adapting a well-known system of key productivity indicators to innovative activity of a company. Personnel of the company is divided into three categories of employees according to their roles in realization of the organization’s innovative policy, and the authors defined a set of four or five key productivity indicators of their activity for each category. The authors defined a range of quantitative interpretation of the achievable result for each indicator. They suggested a mechanism for calculating the total amount of the incentive bonus which takes into account key performance indicators coefficients of innovative productivity and their value, the size of the bonus wage fund for the employee, the employee’s affiliation to one of the personnel categories established, the number of rewarded employees and the frequency of premium payments. Implementation of the suggested mechanism will ensure objective assessment and reward for the contributions made by all the interested employees into innovative development of the company increasing effectiveness of the production.
21
Katkasova, Larisa. "Assessment of the labour potential ssessment of the labour potential of paramedical workers (fragment of f paramedical workers (fragment of research work)." Medsestra (Nurse), no. 2 (February 1, 2020): 48–56. http://dx.doi.org/10.33920/med-05-2002-08.
Full textAbstract:
At present, in the process of innovative development of health care in the Russian Federation, the personnel policy of medical organizations is becoming important. In this regard, the basis of labour resources management is the increasing role of the personality of the specialist, knowledge of his or her motivation, ability to shape and direct them in accordance with the tasks facing the organization. The effectiveness of health workers, including nursing personnel, depends on such an indicator as labour potencial.
22
Borisova, I. A. "The formation of a new worldview – the basis for innovative development of cluster structures." Business Strategies, no. 6 (July 10, 2018): 31–33. http://dx.doi.org/10.17747/2311-7184-2018-6-31-33.
Full textAbstract:
The issues of innovative development of cluster structures. Great attention is paid to economic cycles and technological structures in the choice of development strategy, interaction between development strategies and technological structures. Stressed the need to accelerate the substitution of technological modes through the use of a convergent approach. It highlights the need to innovative development based on the transformation of the worldview of the personnel of the cluster, increasing their receptivity to innovation, which, ultimately, will contribute to the effectiveness of the results
23
Aroonnual, Amornrat, Tavan Janvilisri, Puey Ounjai, and Surang Chankhamhaengdecha. "Microfluidics: innovative approaches for rapid diagnosis of antibiotic-resistant bacteria." Essays in Biochemistry 61, no. 1 (February 28, 2017): 91–101. http://dx.doi.org/10.1042/ebc20160059.
Full textAbstract:
The emergence of antibiotic-resistant bacteria has become a major global health concern. Rapid and accurate diagnostic strategies to determine the antibiotic susceptibility profile prior to antibiotic prescription and treatment are critical to control drug resistance. The standard diagnostic procedures for the detection of antibiotic-resistant bacteria, which rely mostly on phenotypic characterization, are time consuming, insensitive and often require skilled personnel, making them unsuitable for point-of-care (POC) diagnosis. Various molecular techniques have therefore been implemented to help speed up the process and increase sensitivity. Over the past decade, microfluidic technology has gained great momentum in medical diagnosis as a series of fluid handling steps in a laboratory can be simplified and miniaturized on to a small platform, allowing marked reduction of sample amount, high portability and tremendous possibility for integration with other detection technologies. These advantages render the microfluidic system a great candidate to be developed into an easy-to-use sample-to-answer POC diagnosis suitable for application in remote clinical settings. This review provides an overview of the current development of microfluidic technologies for the nucleic acid based and phenotypic-based detections of antibiotic resistance.
24
Lyashenko, E. A. "ASSESSMENT OF THE SVERDLOVSK REGION INNOVATIVE DEVELOPMENT POTENTIAL." Scientific Review: Theory and Practice 10, no. 8 (August 31, 2020): 1576–88. http://dx.doi.org/10.35679/2226-0226-2020-10-8-1576-1588.
Full textAbstract:
The article assesses the innovative potential of the Sverdlovsk region using the following indicators: the number of personnel engaged in research and development and having an academic degree; research and development costs; the use of objects of intellectual property; the number of technologies developed and patents issued; innovative activity of business entities; volume of innovative products; the activity of technopark structures, etc. The analysis was carried out in dynamics using graphic methods. It was revealed that the Sverdlovsk region, being a large industrial region, has a higher innovative potential among other entities of the Ural Federal District, and it belongs to the medium-strong innovative territories of Russia. Nevertheless, some problems were identified: insufficient increase in the remuneration of personnel involved in innovative activities, insufficient increase in the cost of purchasing equipment, which is 6-7 times less than the tax burden on innovative organizations; decrease in the share of economic entities implementing innovations. In the investigated constituent entity of the Russian Federation, a number of normative legal acts have been adopted concerning the development of innovative activity, and strategic planning documents (strategy, concept, state program) have been developed, in which directions for increasing the innovation potential of the region are enshrined, in particular, financial and other support, stimulating demand for innovative products, infrastructure development, including technology parks. As foreign experience shows, in innovation, it is important to coordinate the interests of all factors (government, business, science, education, civil society). Therefore, the article proposes to use more actively the mechanism of the “triple helix”, enshrined at the legislative level. A number of measures are also proposed to increase the innovative potential of the country in general and of the Sverdlovsk region in particular.
25
Kuznetsova, Tatyana. "Networking as the basic factor of library education innovative development." Scientific and Technical Libraries, no. 4 (April 1, 2018): 84–97. http://dx.doi.org/10.33186/1027-3689-2018-4-84-97.
Full textAbstract:
The libraries’ functional objectives in the epoch of digital technologies and knowledge society are examined, along with the role of librarians of the new generation in increasing social status and relevance of the libraries. The author introduces the professional model of modern library professional and substantiates the necessity for innovative transformation of library education. She argues that networking makes an efficient organizational and technological instrument in the higher quality education process. The networking resource units are defined, namely - personnel, learning and teaching, information, logistical, and social resources, - as well as the basic networking principles: voluntariness, coordination, reciprocity, shared responsibility for the final result. The experience of networking in implementing large-scale education projects in advanced training and professional retraining is discussed. The author argues that the advanced professional library information education makes the most efficient application for the networking principles. The author concludes that networking cooperation as the innovative technology in advanced professional training facilitates building professional competences of the new generation of librarians who are to contribute to increasing libraries’ social status in the digital epoch.
26
Konyukhova, K. A., T. V. Vavilova, E. V. Rasteryaeva, and V. S. Berestovskaya. "Assessment of personnel’s contribution to laboratory costs." Medical alphabet, no. 27 (November 11, 2020): 5–7. http://dx.doi.org/10.33667/2078-5631-2020-27-5-7.
Full textAbstract:
In recent decades, healthcare has faced the challenge of providing quality care with limited funding. Due to the fact that medical laboratories widely use modern technological solutions, assessing the profitability of the laboratory as a whole and the contribution of each type of cost to measurement are relevant. The direct costs of the test are mainly generated by the costs of reagents and personnel. The high level of automation in large laboratory centres allows increasing the technological efficiency of equipment and significantly reducing the contribution of personnel to doing research. Innovative technology solutions shift the role of the laboratory physician from performing measurement to managing laboratory processes, quality assurance, and medical advice.
27
Budzinskaya, O. V. "THE PERSONNEL SUPPORT SYSTEM AS A BASIS FOR THE REPRODUCTION OF LABOR RESOURCES IN THE CONTEXT OF INDUSTRY 4.0." SOCIAL & LABOR RESEARCHES 3, no. 44 (2021): 140–45. http://dx.doi.org/10.34022/2658-3712-2021-44-3-140-145.
Full textAbstract:
In the global system of division of labor, human capital is the main source of competitive advantages for national economies. Creating conditions for the increment of human capital requires constant adjustment of the stages of reproduction of labor resources to the innovative drivers of the economy. Increasing the efficiency of the process of reproduction of labor resources, designing conditions for the creation, development and accumulation of human capital is a condition for Russia's active participation in the competitive struggle on global markets. The aim of the paper is to identify and implement the subjects of the personnel support system for the sectors of the economy, updating its configuration as the basis for the expanded reproduction of labor resources, development and improvement of methodological approaches related to increasing the efficiency of reproduction in the context of Industry 4.0. As a subject of research, the author considers the personnel system, the coordinated activities of the subjects of which will create conditions for the growth of human capital and ensuring the economic growth of the national economy. The results of the study are intended for designing a system of personnel support for economic sectors.
28
Demidenko, Svetlana. "On the Issue of the Reproduction of Scientific Personnel." Science Management: Theory and Practice 3, no. 4 (December 29, 2021): 65–73. http://dx.doi.org/10.19181/smtp.2021.3.4.8.
Full textAbstract:
One of the priority issues in the development of the country’s scientific and technological sphere is reproduction and increasing the role of human capital in an innovative economy. The difficulties of becoming a scientist in current Russian conditions are discussed. The special role of the family in the start of a scientific career and the decline in institutional support from the state are emphasized. Internal and external factors that hinder the process of reproduction of research personnel are considered. One of such key factors is the general decline in the authority and prestige of science in the country, which affects the motivational component of young people when choosing the profession of a scientist. It is shown that the creation of optimal conditions - both material support and maintenance of the environment and the preservation of the values of intellectual labor, as well as the presence of development prospects in the profession for young people are important components of the process of reproduction of scientific personnel.
29
Gray, Gregory C., Lawrence A. Palinkas, and Patrick W. Kelley. "Increasing Incidence of Varicella Hospitalizations in United States Army and Navy Personnel: Are Today's Teenagers More Susceptible? Should Recruits Be Vaccinated?" Pediatrics 86, no. 6 (December 1, 1990): 867–73. http://dx.doi.org/10.1542/peds.86.6.867.
Full textAbstract:
Hospital records for 10 687 United States Army and Navy adult varicella (chickenpox) admissions were reviewed. Annual hospital admission rates for varicells increased more than fourfold in the active-duty army during 1980 to 1988 and more than 18-fold among active-duty navy enlisted personnel during 1975 to 1988. Fifty-seven percent of vanicella admissions occurred in the most junior military members, aged 17 to 20. More than half of the total vanicella admissions occurred in personnel with less than a year of military service. Multivariate analysis of the navy data confirmed increasing time-related trends of risk, suggesting a national temporal trend of increased vanicella susceptibility in US teenagers and young adults. Administering a safe and effective vanicella vaccine to army and navy recruits could prevent more than 7260 hospital-bed days during the first year of use.
30
Saloid, N. V. "Personnel management of construction companies." Ways to Improve Construction Efficiency 2, no. 47 (January 29, 2021): 33–39. http://dx.doi.org/10.32347/2707-501x.2021.47(2).33-39.
Full textAbstract:
This article discusses the features of construction as an industry, identifies factors that affect the process of personnel management of construction companies in modern conditions. Differences in the organization of the construction process from the production process in other industries are identified, taking into account the specifics of innovative development of the construction industry and staffing requirements, taking into account trends in the industry. Trends in the labor market in construction are shown, foreign and domestic experience in the development of supply and demand in the labor market is analyzed, taking into account the requirements for education, age, level of training. It is concluded that the personnel management system of a modern construction company should take into account the peculiarities of the construction industry, its current problems and global trends in approaches to personnel management. It is determined that in modern conditions the personnel management system of the enterprise takes into account both material and moral motivation, the main components of the motivational process are analyzed, the influence of certain types of motivation on different groups of personnel. The article defines that currently the main component of personnel management of the enterprise is the creation of conditions for the expansion of knowledge, training, skills development and continuous development of employees. The growing role of knowledge in society, the development of science-intensive, intelligent technologies requires flexible and adaptive use of human resources of the construction company, increasing the creative and organizational activity of employees, the formation of a humanized organizational culture. In the conditions of market relations, introduction of new technologies into production, adequate methods of personnel development management, which are based on progressive approaches to the expansion of its competencies, acquire special significance. In view of this, in modern production there are problems of modernization of classical personnel management systems and the introduction of new management models focused on the continuous development of intellectual, cultural and creative potential of construction workers. From an economic point of view, the simultaneous influence of a number of factors on the development of personnel management creates certain contradictions. On the one hand, it is - reducing staff turnover, increasing the level of competencies, ensuring the growth of profits, on the other - significant costs for improving methods of personnel development management. This contradiction shapes the purpose and content of personnel development management tasks and approaches to solving them.
31
Laas, N. I., I. A. Romanova, and E. V. Gurova. "SOCIAL DEVELOPMENT OF PERSONNEL IN THE CONDITIONS OF INNOVATIVE ECONOMY AS A FACTOR OF INCREASING THE LEVEL OF LIFE QUALITY." Vestnik Universiteta, no. 8 (September 24, 2020): 117–22. http://dx.doi.org/10.26425/1816-4277-2020-8-117-122.
Full textAbstract:
The importance of the social development of personnel in innovative economy as a decisive factor in the stability of society and improving the quality of life of both workers themselves and the entire population of the country has been defined. It has been shown that social development of staff in the organization contributes to the improvement of social and labor relations through interaction of the parties of social partnership based on the principle of tripartite cooperation and “tripartism”, and also contributes to the full development of the potential of employees and their professional competences. The main directions of social development of personnel included in the social policy of the organization have been determined in the paper. As a result of the research, priority role of cash payments and guarantees in the organization’s social responsibility strategy have been identified. At the same time, the main principle in the development of policy aimed at social development of staff should be targeted consideration of the needs of employees. The principle of targeting to determine the level of staff satisfaction should be the main one for evaluating the effectiveness of work in this direction. In addition, the authors point to the need to use modeling and forecasting the prospects of social innovations in order to achieve sustainable development in the long term.
32
Eremina, Irina Yu, Arsen S. Abdulkadyrov, and Georgy O. Eyrikh. "Formation of an innovative type of employment in oil and gas companies." Market Economy Problems, no. 2 (2021): 82–90. http://dx.doi.org/10.33051/2500-2325-2021-2-82-90.
Full textAbstract:
Subject/topic. At the present stage of both global and national economic development, there are a significant number of factors that have a significant impact on key areas of human activity, particularly, the development of globalization, increasing the standard and pace of life, intensive digitalization of the economies of the world, which lead to a change in labor relations and workforce management processes. In this connection, the active development of innovative technologies has led to the formation of a completely new type of activity - innovative employment. Goals/objectives. The aim of the study is to determine the features of the formation of an innovative type of employment in oil and gas companies. The object of the research is the theoretical concepts of employment. The subject of this research is the formation of an innovative type of employment in oil and gas companies. Results. The authors summarize the outcomes formed as a result of the analysis of the level of qualification of personnel of oil and gas companies, and suggest the active implementation of professional development programs.
33
Serdarova, Maya, Irina Galeeva, Danila Egorov, Danil Burkeev, and Andrey Zheleznov-Lipets. "Challenges of an innovative economy in the context of the growing competitiveness of the information services sector." E3S Web of Conferences 274 (2021): 10016. http://dx.doi.org/10.1051/e3sconf/202127410016.
Full textAbstract:
In the century of the global information society and innovation economy, the introduction of modern computer and telecommunication technologies in almost all spheres of human life and activities, has led to the formation of a single space using information services. In the context of information development in an innovative economy, information is becoming an increasingly important and integral part of every competitive company. In innovation economics, this component is becoming the subject of the rapid development of communications, telecommunications, computer and information technologies. By increasing information and intellectual abilities in various market spheres of economic activity of companies, an innovative economy increases its competitive advantages and, consequently, its competitive potential, since its elementary composition receives multilateral economic, personnel, organizational and information support. Information services are considered one of the most promising areas of an innovative economy and their further development is based not only on the timely creation, but also on the implementation of innovations.
34
Crowley, Kathleen A., Ronnie Myers, Halley E. M. Riley, Stephen S. Morse, Paul Brandt-Rauf, and Robyn R. M. Gershon. "Using Participatory Action Research to Identify Strategies to Improve Pandemic Vaccination." Disaster Medicine and Public Health Preparedness 7, no. 4 (June 7, 2013): 424–30. http://dx.doi.org/10.1017/dmp.2013.72.
Full textAbstract:
AbstractObjectiveDeveloping and implementing effective strategies to increase influenza vaccination rates among health care personnel is an ongoing challenge, especially during a pandemic. We used participatory action research (PAR) methodology to identify targeted vaccination interventions that could potentially improve vaccine uptake in a medical center.MethodsFront-line medical center personnel were recruited to participate in 2 PAR teams (clinical and nonclinical staff). Data from a recent medical center survey on barriers and facilitators to influenza (seasonal, pandemic, and combination) vaccine uptake were reviewed, and strategies to increase vaccination rates among medical center personnel were identified.ResultsFeasible, creative, and low-cost interventions were identified, including organizational strategies that differed from investigator-identified interventions. The recommended strategies also differed by team. The nonclinical team suggested programs focused on dispelling vaccination-related myths, and the clinical team suggested campaigns emphasizing the importance of vaccination to protect patients.ConclusionsPAR methodology was useful to identify innovative and targeted recommendations for increasing vaccine uptake. By involving representative front-line workers, PAR may help medical centers improve influenza vaccination rates across all work groups. (Disaster Med Public Health Preparedness. 2013;0:1–7)
35
Масленникова, Надежда, Nadezhda Maslennikova, И. Масленников, and I. Maslennikov. "Organization of Dynamic Social Interaction in the Process of Innovative Activity." Management of the Personnel and Intellectual Resources in Russia 7, no. 1 (March 26, 2018): 17–22. http://dx.doi.org/10.12737/article_5a9ced830f61b1.81801539.
Full textAbstract:
The purpose of the article is to compare the classical principles of personnel management of a multifunctional team to maintain harmonious social and labor relations in the innovation process. Studies of various models show the necessity to consider the team of innovators as the most effective form of innovation activity, and the principles of Follett M. are most suitable for organizing dynamic social interaction in a team aimed at increasing the effectiveness of an innovative project. Implementation of collective responsibility for an innovative project that is carried out by a multifunctional team strengthens group interaction and promotes interpenetration and creation of new ideas. Leadership should be based not on power, but on the interaction of the leader and partners. In order to organize and develop social partnership, it is necessary to involve workers in management and replace enforcement with integration, which allows not only to strengthen joint actions, but also to resolve group conflicts.
36
Dorton, Stephen, Scott Tupper, and LeeAnn Maryeski. "Going Digital: Consequences of Increasing Resolution of a Wargaming Tool for Knowledge Elicitation." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 61, no. 1 (September 2017): 2037–41. http://dx.doi.org/10.1177/1541931213601988.
Full textAbstract:
Wargaming is used to facilitate Knowledge Elicitation (KE) during design thinking events for the development of advanced concepts. These wargaming sessions follow brainstorming and consensus building exercises where diverse teams of end users and technical personnel enumerate and vote on innovative features to develop into new systems, or for innovative means to leverage and exploit existing technologies. A tabletop, turn-based board game was used to conduct these wargaming sessions for vetting concepts; however, the time required to execute and evaluate (process) each turn led to the development of a digital version of the game where the mechanics of moving certain game pieces was automated. Although increasing technology levels of tools and processes is generally viewed as an upgrade, unintended consequences of introducing technologies into systems can and do occur. An assessment was performed to empirically assess the effectiveness of the digital version of the simulator. User perceptions were captured with a questionnaire, and user behaviors with the tool were captured through observational methods. The digital wargaming platform succeeded in reducing the amount of time dedicated to process each turn of gameplay; however, there was no observed gain in perceived utility of the new digital tool, nor any observed increase in the quality or quantity of KE. Future research efforts will aim to empirically measure the quantity and quality of discussion during gameplay.
37
Rimskaya, O., and V. Kranbihler. "How to Motivate the Russian Researcher to High Scientific Achievements?" Management of the Personnel and Intellectual Resources in Russia 9, no. 6 (January 28, 2021): 27–34. http://dx.doi.org/10.12737/2305-7807-2021-27-34.
Full textAbstract:
The increasing competition in world markets, the development of high-tech industries based on the latest scientific achievements entail additional innovations to maintain a competitive level of goods, works and services, and to accelerate scientific and technological progress. To achieve results and economic growth in the context of sanctions, the state and large companies need to form new principles of personnel management and systematically stimulate scientific activity. The authors have proposed criteria for evaluating the results of scientific activities in order to stimulate the efforts of scientists financially by setting a premium for their scientific degree. Unlike university professors, scientists in industry do not receive guaranteed allowance. The mechanism of formation of the allowance is based on the fulfillment of a set of criteria and has not only a stimulating function, but also a strategic one - increasing the publication activity of employees and creating an innovative image of the organization through the accumulation of scientific potential. The mechanism is especially relevant for innovative enterprises of high-tech industries in Russia.
38
BURKYNSKYI, B. V., O. I. LAIKO, and N. L. SHLAFMAN. "STRATEGIC DIRECTIONS FOR INCREASING THE PRODUCTIVITY OF ENTREPRENEURIAL ACTIVITY IN UKRAINE." Economic innovations 22, no. 4(77) (December 20, 2020): 7–18. http://dx.doi.org/10.31520/ei.2020.22.4(77).7-18.
Full textAbstract:
Topicality. The growing urgency of the problem of productivity of entrepreneurial activity increasing today is substantiated by the fact that in the world due to the paradigm of sustainable development a new direction is formed - the use of innovative sources of economic growth, with full support for productive innovative entrepreneurial activity. According to the fact that Ukraine is also on the path of innovative economic development, in recent years a number of legal documents have been adopted in order to promote comprehensive employment, high labor costs, accumulation of human and social capital, development of entrepreneurial activity, strengthening middle class, raising social standards and guarantees. However, there is still no systematic view on how to solve the problem of the productivity increasing ofentrepreneurial activity, which is the basis for sustainable innovative development of any country. Aim and tasks. The purpose of the article is to determine the strategic directions of business productivity in Ukraine within the state regulation of the business environment, which requires the following tasks: to explore trends and identify key issues of business productivity, which will identify strategic areas of business productivity, which should be considered as a means of solving existing problems. Research results. A comparative analysis of the economic productivity of the EU, the USA, Japan and Ukraine has shown that there is a common tendency for all countries of its reduction, which caused by the factor of deindustrialization. The study of business productivity in Ukraine that is expressed as gross value added at constant prices revealed that the indicator "sales per 1 employee" does not give an idea of the real productivity of enterprises, because this indicator is the result of activity of scope of enterprises, namely � of the company itself and its suppliers. In this case, the further the company in the technological chain, the greater sales volume is and the less this indicator reflects the real productivity of the enterprise. The relatively high productivity of domestic enterprises at value added is actually offset by the high costs of enterprises from other operating and other ordinary activities (especially under the COVID-19 pandemic influence and as a result from other emergencies) and, as a result, profitability from all activities of enterprises is low. It is revealed that the technological gap between Ukraine and developed countries is deepening every year, which requires formation of an innovative model of high-tech development. This, in turn, requires stimulating of the development of industrial sector, especially processing and manufacturing branches, as a basis for creating of high-tech jobs, increasing productivity and as the locomotive of growth for other sectors of the economy. It is proved that in order to increase the productivity of entrepreneurship, a comprehensive mutually agreed improvement of the state tax, credit-financial, scientific-technological, personnel, social policy and restoration of the state industrial policy is urgently needed. A system of strategic directions for increasing of the productivity of entrepreneurial activity has been developed, the criterion for the implementation of which is the growth of value added from its implementation at the level of not less than 5% per year. Conclusion. The article proves that achieving of productivity growth of entrepreneurial activity in our country is possible due to the formation of favorable conditions through the introduction of organizational and economic instruments of financial and credit, tax, scientific and technological, personnel, social, industrial policy for state support of business structures capable of producing knowledge-intensive products with a high content of added value, creating of an appropriate investment climate, ensuring the reduction of Ukraine's technological gap comparing with countries- technological leaders, which is necessary for its integration into the global economic space on a parity basis. Indicators of such a favorable environment can be the following: the formation of the optimal level of tax burden on business structures; formation of the optimal level of availability of borrowed funds for business structures; growth of the share of industrial business structures that implement technological innovations; growth in the number of introduced new technological processes and innovative products; reducing of share of the depreciated fixed assets on industrial enterprises.
39
Ilyashenko, V. V. "The Human Factor in the Development of Agriculture in Russia in Modern Conditions." E3S Web of Conferences 254 (2021): 10022. http://dx.doi.org/10.1051/e3sconf/202125410022.
Full textAbstract:
The article reviews the role of the human factor in the development of agriculture in modern Russia. The system of education of agricultural personnel and the specifics of workers employed in the agricultural sector are characterized. The article emphasizes the need to improve the quality of education as an integral condition for the innovative development of agriculture. There is a relatively low, in comparison with workers in other sectors of the Russian Federation, the level of wages both in the agricultural sector and in the field of training agricultural personnel. The author analyzes the influence of the monopsony nature of the labor market in the agricultural sector on the low level of wages. The data showing the insufficient financing of the sphere of training of agricultural workers are given. The measures are given, which are necessary both for the development of research work of students and for increasing the level of their professional training. The system of training scientific personnel in the agricultural sphere of activity is analyzed. The article characterizes the financial condition of agricultural organizations and its influence on solving the problems of stimulating labor in agricultural production. The author gives conclusions and proposals for the development of a system for training qualified personnel employed in the agricultural sector.
40
Kholiavko, Nataliia, Olha Popelo, Anatolii Melnychenko, Marta Derhaliuk, and Liudmyla Grynevych. "The Role of Higher Education in the Digital Economy Development." Revista Tempos e Espaços em Educação 15, no. 34 (January 18, 2022): e16773. http://dx.doi.org/10.20952/revtee.v15i34.16773.
Full textAbstract:
The purpose of the article is to study the role of higher education in the development of the digital economy. To achieve the goal, the authors used the methods of analysis and synthesis; content analysis; scientific abstraction and systematization. The authors conclude that promising areas for strengthening the positive impact of higher education on the development of the digital economy are: improving dual education to provide the national economy with personnel capable of innovative thinking and action; introduction of lifelong learning programs, short-term highly specialized training programs; formation of information and innovation cultures in society; generation of innovative ideas and their commercialization in the real sector of the economy; supporting the development of innovation and information infrastructures; support for youth innovation projects; increasing the level of the English language proficiency in order to expand the opportunities for participation of universities in international research and educational projects.
41
GRYSHCHENKO, I. V., and V. F. GRYSHCHENKO. "THE INNOVATIVE POTENTIAL OF HUMAN RESOURCES:THE THEORETICAL ASPECT." Economic innovations 22, no. 4(77) (December 20, 2020): 48–60. http://dx.doi.org/10.31520/ei.2020.22.4(77).48-60.
Full textAbstract:
Topicality. Today the ability to create and apply innovative technologies largely determines the competitiveness of both individual economic entities and the economy as a whole, ensuring the economic power of the state and the prosperity of its citizens. One of the most urgent tasks in Ukraine today is the introduction of such an approach to the management system of innovative potential of human resources, which could ensure a sufficiently high level of development of the market of innovative technologies, combining economic interests of the state and business with interests of employees and society as a whole. In turn, it will increase the country's innovation potential. Aim and tasks. This research aims to improve the theoretical and methodological provisions for defining the economic essence of the concept of "innovative potential of human resources" as one of the main components of innovation potential. Under the aim, the following tasks were identified: 1) to explore the definitions of some economic categories that preceded the emergence of the concept of "innovative potential of human resources"; 2) to determine the main aspects of increasing the human role in the modern economic system; 3) to offer the author's approach to the definition of such a category as "innovative potential of human resources"; 4) to consider the basic structural elements of the innovative potential of human resources. Research results. The definitions of some economic categories that preceded the emergence of the concept of "innovative potential of human resources" were explored in this article. The results of our analysis show that we can identify six main aspects of increasing the role of man in the modern economic system: innovative, economic, administrative, social, political, and psychological. The category of "innovative potential of human resources" we mean as a set of interconnected both quantitative and qualitative characteristics, opportunities, intellectual and creative abilities of personnel that can be realized in specific economic, social, political, historical, organizational, technical, and spiritual conditions to ensure the achievement of the goals of innovative development of economic entities (countries) in order to make a profit and/or achieve certain social effects. The innovative potential of human resources can be considered at the level of the country, territory, business entity, and individual employee and consist of such basic structural elements as a physiological, educational, intellectual, professional, and socioeconomic component. The state of development of the innovative potential of human resources, depending on the level, can be characterized by several special indicators. These components, in our opinion, have priority in the formation, use, and restoration of innovative potential of human resources, which allows us to offer them as a basis for its economic evaluation. Conclusion. The results of our research allowed us to draw the following conclusions: 1) innovative potential of human resources as a structural element of economic and innovative potentials of the territory determines the formation, use, and development of other components of such a system; 2) the author's approach to the definition of innovative potential of human resources is offered in the work, which we mean a set of interconnected both quantitative and qualitative characteristics, opportunities, intellectual and creative abilities of personnel that can be realized in specific economic, social, political, historical, organizational, technical and spiritual conditions to ensure the achievement of the goals of innovative development of economic entities (countries) in order to make a profit and/or achieve certain social effects; 3) for the development of the innovation system it is necessary to constantly increase the level of innovative potential of human resources, maintaining and developing it. Further research in this area will allow us to identify the main problems and develop recommendations, on that base, to increase the level of innovative potential of human resources in the context of the development of the market of innovative technologies in Ukraine.
42
Bogatyrov, O., О. Baula, О. Liutak, and N. Galaziuk. "CONCEPTUAL FOUNDATIONS OF FINANCIAL SUPPORT FOR INCREASING THE INNOVATIVE COMPONENT OF UKRAINE’S INTERNATIONAL COMPETITIVENESS." Financial and credit activity: problems of theory and practice 1, no. 36 (February 17, 2021): 341–50. http://dx.doi.org/10.18371/fcaptp.v1i36.227988.
Full textAbstract:
The article describes the dynamics of Ukraine’s position in the Global Innovation Index for 2015—2019. It is revealed that the domestic economy has a high educational and scientific potential, is able to produce various innovations in the form of ideas, scientific developments, patents; the bottlenecks of Ukraine in the state of innovative development are the state of cluster development, the share of foreign direct investment in GDP, the online service of the government, the use of information and communication technologies, the availability of joint agreements on strategic alliances, the state of domestic lending to the private sector, the export of goods of the creative economy, the volume of microfinance loans, the presence of firms offering formal training, the state of cooperation between universities and production, agreements with venture capital. It is proved that the problem of improving the financial mechanism for ensuring innovation processes in the economic system of Ukraine requires a priority solution. Developments on increasing the innovative component of increasing Ukraine’s international competitiveness are impossible without adequate financial support. The article examines the foreign experience of state support for innovation activities. It is revealed that in developed countries — the world’s leading innovation leaders, public policy provides for direct funding of scientific research and through tax measures encourages private sector R&D spending. The concept of financial support for increasing the innovative component of Ukraine’s international competitiveness, which should be implemented at the strategic, tactical and operational levels, is proposed. To ensure a sustainable level of international competitiveness of the country through increasing the innovation component, it is important to implement a system of measures to monitor threats even at the stage of their origin and prevent the spread of their negative impact. Therefore, the methods and tools for implementing the proposed concept contain components of threat prevention: economic (tax incentives; transfers ;direct budget investments; grants; concessional lending; cooperation with foreign institutions, etc.), organizational (development of innovative infrastructure; consulting assistance; personnel support; creation of clusters using the potential of education, business, government, public; creation of regional clusters with innovation and industry production, etc.), institutional (techno parks, business incubators, analytical centres, etc.), regulatory (strategies, concepts, plans, programs) and social levers (conducting business trainings, implementing joint social projects, etc.).
43
Tolysbayev, Baurzhan, Talgat Uteubayev, and Gulnur Amirova. "Network Interaction of Science, Education and Production." MATEC Web of Conferences 297 (2019): 08003. http://dx.doi.org/10.1051/matecconf/201929708003.
Full textAbstract:
The study examines the scientific, educational and production network, which is a systematic activity for the development of innovative educational programs as a kind of joint capital of industrial enterprises, scientific organizations and educational institutions, which is the basis for the development of all own capital of participants of such network interaction. Mechanism of network interaction within the framework of scientific, educational and production network on the basis of the paradigm of “open” innovations is associated with the creation of conditions for the development of innovative capital of the network entities, training of highly qualified personnel of пeneral and vocational education with the necessary competencies in the field of generation and dissemination of new knowledge, as well as improving the effectiveness and efficiency of the entities in the course of the scientific, educational and production network. Research was composed to measure variation in the economic development and innovation in Kazakhstan required in times of increasing global competition.
44
Руслана Майстро and Дарина Назаренко. "MANAGEMENT INNOVATION AS A FACTOR OF INCREASE COMHLTITIVENESS OF ENTERHRISES." Bulletin of the National Technical University "Kharkiv Polytechnic Institute" (economic sciences), no. 1 (December 28, 2021): 95–98. http://dx.doi.org/10.20998/2519-4461.2020.1.95.
Full textAbstract:
The essence of managerial innovations is determined and the problematic aspects of innovative management in Ukrainian enterprises under modern conditions are highlighted. The question of introduction of managerial innovations as a factor of increasing the competitiveness of enterprises in developed countries is analyzed. The ways of increase of competitiveness of the Ukrainian enterprises on the basis of introduction of managerial innovations are offered. Fundamentally new generations of equipment require adequate technological forms of production organization and management methods. The role of strategic management in the critical moments of the formation of new directions and generations of technology increases sharply. Their development, development, and distribution are associated with the breaking of proportions and existing ideas of technological, economic, and psychological restructuring. We need new (innovative) strategic management solutions to overcome the force of inertia, support the new, go to a radical restructuring of the areas of development, production and application of technology, the organization of the production process and personnel management.
45
Gerauf, Yu V., and N. I. Glotova. "ORGANIZATION OF THE SYSTEM OF EDUCATIONAL SUPPORT OF AIC OF ALTAI KRAI." Economics Profession Business, no. 2 (June 11, 2021): 29–35. http://dx.doi.org/10.14258/epb202119.
Full textAbstract:
In modern conditions, the development of agriculture is possible only with the availability of personnel who have a high professional level. The problem of attracting highly qualified specialists to the industry who are able to use the achieved scientific, technical and innovative potential of agricultural producers remains very urgent at the moment. Financial support from the state, stimulating payments, diversification of production, the emergence of digital technologies increase the prestige of work in agriculture, thereby making the agricultural sector attractive.
The article assesses the formation of a complex of measures to organize a system of educational support for the agro-industrial complex on the materials of the Altai Territory. The authors disclosed the reasons for the «staff shortage» in the region’s agriculture, analyzed the financing of measures aimed at increasing the personnel potential of the agro-industrial complex of the region. The role of the Agrarian University and the Altai Institute for Advanced Studies in the training of highly qualified personnel for agriculture through state funding of educational programs is noted.
Recommendations on the formation of staffing for innovation in the agro-industrial complex with the use of tools of comprehensive state support, which will improve the competitiveness and attractiveness of the agrarian sector in the region, are proposed.
46
Laiko, O. I., V. S. Ivanchenkov, and I. V. Strutynska. "THEORETICAL BASES OF THE INNOVATIVE ACTIVITY OF THE CANNING ENTERPRISE RESEARCH." Economic innovations 19, no. 1(63) (April 24, 2017): 139–44. http://dx.doi.org/10.31520/ei.2017.19.1(63).139-144.
Full textAbstract:
It is considered the essence of the terms of innovations and innovative activity of the canning industry enterprise, on example of enterprises of the Ukrainian Black Sea region. It is improved the classification of types of innovations and innovative processes for canning enterprises, by allocating relevant classification groups, that are actual in the aspect of modern scientific and practical approaches. The economic essence of the category of innovative susceptibility of enterprises is determined. According to the modern requirements and challenges that arise in the process of transformation of the national economic system it is determined the need of update of the theoretical basis for the study of innovation processes, and it is proved the necessity of formulation of the objective definitions and classifications of innovations, of the types of innovation activities that make key-point in the research process of the current realities of economic development. As a result of the research of various types and definitions of innovations, it is established that the most important for the analyzing process of innovations for enterprises in the canning industry are such classifications, which are based on the degree of participation in the production process (production and non-productive innovations: administrative, in other processes of internal management, in the processes of supply-sales, in circulation processes, financial services), on the functional purpose of innovations (production and technological, personnel, economic, logistic, marketing, financial, investment, infrastructure innovations). The definition of innovations for canning enterprises is given in the article, it is developed the classification of types of innovation for the canning enterprise that is oriented on objective features and distinguishes of the innovation process, which is actually carried out by domestic enterprises that allows to take into account the aspect of actuality.
47
Болдырев, В. С. "PERSONNEL MOTIVATION SYSTEM ON THE EXAMPLE OF THE RESEARCH AND PRODUCTION ENTERPRISE OF THE PAINT AND PAINT INDUSTRY." Organizer of Production, no. 3 (February 9, 2022): 43–51. http://dx.doi.org/10.36622/vstu.2021.89.31.005.
Full textAbstract:
Введение. Опытные руководители знают, как много зависит от квалификации и правильной расстановки кадров на предприятии. Однако в последнее время далеко не все уделяют этому должное внимание. В предлагаемой статье описывается комплексный подход в решении вопросов кадровой политики наукоемкого предприятия лакокрасочной отрасли, который может быть интересен научно-техническим организациям, занимающимся разработкой и продвижением наукоемких инновационных технологий и продукции. Данные и методы. Основные методы исследования - теоретические и практические методы, с помощью которых проводилось исследование: методы системного анализа, экономические методы анализа информации, методы экспертных оценок. В статье приведены результаты развития Научно-производственного объединения «Лакокраспокрытие» по инновационному пути (модернизация производства и всей структуры предприятия). При развитии предприятия по инновационному пути пришлось не только заниматься новыми или улучшенными продуктами, значительно увеличив ассортимент, но и менять организационную структуру и систему мотивации персонала. Была разработана методика мотивации персонала, его карьерного роста с возможностью подготовки кадров, а также повышения их квалификации. Полученные результаты. В статье освещены ключевые аспекты комплексной кадровой политики НПО «Лакокраспокрытие», основной принцип которой заключается в обеспечении современного обновления и сохранения количественного и качественного состава кадров, его развития в соответствии с потребностями предприятия, требованиями действующего законодательства и состоянием рынка труда. Показано применение изложенного подхода при функционировании предприятия, а также приведены данные по экономическим показателям при развитии всего научно-производственного предприятия по инновационному пути. Выводы. Правильный выбор и своевременная реализация эффективной кадровой политики представляет собой серьезную работу по настройке сложнейшего механизма эффективного функционирования коллектива, который непосредственно влияет на темпы средне- и долгосрочного развития предприятия. Для решения указанной задачи необходима ежедневная, серьезная работа по выстраиванию всего комплекса производственных отношений, базирующихся на достижении не только организационных, но и индивидуальных целей. Introduction. Experienced managers know how much depends on the qualifications and the correct placement of personnel in the enterprise. Recently, however, not everyone has been paying due attention to this. The proposed article describes an integrated approach to solving the issues of personnel policy of a science-intensive enterprise in the paint and varnish industry, which may be of interest to scientific and technical organizations engaged in the development and promotion of science-intensive innovative technologies and products. Data and Methods. The main research methods are theoretical and practical methods with the help of which the research was carried out: methods of system analysis, economic methods of information analysis, methods of expert assessments. The article presents the results of the development of the Research and Production Association «Lakokraspokrytie» along the innovative path (modernization of production and the entire structure of the enterprise). With the development of the enterprise along an innovative path, it was necessary not only to deal with new or improved products, significantly increasing the range, but also to change the organizational structure and personnel motivation system. A methodology was developed to motivate personnel, their career growth with the possibility of training personnel, as well as improving their qualifications. The results obtained. The article highlights the key aspects of the complex personnel policy of NPO «Lakokraspokrytie», the main principle of which is to ensure modern renewal and preservation of the quantitative and qualitative composition of personnel, its development in accordance with the needs of the enterprise, the requirements of the current legislation and the state of the labor market. The application of the stated approach in the functioning of the enterprise is shown, as well as data on economic indicators in the development of the entire research and production enterprise along the innovative path. Conclusions. The correct choice and timely implementation of an effective personnel policy is a serious work on setting up the most complex mechanism for the effective functioning of the team, which directly affects the pace of medium and long-term development of the enterprise. To solve this problem, daily, serious work is required to build the entire complex of industrial relations based on the achievement of not only organizational, but also individual goals.
48
A. Bogatenkov, S., V. A. Belevitin, and M. L. Khasanova. "Risk Management Based on Model of Competences when Introducing Innovative Information Technology." International Journal of Engineering & Technology 7, no. 4.38 (December 3, 2018): 78. http://dx.doi.org/10.14419/ijet.v7i4.38.24324.
Full textAbstract:
Economic expediency and attractiveness of life quality improving are accompanied by risks of increasing instability and possible collapse of the world system. Forecasts of the labour market change connected with automation of working places and mass unemployment cause concerns. The task of risk management in the personnel training system for introduction of new information technology is considered. The purpose of the research is development of the methodology based on the models of competences including requirements for safe application of information-measuring systems, as well as for an education level, work experience and permit-to-work documents in new conditions. A complex of new mathematical models, methods and technologies providing safety of the process of information technology introduction owing to the systemic approach to risk minimization is taken as a basis of the methodology. Invariant models provide economic effectiveness of processes of designing the system of safety and planning of educational paths. Models of personal paths of development and classes of competences provide didactic safety. Decision-making methods provide information, psychological, social and economic safety of the process of information technology introduction. The methodology is realised when introducing distance learning technologies in educational organisations of Chelyabinsk and the Chelyabinsk region.
49
Гайнутдинов and Ilgizar Gaynutdinov. "ROLE OF AGRIBUSINESS STAFFING IN IMPROVING THE EFFICIENCY OF LAND RESOURCES." Vestnik of Kazan State Agrarian University 9, no. 1 (September 7, 2014): 5–10. http://dx.doi.org/10.12737/3799.
Full textAbstract:
As we know, the level of organization and efficiency of agricultural production depends on provision of highly qualified specialists. Nowadays, we oversee a shortage of qualified personnel in the agribusiness of the Republic of Tatarstan. Increasing the agricultural products output, on the one hand, and lack of managerial staff in the agricultural enterprises, on the other hand, cause increasing the loading on industry experts, which drastically reduces their motivation to work and efficiency of industrial process control. All this leads to a decrease in efficiency of agricultural production. Studies show, that agribusiness personnel security system depends on their training and retraining in the higher educational institutions, on focused work of personnel services at various levels, on the level of wages, on satisfaction of specialists in social and economic conditions of labor, on output and load to one specialist. Agricultural enterprises do not use standard method for determining the needs of industry professionals. According to nominally - standard method in 2012, the plant industry needed in 1533 agronomists, but according to the information of personnel department of the Ministry of Agriculture of the Republic only 634 agronomists worked in the Republic, that was 41.3% of the estimated quantity. This has led to an expansion of the load on a single specialist, which reduced the efficiency of management, timely execution of processes for organizational reasons and low yields. The loss of crop production averaged in thе Republic was 648 863.600 rubles, that is equivalent to 119 276.3 tons of grain. The shortage of highly qualified personnel in rural areas, their low fixability, degradation qualitative and quantitative human capacity can be eliminated by the development and adoption at the federal and regional levels the targeted program of agribusiness staffing and develop guidelines and criteria for personnel policy. Social and economic activities, that promote security personnel include: material incentives increase, improvement of living conditions, the introduction of new forms of work organization, compliance labor intensity, professional and qualitative promotion of workers. The studies have shown that: an objective approach at making appointments to executive positions; use of personnel reserve; introduction of innovative technologies into the production; improvement of specialists remuneration systems; creation of a single automated system of personnel monitoring in agribusiness; improvement living conditions and higher wages of specialists - are the main measures, facilitating to consolidation of professionals in rural areas. All these measures will have maximum impact and benefit only in joint implementation by the owners of agricultural enterprises and government agribusiness agencies.
50
Abramchuk, Alexey, Mariya Kozub, Natalia Pashinova, Ksenia Abrosimova, and Georgy Moskul. "Innovative approaches in the implementation of the Aquatic bioresources and aquaculture direction at Kuban state University." E3S Web of Conferences 210 (2020): 07001. http://dx.doi.org/10.1051/e3sconf/202021007001.
Full textAbstract:
The Department of aquatic bioresources and aquaculture of Kuban state University trains students in the direction of 35.03.08 Aquatic bioresources and aquaculture (bachelor's degree), profiles Ichthyology and Aquaculture; 35.04.07 Aquatic bioresources and aquaculture (master's degree), orientation (profile) Ichthyology; 06.06.01 Biological Sciences (training of highly qualified personnel), profile 03.02.06 Ichthyology. An integral feature of a trained specialist, whose qualifications meet the current labor market conditions, is the acquisition of a set of research competencies in the field of fisheries science and production. The increasing inclusion of the research approach in the period of training, production practices and implementation of specialized disciplines, together with the educational approach, allows students to develop the necessary intellectual and creative thinking of students. Individual students with their works became winners and prize-winners in the all-Russian competition of the Final qualifying work’s in the field of Aquatic bioresources and aquaculture.