Intelligent Communication Management Terminal in the Construction of Human Resource Management Mode

With the rapid development of the economy, the integration of corporate strategic management and human resource management has become an issue of concern. This research mainly discusses the role of intelligent communication management terminal in the construction of human resource management mode. In this research, the system development process of this research mainly uses the class library in the software architecture layer to support the software development process. The main development language of Android, JAVA, is to install the Android Develop Tools plug-in on eclipse and install the Android SDK in the computer operating system to build the Android development environment. The development and application of the system not only make the enterprise managers more convenient and efficient in the process of managing the enterprise but also smooth the operation of the enterprise while reducing the human resource investment and also gives the employees more right to know and the right to participate in the enterprise construction. By creating more value while reducing human resource input, enterprises will enable it to obtain more benefits, and thus enter a cycle of good development and contribute to society. The system has the functions of personnel management, recruitment management, attendance management, training management, work management, and salary management. The recruitment management function of the system is mainly composed of recruitment plan management, recruitment information management, and talent pool. In the system’s recruitment plan management function, important information such as the recruitment part, the number of recruits, personnel requirements, and the specific arrival time of the personnel must be clarified. The personnel in charge of the enterprise personnel department shall conduct corresponding regulations according to the specific needs of the enterprise and shall be experienced by the personnel department. The review is carried out, and all parts of the enterprise are coordinated and completed at the same time. In the platform performance test, when the number of concurrent users reaches 50000, the request time is about 6 seconds, which meets the requirement that the response time of 10000 people per second is less than 10 seconds. This research puts forward suggestions and countermeasures for the optimization of human resource management, which can not only improve the efficiency of Y company’s human resource management but also provide useful reference and reference for other enterprises facing the same problem.

IMPLEMENTATION AND PROSPECTS OF USING PARSER PROGRAMS IN HIGHER EDUCATION INSTITUTIONS

The purpose of the article is the need to develop a concept for the formation of communication using parser programs in the personnel department of higher education to improve educational activities. Methodology. In the process of research the methods of informology and social communication, logical-dialectical method of cognition, methods of system analysis, abstractions were applied, which allowed to reveal the content of implementation of parser programs; to analyze the use of parser programs in higher education institutions on the example of Vasyl' Stus Donetsk National University. Scientific Novelty. The necessity of introduction and use of parser programs in higher education institutions is substantiated. The use of Google Spreadsheet in the human resources department of the university as an information retrieval system and text-digital database to improve the educational activities of higher education institutions has been studied. Conclusions. Analyzing the communications of the institution of higher education, it is necessary to name their main directions: communication between the organization and its external environment; communication between management levels and departments; communication manager-subordinate; communication between the leader and the working group; informal communications. The purpose of using parser programs in higher education institutions is primarily to increase the efficiency of the educational process, improve service and reduce costs in the data processing. The use of parsing in the personnel department of a higher education institution is multifaceted. Today, parser programs perform parsing, lexical, automated analysis, process many information requests, parse documents, extracting from there the necessary and useful user data. The Google Spreadsheets parser program aims to use the latest information and communication technologies that help improve management, improve employee interaction, and promote social innovation.

Content and technologies of the course of study «Profiling, methods of identifying persons harboring criminal intentions» in educational institutions of MIA of Russia

The article substantiates the importance of training law enforcement officials in profiling technologies through the prism of their professional activities. It is important for a law enforcement official to manage psychological tools allowing him to find solutions in conflict interactions with citizens or uncertain situations of crime investigation in order to fulfill the assigned professional tasks. Training in profiling technologies could significantly increase the level of their professional skills. In this regard, the goal is to develop the program of the course of study «Profiling, methods of identifying persons harboring criminal intentions» for various categories of students in educational institutions of MIA of Russia. Based on the proposed goal the following tasks were identified: 1. To prepare the methodological basis of the course. 2. To present the content and methods of training. 3. To determine the scope of the course and the types of academic work. As a result, the authors have developed and tested the course «Profiling, methods of identifying persons harboring criminal intentions» that can be used in the process of professional training at the educational institutions of MIA of Russia, as well as for training officers of Personnel Department as part of moral and psychological training in the territorial bodies of MIA of Russia.

Legal responsibility of the heads of territorial branches of federal executive authorities

This article is a response to the request of the government, society, and business for improving efficiency of the work of territorial branches of federal executive authorities and the quality of the services rendered, which are particularly associated with the formation of transparent and clear mechanisms that meet modern requirements, as well as the creation of the fundamentally new level of development of territorial branches of federal executive authorities aimed at improvement of the entire system of executive branch. The goal of this work lies in the analysis of existing legal practice and outlining the ways for improving the autonomous institutions of legal responsibility. Leaning on the analysis of law enforcement practice of bringing to responsibility of the heads of territorial branches of federal executive authorities, the author explores the legislative gaps that lead to imbalance of sanctions for committing offences, and offers measures on elimination of such gaps. Based on examination of the institution of disciplinary responsibility, which is considered as a mechanism for deterring and preventing more serious offences, the author makes recommendations on formation of a single information field for interaction of oversight bodies and personnel department of the federal executive authorities. This article is the first stage of extensive work on elaboration of measures aimed at improving efficiency of the territorial branches of the federal executive authorities.

Implementierung elektronischer Überwachungseinrichtungen durch Betriebsvereinbarungen vor dem Hintergrund der DSGVO

As digitalization progresses, the possibilities for monitoring and surveillance in the employment relationship also increase. With the entry into force of the GDPR at the latest, the discussions about an "Employee Data Protection Act" (Beschäftigtendatenschutzgesetz) reignited. The thesis examines - de lege lata - the interaction of European and national requirements in the introduction of electronic surveillance / monitoring equipment in companies. On this basis, current challenges and the corresponding solutions are shown. At the same time, the special role of the business parties (such as works council and personnel department) in the area of data protection is presented. Finally, the question of whether an employee data protection law - de lege ferenda - can provide more legal certainty is being investigated.

The Importance of Communication during the Hiring Process as a Part of Global Recruitment Strategy

Research background: Human resources are known as one of the key factors. Every enterprise can address many candidates with the right abilities, knowledge, and skills within a quality hiring process and thus achieve sufficient performance in a globally competitive environment and its constant changes. The quality of the hiring process depends on the correct choice of the method of communication during its implementation. Purpose of the article: The aim of this paper is to empirically test whether there is a statistically significant relationship between the level of management of the occupied job position and the way of communication of the personnel department and the candidate. Methods: The input data, which were needed to test the hypothesis, were collected through a questionnaire survey conducted in the enterprise. Before testing the hypothesis, it was necessary to create a contingency table and then perform a chi-square test, which confirmed the existence of a relationship between the two monitored variables. The strength of the dependence was tested using the Cramer's V contingency coefficient and included a test of its statistical significance, too. Findings & Value added: The contingency coefficient reached the value of 0.542, and, arguably, there is a medium dependence between the level of management of the occupied position and the way of communication of the personnel department and the candidate. It can be said that the contingency coefficient is statistically significant because the P-value is less than the significance level.

SPECIFICITY OF HOTEL SERVICE PERSONNEL MANAGEMENT

This article examines the effectiveness of management and quality improvement due to the various tools considered in the article; it gives recommendations for improving the efficiency of staff, training it for a new level and improve its qualifications and the efficiency of the hotel. In the face of fierce competition, hotel companies come up with and carry out new searches for modern methods of increasing competitiveness between hotel companies and creating demand for hotel services. One of the ways to make a hotel competitive is to enhance the hotel services in the enterprise. Hotel services directly depend on the competence of the staff, on their preparedness and stress resistance. In turn, the hotel company must contain satisfied employees to service hotel guests. Basically, the HR department monitors the number of personnel, their main task is to have as many employees in the company as should be in the staffing table. But now today it is important for the personnel department to achieve not only the timely filling of personnel, but to hire competent employees with good knowledge and qualifications. It is necessary to retain a good worker by offering and developing good working conditions, a system of motivation and quality management. As a result, an agreed personnel policy will be developed, which includes a system of personnel selection, training, improvement, personnel remuneration, as well as an established policy and subordination between management and subordinates. This article examines how, by applying different methods, to build good relationships between employees, to increase the motivation system, and to be a competitive hotel.

Interpreter Sam

Sam traveled back about two-thirds of a lifetime to see a young man, the proud owner of a newly awarded graduate degree and married for only two weeks, walking into the lobby of the building where he would start his career as a geophysicist in the oil and gas industry. He carried a personalized leather briefcase, a gift from his parents which was very fashionable in those days; he doesn't remember any details of its contents. By his own estimate he was confident, but not too confident, and undoubtedly was much more nervous and apprehensive than he realized at the time. After only a few years and still on a very steep segment of his personal learning curve, he chose to take a position with a different company, necessitating relocation of his family to another state. At his new company a representative of the Personnel department (the language hadn't evolved to Human Resources yet) asked him, “What is your primary career goal?” Instinctively and without hesitation he replied, “I want to be the best geophysicist you have.” He couldn't have imagined how often the substance of his response would motivate and guide him in years to come, nor could he have known at the time that there is no such person as the “best geophysicist” in a company (see Interpreter Sam in the October 2008 issue of TLE). Certainly there is an “only geophysicist” in some companies, but …

DOCUMENT ASPECTS OF THE ORGANISATION’S PERSONNEL MANAGEMENT

In the system of personnel management the questions of personnel office-work and docu-ment circulation are especially urgent. It is stipulated by the fact that the employees of personnel department have to work with great body of information and observe legislation requirements, local statutory acts, and etc. The article contains the aspects of standard-legal base in document per-sonnel activity of the organization, feature of personnel expert work in the in system of personnel management.