Добірка наукової літератури з теми "Increasing the innovative susceptibility of personnel"

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.

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.

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.

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.

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.

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.

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.

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.

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.

Дисертація на здобуття наукового ступеня доктора філософії за спеціальністю 073 – Менеджмент (07 – Управління та адміністрування). – Національний технічний університет "Харківський політехнічний інститут" Міністерства освіти і науки України, м. Харків, 2019. Роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин Національного технічного університету "Харківський політехнічний інститут" Міністерства освіти і науки України. З дисертацією можна ознайомитись у бібліотеці Національного технічного університету "Харківський політехнічний інститут" за адресою: 61002, м. Харків, вул. Кирпичова, 2. Об'єктом дослідження є новітні процеси формування інноваційного потенціалу на промислових підприємствах галузі промислової автоматики України на основі підвищення інноваційної сприйнятливості персоналу. Предметом дослідження є сукупність теоретичних, методичних і практичних положень і розробок, що впливають на інноваційну сприйнятливість персоналу промислового підприємства галузі промислової автоматики. Дисертаційне дослідження присвячене застосуванню інновацій в структурі управління персоналом на ринку промислової автоматики і переймання європейського досвіду управління. Розглянуто передовий світовий досвід щодо формування комерційної структури на ринку промислової автоматики. Проаналізовано тенденції розвитку комерційного відділу, відділу навчання персоналу, основні напрямки та методи управління кадрами. Інтегральним результатом дисертаційного дослідження є розроблення та наукове обґрунтування концептуальних положень, теоретичних засад, методичних та практичних рекомендацій щодо формування підходів до підвищення інноваційної сприйнятливості персоналу на промислових підприємствах, зокрема на ринку промислової автоматики. На підставі цього інноваційні впровадження мають позитивний результат та призводять до підвищення прибутку підприємства. При вирішенні завдань наукового дослідження застосовано: методи аналізу, системного підходу, логічного, експертних оцінок, порівняльного та графічного аналізу, індексний, сценарний підхід, графоаналітичний, економіко-математичного та параметрично-індексного моделювання. У вступі обґрунтовано актуальність задач дослідження, показано зв'язок роботи з науковими програмами, планами, темами, наведена наукова новизна та сформульоване практичне значення отриманих результатів. В першому розділі здійснено огляд світових тенденції інноваційного розвитку. Представлено та обґрунтовано понятійний апарат формування організаційно-економічних засобів щодо розвитку інноваційної сприйнятливості персоналу. Комплексна система взаємодії факторів організаційно-управлінської системи яка має синергетичний ефект від забезпечення інноваційної сприйнятливості персоналу на основі цільової розробки інтерактивних заходів даного підвищення. Сформована концептуальна схема забезпечення інноваційної сприйнятливості орієнтації підприємства на інноваційних ринках. У другому розділі представлено аналіз тенденцій і стратегій розвитку передових зарубіжних і українських компаній, на зарубіжному і українському ринку промислової автоматики. Аналіз системи управління персоналом українських компаній галузі промислової автоматики. Запропоновано його форми, методи збору, аналізу та узагальнення результатів за поданням об'єктивних значень впливу підсистем системи управління персоналом підприємств на рівень інноваційної сприйнятливості персоналу. Обґрунтовано необхідність розвитку інноваційно-інформаційного забезпечення підсистем системи управління персоналом на основі розвитку корпоративних систем інтерактивної орієнтації за вектором інноваційної сприйнятливості. Представлені перспективи щодо підвищення інтеграції конструкторсько-технологічних і комерційно-збутових рішень щодо вдосконалення орієнтації організаційно-управлінської структури на підвищення інноваційної сприйнятливості персоналу. В третьому розділі обґрунтовано захід з інноваційно-інформаційного забезпечення розвитку і орієнтації організаційно-управлінської структури та системи управління персоналом за вектором інноваційної сприйнятливості персоналу. Запропоновані індекси інформаційності. Запропоновано алгоритм методичного підходу щодо орієнтації організаційно-економічних умов підвищення інноваційної сприйнятливості потенціалу системи управління персоналу в рамках організаційно-управлінської системи на основі інноваційної орієнтації персоналу. Вдосконалено формат підсистем і функцій системи управління персоналу в ТОВ "ВО ОВЕН". Проведено порівняльний аналіз підвищення рівня інноваційної сприйнятливості персоналу для українських підприємств зокрема по компанії ТОВ "ВО ОВЕН". Обґрунтовано і представлені типові корисні ефекти від підвищення інноваційної сприйнятливості потенціалу системи управління персоналу. Сформована комплексна індекс параметричну модель. Запропоновані індекси-вимірювачі. Результати досліджень дозволили отримати низку наукових результатів: - вперше запропоновано підхід до формування організаційно-економічних засобів управління інноваційною активністю персоналу на основі вектору впровадження заходів цільового комплексу інноваційної сприйнятливості системи управління персоналом, який на відміну від існуючих дозволяє системно та безперервно формувати потенціал системи управління персоналу на підставі односпрямованих цільових заходів, підвищувати інноваційну сприйнятливість персоналу промислових підприємств в умовах забезпечення їх ефективності на інноваційних ринках; - підхід до обґрунтування та систематизації комплексу факторів, які впливають на підвищення інноваційної сприйнятливості персоналу, з урахуванням специфіки галузі промислової автоматики, що дозволяє на відміну від попередніх узагальнень врахувати синергетичний ефект від забезпечення організаційно-управлінської складової роботи персоналу на основі цільової розробки інтерактивних заходів даного підвищення; - методичний підхід до аналізу системи управління персоналом підприємства, який дає можливість здійснювати системну орієнтацію її підсистем і функцій на основі вектору інноваційної сприйнятливості, що на відміну від існуючих містить систему вимірників їх впливу на інноваційну активність персоналу, що дозволяє розробляти цільові організаційно-управлінські заходи з діагностики стану і підвищення ефективності індивідуальної участі персоналу в інноваційній діяльності підприємства з урахуванням специфіки галузі промислової автоматики; - систему цільового формування інформаційно-комунікативних корпоративних мереж з точки зору розвитку їх рівня інноваційної сприйнятливості персоналу, яка на відміну від існуючих стимулює і посилює цільову орієнтацію комунікативних функцій систем управління персоналом та забезпечує підвищення ефективності використання інноваційно-інформаційної складової їх підсистем, що сприяє підвищенню конкурентоздатності підприємства галузі промислової автоматики; дістали подальшого розвитку: - підхід до підвищення інноваційної сприйнятливості персоналу комерційної служби підприємства галузі промислової автоматики, який на відміну від існуючого дозволяє забезпечити стратегію підвищення ефективності продажів за рахунок готових рішень по типу "finished solution" без використання системних інтеграторів в умовах розвитку інноваційних ринків, що дає можливість підвищити прибуток підприємства; - модель взаємодії організаційно-економічних і управлінських засобів підвищення інноваційної сприйнятливості персоналу підприємства галузі промислової автоматики на інтерактивній основі, яка дозволяє форматувати склад підсистем системи управління персоналом з урахуванням специфіки інноваційної стратегії підприємства, що на відміну від існуючих моделей дозволяє системно орієнтувати дані засоби на підвищення інноваційної сприйнятливості персоналу і розвитку інноваційних ринків промислової автоматики. Зв'язок роботи з науковими програмами, планами, темами: дисертаційну роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин НТУ "ХПІ" МОН у межах господарсько-договірної науково-дослідної роботи К6705 "Дослідження організаційно-економічних проблем з підвищення інноваційної сприйнятливості підприємств до нових технологій" (№ДР 0118U002012). Практичне значення одержаних результатів полягає в тому, що теоретичні, методологічні та методичні положення, висновки і рекомендації дисертаційної роботи доведені до рівня практичних розробок та впроваджені в діяльність підприємств Харківської області: ТОВ "ВО ОВЕН" (АКТ № 23/04-18 від 23.04.2018 р.), ТОВ "ЕВЕРЕСТ КОМПАНІ" (АКТ № 2/11-01 від 02.11.2018 р.), ТОВ "ШВЕЙЦАРСЬКИЙ БІЗНЕС СЕРВІС ІНСТИТУТ"/ТОВ "БРИТАНСЬКИЙ МОВНИЙ ТАБІР "АВС САМР" (Довідка №09/12-1 від 09.12.2018 р.), ТОВ "КАПІТАН" (Довідка №14/01-1 від 14.01.2019 р.), КНП ХОР "ОГВВ" (Довідка № 93 від 28.01.2019 р.), ТОВ "ПРОМАГРОІНЖИНІРІНГ" (АКТ №30/01-19-1 від 30.01.2019 р.), ТОВ "ТАЛМІКС" (Довідка №4/2-1 від 04.02.2019 р.), НТУ "ХПІ" (АКТ від 25.03.2019 р.), ТОВ НПП "НАФТАЕНЕРГОПРОМ" (Довідка №303 від 18.09.2019 р.).
The thesis is submitted to obtain a scientific degree of Doctor of Philosophy, specialty 073 – Management (07 – Management and administration). – National Technical University "Kharkiv Polytechnic Institute", Kharkiv, 2019. The work was carried out at the Department of Management of Innovative Entrepreneurship and International Economic Relations of the National Technical University "Kharkiv Polytechnic Institute" of the Ministry of Education and Science of Ukraine. The dissertation is available at the Library of the National Technical University "Kharkiv Polytechnic Institute" at 61002, Kharkiv, st. Kirpichova str., 2. The object of the research is the latest processes of the formation of innovative potential at industrial enterprises in the field of industrial automation of Ukraine based on increasing the innovative susceptibility of personnel. The subject of the study is a set of theoretical, methodological and practical provisions and developments that affect the innovative susceptibility of the personnel of an industrial enterprise in the field of industrial automation. The dissertation research is devoted to the application of innovations in the structure of personnel management in the industrial automation market and the borrowing of European management experience. The international best practices in the formation of a commercial structure in the industrial automation market are considered. The development trends of the commercial department, the personnel training department, the main areas and methods of personnel management are analyzed. When solving the problems of scientific research, the following methods were applied: analysis methods, a systematic approach, logical, expert assessments, comparative and graphical analysis, an index, scenario approach, graphoanalytic, economic-mathematical and parametric-index modeling. In the introduction, the relevance of the research objectives is substantiated, the relationship of work with scientific programs, plans, topics is shown, the scientific novelty is given, and the practical significance of the results is formulated. The first chapter provides an overview of global trends in innovative development. Submitted and justifiably conceptual apparatus for the formation of organizational and economic means for the development of innovative staff susceptibility. An integrated system of interaction of factors of the organizational and managerial system which has a synergistic effect from ensuring innovative staff receptivity based on the targeted development of interactive measures for this increase. The prevailing conceptual scheme for ensuring the innovative susceptibility of enterprise orientation in innovative markets. The second section presents an analysis of trends and development strategies of advanced foreign and Ukrainian companies in the foreign and Ukrainian industrial automation markets. Analysis of the personnel management system of Ukrainian companies in the field of industrial automation. Its forms, methods for collecting, analyzing and summarizing the results on the presentation of objective values of the influence of subsystems of the personnel management system of enterprises on the level of innovative susceptibility of personnel are proposed. The necessity of the development of innovative information support for the subsystems of the personnel management system based on the development of corporate systems of interactive orientation along the vector of innovative susceptibility is substantiated.The presented prospects for increasing the integration of design, technological and commercial marketing solutions to improve the orientation of the organizational and managerial structure to increase the innovative susceptibility of staff. In the third section, the event on innovation and information support for the development and orientation of the organizational and managerial structure and personnel management system by the vector of innovative susceptibility of personnel is justified. Suggested indices of informativeness. An algorithm of a methodological approach to the orientation of organizational and economic conditions is proposed to increase the innovative susceptibility of the potential of the personnel management system within the framework of the organizational and management system based on the innovative orientation of personnel. The format of the subsystems and functions of the personnel management system at LLC "ME OVEN" has been improved. A comparative analysis of the increase in the level of innovative susceptibility of personnel for Ukrainian enterprises, in particular for the company LLC “ME OVEN”, was carried out. Justified and presented are typical beneficial effects of increasing the innovative susceptibility of the potential of the personnel management system. The prevailing complex index is a parametric model. Proposed indexes meters.The research results allowed to obtain a number of scientific results: - for the first time, an approach to the formation of organizational and economic tools for managing innovative activity of personnel on the basis of the implementation vector of the target complex of the innovative susceptibility of the personnel management system, in contrast to the existing ones, allows systematically and continuously building the potential of the personnel management system based on unidirectional targeted measures, increasing the innovative sensitivity of personnel industrial enterprises in the conditions of ensuring their effectiveness on innovation markets; - a methodological approach to the analysis of the personnel management system, which makes it possible to carry out a system orientation of its subsystems and functions on the basis of the vector of innovative susceptibility, which, unlike the existing ones, contains a system of measuring instruments for their impact on the innovative activity of personnel, and allows developing targeted organizational and managerial measures for diagnosing the condition and increase the efficiency of individual participation of personnel in the innovative activities of the enterprise, taking into account the specifics of the industry automation; - a system for the targeted formation of information and communication corporate networks from the point of view of developing their level of innovative personnel susceptibility, which, unlike the existing ones, stimulates and strengthens the target orientation of the communicative functions of personnel management systems and improves the efficiency of using the innovative information component of their subsystems, helps to increase the competitiveness of the enterprise areas of industrial automation; - the approach to substantiating and systematizing a set of factors affecting the increase in the innovative susceptibility of personnel, taking into account the specifics of the field of industrial automation, allows, in contrast to previous generalizations, to take into account the synergistic effect of ensuring the organizational and managerial component of the personnel’s work based on the targeted development of interactive measures for this increase. received further development: - an approach to increasing the innovative susceptibility of the personnel of the commercial service of an enterprise in the field of industrial automation, which, unlike the existing one, provides a strategy to increase sales efficiency through ready-made solutions of the “finished solution” type without the use of system integrators in the development of innovative markets makes it possible to increase the profit of the enterprise; - a model of interaction of organizational, economic and managerial means of increasing the innovative susceptibility of enterprise personnel in the field of industrial automation on an interactive basis, which allows you to format the composition of the subsystems of the personnel management system taking into account the specifics of the innovative strategy of the enterprise, unlike existing models, it allows you to systematically orient these funds to increase innovative susceptibility personnel and the development of innovative markets for industrial automation.

In modern conditions of innovative development, the most important resource of production companies and corporations is the innovative susceptibility (IS) of personnel. The key to this is an innovative organization of Human Recourse Management System (HRMS). Accordingly, the task of the study is to analyze the typical HRMS structures of Ukrainian enterprises in comparison with the global ones in order to form an innovative HRMS development strategy and, on this basis, to increase IS of stuff. The goal of this study is to compare the levels of HRMS development in advanced global companies and Ukrainian enterprises in the field of industrial automation. As part of this study, methodological, statistical analysis method of technical and economic characteristics of Ukrainian and world leaders of enterprises in the field of industrial automation are used. The research methodology consists in processing and disclosing theoretical and methodical units and practical recommendations, which requires the use of innovative personnel using personal industrial enterprises engaged in industrial automation. The HRMS has an impact on personnel, and personnel has an impact on HRMS, without enhancing the personnel IS HRMS will not give positive results from the introduction of innovative innovations in the innovative activities of the IS personnel.

Technologic advancements and other innovative efforts to improve the quality of hospital-based care have resulted in large and complicated networks of personnel, information systems, devices, medications, and countless other resources. In parallel with these changes, the medical acuity of the typical hospitalized patient has increased. The field of hospital medicine emerged in response to this combination of increasing hospital complexity, patient acuity, and professional demands. This chapter highlights several topics that may be unique to the hospital and are not discussed elsewhere in this textbook. They include interfaces among settings and people in the hospital, medication reconciliation, dismissal from the hospital, information systems, nutritional assessment and provision, geriatric assessment, complications of hospitalization, hospital-acquired infections, complications of surgery, the quality and safety movements, bioterrorism, and risks to health care workers.

Chemical, analytical and biological laboratories use a variety of different solvents and gases. Many of these compounds are harmful or even toxic to laboratory personnel. Permanent monitoring of the air quality is therefore of great importance regarding the greatest possible occupational safety and the detection of dangerous situations in the work process. An increasing need exists for the development and application of small and portable sensor solutions that enable personal monitoring and that can be flexibly adapted to different environments and situations. Different sensor principles are available for the detection of gases and solvent vapors, which differ in terms of their selectivity and sensitivity. Besides simple sensing elements, integrated sensors and smart sensors are increasingly available, which, depending on their scope of functions, require a distinct effort in integration. This chapter gives an overview of available sensors and their integration options, and describes ready-to-use sensor systems for personal monitoring in life science laboratories.

As presented in the case examples in Chapter 9, critical service learning (CSL) projects can be a tool for engaging young people in their school and neighborhood communities. Unfortunately, many US public schools may have limited resources (financial or personnel) to provide creative and innovative programming. (Spring, Grimm, & Dietz, 2008). However, a need still exists to ensure that all youth receive equal chances to succeed in school. According to Germain (2006), school mental health professionals such as school social workers should engage “the progressive forces in people and situational assets, and [effect] the removal of environmental obstacles to growth and adaptive functioning” (p. 30). Advocating against barriers that prevent equal access to resources is a cornerstone of social work practice, and CSL can be one vehicle by which equal opportunities are secured. As mentioned throughout this toolkit, CSL is appropriate for students at all tiers, including both regular education and students with disabilities. Many students who benefit from CSL projects and work with school- based social workers also receive special education support. Yet, even with targeted interventions, evaluative data from special education services continue to report poor outcomes for youth with emo¬tional and behavioral disorders (Lewis, Jones, Horner, & Sugai, 2010). Students who receive special education services may need additional supportive services to remain in and graduate from high school (Thurlow, Sinclair, & Johnson, 2002). According to 2010– 2011 data collected by the National Center for Education Statistics, more than 20% of students who received special education services dropped out of high school (US Department of Education, 2013). Approximately 20% of those students were diagnosed as emotionally disturbed, and 53% had a specific learning disability (US Department of Education, 2013). After controlling for gender, ethnicity, and socioeconomic status, youth with disabilities are still among those at greatest risk for dropping out of school. No single reason exists regarding why students disengage from school; the issue is multifaceted. Sinclair, Christenson, and Thurlow (2005) asserted that “practitioners and policymakers in search of empirically supported intervention strategies will need to rely on studies that examine secondary indica¬tors of dropout prevention, such as reduction in problem behavior through positive behavioral supports or increasing student’s affiliation with school through service learning programs” (p. 466).

The search for increasing the effectiveness of training leads to the use of innovative technologies, which include gaming. The purpose of this article was to identify the extent and nature of the introduction of gaming methods in the educational process of the Russian State Social University. The paper used a comparative analysis of students and teachers assessment of management training using the gaming of the educational process. The empirical basis was the results of a sociological survey conducted using the Google Forms online service. 48 teachers and 178 students took part in the sociological survey. As a result, it was possible to establish that the introduction of gaming in the university is controversial. Despite the understanding of the usefulness of gaming by university employees, only 29% of teachers constantly use gaming methods. Students are dissatisfied with this, noting that gaming techniques are either fragmented (54%) or not used at all (37%). Students with a desire to participate in classes with gaming methods, especially in an integrated business game. Achievement of students' success at the class increases their social status. The study showed that the potential for gaming is not fully used.

In the paper we have studied the progress and results of reforms in the healthcare system of Azerbaijan, the role of national programs for the modernization of various health sectors in strengthening public health in context of the problems facing the Azerbaijani economy. A notable progress is being made in the transformation of the delivery system medical care for the population over the years of reform. Particular attention is paid to the issues of medical science, improving the system of training medical personnel, increasing the reliability of medical data, and the introduction of information and communication technologies in the health sector. There is a need to develop and implement a model of the medical information system for medical institutions as a key element in the development of priority national health programs. The paper pays attention to the improvement of the organization, management, and financial support of the medical care system. In this regard, it is noted that it is necessary to apply the most effective ways of organizing medical care and using the available resource potential based on the introduction of innovative management technologies.

Scientifically substantiated personnel industry policy contributes to the implementation of an innovative development scenario, provides better results with reduced production costs, which determines the relevance of the studying. The main goal of the work was identified factors and indicators which have regulatory influence on the state and development of the personnel potential of the industry. Diagnostics of the labor potential of land reclamation by federal districts revealed leaders and outsiders of sectoral development. The studying made it possible to justify the steady trend of the shortage of reclamation personnel in comparison with the calculated indicators. Objective and subjective reasons and factors that hinder the effective using of the industry’s personnel potential are distinguished. The concept of industry’s labor potential is clarified. The studying of changes in labor productivity in agriculture has confirmed a twofold increasing in this indicator for the period from 2014 to 2018. Methodological approaches to the indicators of assessing the labor potential of the reclamation industry are substantiated. The groups of socio-economic indicators of the reclamation industry’s effectiveness are identified. The methodology for determining the quantitative characteristics of labor potential on irrigated lands is specified, which is depended on the area of irrigated lands. The labor potential of the reclamation industry in terms of staffing the industry is studied. The main positive and negative trends of the personnel policy and the labor potential’s formation of the agro-industrial complex’s reclamation sector of the Russian Federation are specified, the industry personnel policy is assessed as passive, which does not allow predicting the needs for industry personnel, evaluate staff activities and analyze personnel problems. Highlighted characteristic trends in personnel potential in the federal district and regions of the Russian Federation allow: to develop unified approaches to manage this industry development factor; to develop recommendations to improve the efficiency of advanced training and retraining of personnel in irrigated agriculture. The implementation of the recommendations will contribute to increase the efficiency of the managing the human potential’s process of irrigated agriculture at the level of federal, regional and municipal authorities of the reclamation sector of the agro-industrial complex of Russia.

Abstract Digital transformation is a term that continues to be popular with the oil and gas industry. The industry's historic opposition to the adoption of innovative technology seems to be fading as operators, contractors, and service providers alike continue to invest in innovative solutions around not only digital technologies, but also in process and system optimization techniques. However, while operators are more willing to adopt newer and automated technologies, the "proof of value" burden still falls on service companies. Perceived value to operators may vary slightly, but overall, the industry has focused on two core tenants of value: Increased safety and efficiencyPersonnel reduction For widespread adoption of an enhanced digital solution, the technology must not only provide quantifiable value in at least one of the core tenants, but also must repeatably demonstrate the value in the field. The case study presented demonstrates the value added by introducing a new proprietary Programmable Logic Controller (PLC) based solution into the tubular running process. This system allows for tong operation, elevator and slip function, and single joint elevator (SJE) operation to be performed by a single person, rather than three or four personnel crew, as traditionally employed during tubular running operations. All functions are intelligently executed from a triple certified hazardous zone rated wireless tablet by a single operator's command while located inside the driller's cabin. Through the deployment of a new consolidated and intelligent control system, the rig was able to reduce the number of personnel typically required for casing run and rack back operations down to two operators per tower, which equates to as much as a 66% reduction in personnel needed for tubular running operations. Additionally, the system allowed the operator to control the equipment from inside the driller's cabin, which improved communications and reduced red zone exposure by 30% while increasing run time efficiency by as much as 11% on some connection strings.

Crowdsourcing is one of the new themes that has appeared in the last decade. It is perceived as an innovative method that can be used for problem solving, improving business processes, creating open innovations, building a competitive advantage, and increasing transparency and openness of the organisation. The importance of crowdsourcing for organisational learning is seen as one of the key themes in the latest literature in the field of crowdsourcing. This article is a response to the recommendations in the subject literature, which states that crowdsourcing in public organisations is a new and exciting research area. The aim of the article is to present a new paradigm that combines crowdsourcing levels with the levels of learning. This article presents a cross-sectional study of four Polish municipal offices that use four types of crowdsourcing, according to the division by J. Howe. Semi-structured interviews were conducted with the management personnel of those municipal offices. The research results show that crowdsourcing is a new and rapidly developing organisational learning paradigm.

Abstract In the last years, the advent of innovative technologies for tracking human motions is increasing the interest of physicians and physiotherapist, who would like to introduce new instruments for a more objective assessment of the rehabilitation processes. At present, many motion tracking systems have been developed and their ease of use and low-cost may represent the key aspects for which these systems could be really adopted both in rehabilitation centers and in rehabilitation programs at home. Several research studies confirmed the importance of continuing rehabilitation programs at home with the aim to maintain patients’ health condition at a suitable level for daily life activities. Physicians and physiotherapists need methods and tools, which can be simply adaptable for each type of patients’ category and type of rehabilitation according to the assessed pathology. For achieving this need, the technology has to be suitable for both the patient side and medical personnel side. The most suitable technology for the patients are motion tracking devices which can be used through traditional IT, such as laptops, smartphones and tablets. Also for medical personnel the ease of use is very important, physicians would like to check the patient’s rehab exercises according to their medical knowledge by exploiting daily life technology. This research work investigates on which are the best user-friendly programming tools and low-cost technology for 3D hand and finger tracking for the development of a serious game for rehabilitation exercises. The tasks are designed according to physiotherapists’ recommendations, in order to be customizable for any single user. The following sections will describe the method, the tools adopted, and the application developed.

подготовка высококвалифицированных кадров – важный фактор в стимулировании стратегических идей политики «Один пояс, один путь». Обмен и сотрудничество в области высшего образования определяется как одно из основных направлений повышения степени его интернационализации и качества. Вузы России и Китая должны готовить не только студентов, обладающих практическими навыками, но и способных к исследовательской деятельности в различных областях профессиональной деятельности, с международным кругозором, инновационным мышлением и знанием иностранных языков стран региона Нового Шелкового пути. Приводятся примеры различных образовательных проектов в рамках инициативы «Один пояс, один путь». Раскрыты трудности реализации образовательных программ. the training of highly qualified personnel is an important factor in stimulating the strategic ideas of the "One Belt, One Road" policy. Exchange and cooperation in the field of higher education is defined as one of the main directions of increasing the degree of its internationalization and quality. Universities in Russia and China should prepare students not only with practical knowledge, but also capable of research activities in various fields of professional activity, with an international outlook, innovative thinking, and knowledge of foreign languages of the countries of the New Silk Road region. Examples of various educational projects under the Belt and Road Initiative are given. The difficulties in the implementation of educational programs are disclosed.

<p>The new generation of super slender high-rise buildings first appeared in New York City. Due to inner-city concentration, it has become desirable to construct slender high-rise buildings, something which poses significant challenges in dealing with the susceptibility of such structures to the dynamic wind excitation. In this paper, innovative adaptable connections integrated with electromagnetic (EM) devices replace the conventional fixed connections between the main structure and its facades. Therefore, the wind excitation that previously acted directly on the main structure will be transmitted to the main structure through the adaptable facade so that the vibration of main structure can be reduced. Simultaneously, the vibrational kinetic energy of the moving facade will be partly transduced to electricity by EM devices. This concept will be parametrically investigated in the frequency domain using a two-degree-of-freedom (2DOF) system under harmonic excitation to find the most influential parameters for its vibration reduction and energy harvesting performance. The result shows that the vibration of main structure can be effectively reduced but it also brings the excessive facade vibration. For practical considerations, the excessive facade vibrational amplitude needs to be restricted within a certain range. Increasing the facade mass ratio and facade damping ratio can reduce facade vibration. However, for energy harvesting, the more severe the facade vibrates, the more energy can be possibly harvested. It has been mathematically strict proved that the maximum power point occurs when electrical damping ratio is equal to mechanical damping ratio. Further research is required for real application.</p>

The UK government’s Integrated Review of security, defence, development and foreign policy, published in March 2021 alongside a supporting defence command paper, set a new course for UK national security and highlighted opportunities for an innovative approach to international engagement activity. The Integrated Review focused principally on the state threats posed by China’s increasing power and by competitors – including Russia – armed with nuclear, conventional and hybrid capabilities. It also stressed the continuing risks to global security and resilience due to conflict and instability in weakened and failed states. These threats have the potential to increase poverty and inequality, violent extremism, climate degradation and the forced displacement of people, while presenting authoritarian competitors with opportunities to enhance their geopolitical influence. There are moral, security and economic motives to foster durable peace in conflict-prone and weakened regions through a peacebuilding approach that promotes good governance, addresses the root causes of conflict and prevents violence, while denying opportunities to state competitors. The recent withdrawal from Afghanistan serves to emphasize the complexities and potential pitfalls associated with intervention operations in complex, unstable regions. Success in the future will require the full, sustained and coordinated integration of national, allied and regional levers of power underpinned by a sophisticated understanding of the operating environment. The UK armed forces, with their considerable resources and global network, will contribute to this effort through ‘persistent engagement’. This is a new approach to overseas operations below the threshold of conflict, designed as a pre-emptive complement to warfighting. To achieve this, the UK Ministry of Defence (MOD) must develop a capability that can operate effectively in weak, unstable and complex regions prone to violent conflict and crises, not least in the regions on the eastern and southern flanks of the Euro-Atlantic area. The first step must be the development of a cohort of military personnel with enhanced, tailored levels of knowledge, skills and experience. Engagement roles must be filled by operators with specialist knowledge, skills and experience forged beyond the mainstream discipline of combat and warfighting. Only then will individuals develop a genuinely sophisticated understanding of complex, politically driven and sensitive operating environments and be able to infuse the design and delivery of international activities with practical wisdom and insight. Engagement personnel need to be equipped with: An inherent understanding of the human and political dimensions of conflict, the underlying drivers such as inequality and scarcity, and the exacerbating factors such as climate change and migration; - A grounding in social sciences and conflict modelling in order to understand complex human terrain; - Regional expertise enabled by language skills, cultural intelligence and human networks; - Familiarity with a diverse range of partners, allies and local actors and their approaches; - Expertise in building partner capacity and applying defence capabilities to deliver stability and peace; - A grasp of emerging artificial intelligence technology as a tool to understand human terrain; - Reach and insight developed through ‘knowledge networks’ of external experts in academia, think-tanks and NGOs. Successful change will be dependent on strong and overt advocacy by the MOD’s senior leadership and a revised set of personnel policies and procedures for this cohort’s selection, education, training, career management, incentivization, sustainability and support.