Modern Trends in Staff Management

2019 ◽  
Vol 11 (2) ◽  
Author(s):  
Anatolii Asenov ◽  
◽  
◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Business Unit ◽  
Staff Management ◽  
The Right ◽  
Sales Success

Investment in human resources is an important factor in determining the competitiveness of each business unit. Without the right people, no organization would be able to function and further succeed in the market. People are an important element in the management of any business. The purpose of the article is to outline the importance of personnel management as a significant factor in sales success.

scholarly journals Information management and means of computerization as a technology of management activity

2021 ◽  
Vol 7 (3B) ◽  
pp. 636-644
Author(s):  
Tetiana Zhytomyrska ◽  
Svitlana Diachenko ◽  
Oleksandr Kirdan ◽  
Oksana Polishchuk ◽  
Nadiia Ivanchenko ◽  
...  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Information And Communication Technologies ◽  
Human Resources Management ◽  
Professional Activity ◽  
Management Activity ◽  
Resources Management ◽  
Information And Communication ◽  
Pedagogical Research ◽  
The Right

The article considers the theoretical and methodological foundations and trends of effective use and implementation of modern information systems and technologies in the context of human resources management. It has been proven that the use of information and communication technologies plays a key role in ensuring the computerization of the human resources management process. It is noted that the computerization of the process of human resources management, which studies theories and methods of personnel management, as well as psychological, sociological and pedagogical research in personnel work, further creates an effective mechanism for personnel management in various fields of professional activity and society as a whole . It is determined that the personnel management system is a set of tools and methods that allow the company to have the right number of personnel and the appropriate quality required to carry out its effective activities.

Planning and Budgeting Personnel Costs of the Organization (Lecture 5)

10.12737/8129 ◽  
2015 ◽  
Vol 4 (1) ◽  
pp. 47-53
Author(s):  
Митрофанова ◽  
Elena Mitrofanova ◽  
Эсаулова ◽  
Irena Esaulova
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Staff Management ◽  
Plan Implementation ◽  
Personnel Costs ◽  
Management Evaluation ◽  
Budget Execution ◽  
Budgeting Process ◽  
Evaluation Complexity

This article continues the abstract of lectures on discipline “Economics of personnel management” under the bachelor program. The article reveals the concept of planning and budgeting personnel costs based on the assessment of the contribution of human resources and staff management system in achieving the objectives of the organization. Presents the stages of the budgeting process in personnel costs. Consistently contents of the main tasks of budgeting personnel costs: evaluation plans for personnel management, evaluation complexity of work to plan implementation in the fi eld of personnel management, the calculation of staff costs and costing of the activities for each planned direction, budget development, staff costs, protection and approval of the budget, the monitoring of budget execution.

scholarly journals Personnel Policy as Effective Tool for Security-Oriented Personnel Management of the Organization

2020 ◽  
Vol 24 (1) ◽  
pp. 75-80
Author(s):  
A. Kovalenko ◽  
◽  
V. Grynenko ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Management System ◽  
Employee Motivation ◽  
Point Of View ◽  
Effective Management ◽  
Management Tools ◽  
Personnel Policy ◽  
Modern Business ◽  
The Right

Annotation. Introduction. In modern business conditions to increase the efficiency of human resources of the organization it is necessary to use a variety of tools. The basis of effective management of human resources of the organization is a system of personnel policy. With the rational use of available human resources, the time of implementation of the main strategy of the organization is significantly reduced. Purpose. The aim of the article is to determine personnel policy as effective tool for personnel management of the organization. Results. Personnel policy from the point of view of its formation is considered. The main problems of functioning and implementation of personnel policy of the organization are revealed. The role and place of personnel policy in the process of strategic personnel management are determined. The growth of the value of the employee, who acquires new forms of manifestation for the owner and head of the organization, is proved. The main content and goals of the personnel policy of the organization are substantiated, taking into account the strategy of its development, aimed at achieving not only economic but also social effect. Conclusions. Personnel policy plays a key role in building an effective management system for a security-oriented enterprise. An effective personnel policy should be implemented in stages, taking into account the risks and strategy of the organization. Given the growing value of the employee, it is necessary to build a progressively growing system of employee motivation, provided by personnel policy. Since the competitiveness of the enterprise depends on the tools of personnel policy, it is necessary to determine the operational and strategic goals of the organization as a whole, defining specific goals for each employee. Only if the right personnel policy is built, it is possible to build an effective management system for a security-oriented organization. Keywords: personnel policy, personnel management, enterprise strategy, management tools, human resources.

Business Development Independent Populist Economic Owned Enterprises as a Village

2018 ◽  
Vol 9 (06) ◽  
pp. 20792-20799
Author(s):  
I Ketut Sunada ◽  
I Ketut Sandi
Keyword(s):  
Human Resources ◽  
Communication Networks ◽  
Added Value ◽  
Business Unit ◽  
Management Support ◽  
Economic Networks ◽  
Bargaining Position ◽  
Economic Infrastructure ◽  
Economic Assets ◽  
The Village

Bumdes is a village business unit whose capital comes from village-owned funds . The goal is to float the village potential into an independent village. Thus it takes effort and strategic and appropriate tips to achieve that goal. The first tip is to establish a forum for the development of economic networks in this case is the establishment of BUMDES. Some of the things that can be done are: (i) development of human resources capability so as to provide added value in the management of village economic assets, (ii) integrating rural economic products so as to have good bargaining position in market network, (iii) (iv) strengthening village economic institutions, (v) developing supporting elements such as micro-credit, market information, technological and management support, economic infrastructure and communication networks as well as support for guidance and regulation.

Modern problems and challenges of human resources management in international organizations

2021 ◽  
pp. 86-90
Author(s):  
M.S. Safarli ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
International Organizations ◽  
Human Resources Management ◽  
International Organization ◽  
Special Role ◽  
Resources Management ◽  
Research Challenges

Researched is the problem of management of human resources in international organization, that is significantly different from human resources’ management in own country. The article discusses issues, related to personnel management in international enterprises. The purpose of the article is to identify factors that influence personnel management in the international aspect, and also to research challenges and problems, associated with them. On results of the analyses, offered are measures, as to solution of showed up challenges and problems, and also point out the special role of cadre departments in solution of this problem.

scholarly journals Kemampuan Unit Usaha Yayasan Nurul Hayat Dalam Menunjang Biaya Operasioanal Lembaga Amil Zakat

2015 ◽  
Vol 1 (2) ◽  
pp. 92
Author(s):  
Novalia Nastiti ◽  
Imron Mawardi
Keyword(s):  
Data Collection ◽  
Sampling Method ◽  
Qualitative Approach ◽  
Business Unit ◽  
Operational Cost ◽  
Case Study Method ◽  
Structured Interviews ◽  
Descriptive Case Study ◽  
The Right

Amil zaka in zaka institutions has the right as one of eight ashnaf. Their rights are usually used by zaka institutions as operational cost. However, not all of the intitutions which manage zaka take amil’s right, one of them is Yayasan Nurul Hayat. This institution does not take amil’s right and it is independent in its operational cost. To support this operational cost, Yayasan Nurul Hayat establish business unit with utilize its profit.This study aimed to discover the capability of business unit in supporting operational cost of Yayasan Nurul Hayat. This study used a qualitative approach with descriptive case study method. The selections of informant are using purposive sampling method. Data collection was conducted by semi-structured interviews and documentation. This data is analyzed using descriptive method.The result of this study shows that Yayasan Nurul Hayat Employments’ Salary is taken from business unit’s profit. It is also used to give bonus for employments and grow the business unit of Yayasan Nurul Hayat up. From the result of this study, it can be concluded that the business unit which is developed has great capability to support operational cost of Yayasan Nurul Hayat.

scholarly journals Karakteristik Individu, Motivasi dan Kinerja Pelaksana Operasional BUM Desa

2020 ◽  
Vol 18 (1) ◽  
Author(s):  
Sucahyo Heriningsih ◽  
Lita Yulita Fitriyani ◽  
Dwi Sudaryati
Keyword(s):  
Human Resources ◽  
Work Experience ◽  
Sampling Method ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Individual Characteristics ◽  
Survey Method ◽  
Gender Education ◽  
Village Government ◽  
The Right

This study aims to determine the effect of individual characteristics and motivation on the performance of BUM Desa operational operators in Bantul Regency. This study uses a survey method that is data collected using a questionnaire. Populations in this study were operational operators of BUM Desa in Bantul Regency as many as 82 people, and the selected sample of 54 people. The sampling method uses a convenience sampling method. The collected data is then analyzed using multiple linear regression analysis methods. The results showed that the work experience and motivation affect the performance of BUM Desa, while gender, education and age did not affect the performance of BUM Desa. This shows that education and age do not guarantee a person's ability to carry out their duties and obligations. The results of this study are expected to be considered by the Village Government in preparing Human Resources to manage the BUM Desa. If BUM Desa is managed by the right Human Resources, has qualified capabilities and appropriate qualifications, then BUMDes can run according to the plans that have been made.

scholarly journals STRATEGIC HR MANAGEMENT IN THE DEVELOPMENT OF MODERN ENTERPRISES

2020 ◽  
pp. 52-64
Author(s):  
Mykhailo Vedernikov ◽  
Oksana Chernushkina ◽  
Lesia Volianska-Savchuk ◽  
Maria Zelena ◽  
Natalia Bazaliyska
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Personnel Management ◽  
Management Strategy ◽  
Business Processes ◽  
Action Plan ◽  
Human Resources Management ◽  
Resources Management ◽  
Relationship Of ◽  
The Relationship

The purpose of the article. The article considers the features of strategic human resource management as the basis of strategic potential, which affects the competitiveness of the enterprise, determines the directions of its development. The scheme of the system of strategic human resources management is presented. The goals of personnel policy and a set of tasks that allow them to be implemented are determined. The ways of realization of the strategy of human resources management at an industrial enterprise are offered. It is established that the process of implementing the strategy of the enterprise should be divided into certain conditional stages, which should be included in the action plan for the implementation of the strategy.Methodology. The strategic goal of human resources management system is to ensure the development of the enterprise through the efficient use of human capital. When forming a human resources management strategy, the main task is to identify and take into account future changes and trends, to justify changes that contribute to the sustainable development of the enterprise.The process of strategy development and implementation is continuous, which is covered in close connection with the solution of strategic tasks both in the long run and in the medium and short term, i.e. their solution in terms of strategic, tactical and operational management. Such specification of human resources management strategy and bringing it to strategic objectives and individual actions is embodied in the strategic plan – a document containing specific tasks and measures to implement the strategy, the timing of their implementation and responsible executors for each task, the amount of resources required.Results. Implementation of human resources management strategy is an important stage of the strategic management process. For it to be successful, the organization's management must adhere to the following rules: firstдн, the goals, strategies, tasks of personnel management must be carefully and timely communicated to all employees of the organization in order to obtain from them not only understanding of the organization and service personnel management, but also informal involvement in the implementation of strategies, in particular, the development of obligations to employees of the organization to implement the strategy; secondдн, the general management of the organization and the heads of personnel management service must not only ensure the timely use of all necessary resources (material, equipment, office equipment, financial, etc.), but also have a plan for implementing the strategy in the form of targeted guidelines for the state and development labor potential and record the achievement of each goal.Practical implications. The process of implementing the strategy of an industrial enterprise requires fundamentally different approaches than the process of strategy formation. First of all, because it is mainly organizational process, while the formation of strategy is mainly an analytical one. The process of implementing the company's strategy can also be divided into certain conditional stages, more precisely, areas of activity that should be included in the action plan to implement the strategy. Initial among them is decomposition, i.e. the development on the basis of a strategic plan of tactical, operational plans, as well as policies, programs, projects, rules and procedures.Value/originality. Thus, the relationship of personnel strategy and general strategy of enterprise development is realized through a mechanism that includes: coordination of goals of both strategies, the relationship of their functions, coordination of business processes of personnel management with other business processes, integration of personnel strategy results to aggregate results of the organization, control of compliance of the obtained results with the defined strategic goals of the organization. Of particular importance is the approach to human resource management as a business process. Personnel processes as a certain sequence of interrelated actions for the implementation of personnel management functions are aimed at: transformation of human assets of the organization in accordance with its strategic priorities; transformation of working conditions of employees of the organization in accordance with the expectations and needs of staff; creation of new management technologies and other HR-products.

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

scholarly journals Implementasi Metode Electre Dalam Penentuan Karyawan Berprestasi (Studi Kasus: PT. MEGARIMAS SENTOSA)

2018 ◽  
Vol 3 ◽  
pp. 32
Author(s):  
Mesran Mesran ◽  
Selpi Anita ◽  
Ronda Deli Sianturi
Keyword(s):  
Decision Support ◽  
Decision Support System ◽  
Human Resources ◽  
Support System ◽  
Decision Makers ◽  
Electre Method ◽  
The Right ◽  
Assessment Result ◽  
Selection Of

One of the important things that an employee must have is not separated from the performance of an employee. For the effectiveness of human resources work in the assessment of the right decision is needed. Therefore, the software is made that can take a decision to recommend employee achievement for PT. Megariamas Sentosa. The software is built on the basis of a decision support system that has the ability to select outstanding employees using the ELECTRE method. This Electre method has criteria that can determine alternative decisions in application in the software. So that decision makers can determine the selection of outstanding employees. The process in this Electre method compares employees with one employee to another and gives out put value of priority intensity in the form of the assessment result / criteria that has been specified by the company to the employee. The result of this process is recommended as an outstanding employee in PT. Megaria Mas Sentosa.

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