Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-48-53
T. Suvalova, O. Suvalov
Investments in human capital directly affect the improvement of the quality of work of a specialist, an organization, which, in turn, directly affects the economic development of the country. Investments in human development are of particular importance in the context of the reorganization of the higher education system. The article deals with topical issues of formation, development and use of intellectual potential. The directions of evaluation of investments in human capital of educational organizations are highlighted. Attention is focused on the development of creative potential that contributes to improving the quality of education and the formation of competitive, highly qualified workforce. The indicators of the assessment of human capital in the higher education system from the point of view of investments are formulated. Special attention is paid to the problem areas of human capital development in higher education. Priority directions for solving the identified problematic issues are highlighted.
{"title":"INVESTING IN HUMAN CAPITAL AS A FACTOR IN THE DEVELOPMENT OF THE HIGHER EDUCATION SYSTEM","authors":"T. Suvalova, O. Suvalov","doi":"10.12737/2305-7807-2024-13-2-48-53","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-48-53","url":null,"abstract":"Investments in human capital directly affect the improvement of the quality of work of a specialist, an organization, which, in turn, directly affects the economic development of the country. Investments in human development are of particular importance in the context of the reorganization of the higher education system. The article deals with topical issues of formation, development and use of intellectual potential. The directions of evaluation of investments in human capital of educational organizations are highlighted. Attention is focused on the development of creative potential that contributes to improving the quality of education and the formation of competitive, highly qualified workforce. The indicators of the assessment of human capital in the higher education system from the point of view of investments are formulated. Special attention is paid to the problem areas of human capital development in higher education. Priority directions for solving the identified problematic issues are highlighted.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"4 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335493","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-71-76
Oksana Shchegulina, A. Lobacheva
The article examines the current trends in the educational services rank in the field of higher education. The main transition directions to the third-generation university model are described. The necessity of active use of marketing for the adaptation of higher education institutions to the external conditions of the educational services market is substantiated. The tools of attracting the target audience — “potential applicants” — are analyzed. The role and place of the graduating department in the reputation management of the university is determined. A program has been developed to study the peculiarities of communication between the graduating department and potential applicants. During the research, the target audience characteristic features were identified; the future students perception of the proposed educational product was analyzed; priority communication channels were identified; the in-demand content and technologies for its promotion were analyzed. The study results can be used in the cathedral projects and programs development to attract motivated potential applicants. The successful implementation of these programs will contribute to the positive image formation of the graduating department and the capital of relations.
{"title":"FEATURES OF COMMUNICATION OF THE GRADUATING DEPARTMENT wITH POTENTIAL APPLICANTS","authors":"Oksana Shchegulina, A. Lobacheva","doi":"10.12737/2305-7807-2024-13-2-71-76","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-71-76","url":null,"abstract":"The article examines the current trends in the educational services rank in the field of higher education. The main transition directions to the third-generation university model are described. The necessity of active use of marketing for the adaptation of higher education institutions to the external conditions of the educational services market is substantiated. The tools of attracting the target audience — “potential applicants” — are analyzed. The role and place of the graduating department in the reputation management of the university is determined. A program has been developed to study the peculiarities of communication between the graduating department and potential applicants. During the research, the target audience characteristic features were identified; the future students perception of the proposed educational product was analyzed; priority communication channels were identified; the in-demand content and technologies for its promotion were analyzed. The study results can be used in the cathedral projects and programs development to attract motivated potential applicants. The successful implementation of these programs will contribute to the positive image formation of the graduating department and the capital of relations.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"15 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335562","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-83-87
E. Gasparovich, D. Kuznecova
Diagnostics of organization culture is one of the most important parameters for obtaining an overall picture of the state of affairs in the organization. It is a reliable tool for making management decisions. Thanks to diagnostic, there is a search for various opportunities to increase the economic efficiency of the company in the market and the organization of the labor process. The theoretical analysis presented in the study showed that the modern world there are a considerable number of diagnostics that help analyze the situation within an organization. It’s important to select the necessary technology that suits a specific company and specifics of its activities. The study made it possible to analyze and evaluate the level of organization culture of a medium-scale enterprise in the clothing industry. The study revealed the problem of a complete lack of cultural analysis as at a clothing enterprise. Therefore, in order to study the state of organizational culture and further improve it, if necessary, the technology of K. Cameron and R. Quinn was adapted. Diagnosing organizational culture allows you to identify elements of an existing culture and analyze which ones be abandoned and which ones can continue to be developed. The novelty is that the technology for diagnosing the organization culture of any enterprise differs from each other due to adaption to the company and its individual characteristics. The practical significance of using the technology is that in the future it will be easier for the company’s management to adjust the company’s development plan in connection with the shortcomings and advantages.
组织文化诊断是全面了解组织状况的最重要参数之一。它是管理决策的可靠工具。通过诊断，可以寻找各种机会，提高公司在市场和劳动过程组织中的经济效益。 研究中提出的理论分析表明，现代世界有相当多的诊断方法可以帮助分析组织内部的情况。重要的是要选择适合特定公司及其活动特点的必要技术。这项研究使分析和评估一家服装行业中型企业的组织文化水平成为可能。 研究揭示了服装企业完全缺乏文化分析的问题。因此，为了研究组织文化的状况，并在必要时进一步加以改进，我们采用了 K. Cameron 和 R. Quinn 的技术。 通过诊断组织文化，可以确定现有文化的要素，并分析哪些需要放弃，哪些可以继续发展。 新颖之处在于，诊断任何企业组织文化的技术都因企业及其个体特征的不同而各异。 使用该技术的实际意义在于，今后公司管理层将更容易根据缺点和优点调整公司的发展计划。
{"title":"TECHNOLOGY FOR DIAGNOSTICS OF ORGANIZATIONAL CULTURE OF AN ENTERPRISE DURING RESTRUCTURING","authors":"E. Gasparovich, D. Kuznecova","doi":"10.12737/2305-7807-2024-13-2-83-87","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-83-87","url":null,"abstract":"Diagnostics of organization culture is one of the most important parameters for obtaining an overall picture of the state of affairs in the organization. It is a reliable tool for making management decisions. Thanks to diagnostic, there is a search for various opportunities to increase the economic efficiency of the company in the market and the organization of the labor process. \u0000 \u0000The theoretical analysis presented in the study showed that the modern world there are a considerable number of diagnostics that help analyze the situation within an organization. It’s important to select the necessary technology that suits a specific company and specifics of its activities. The study made it possible to analyze and evaluate the level of organization culture of a medium-scale enterprise in the clothing industry. \u0000 \u0000The study revealed the problem of a complete lack of cultural analysis as at a clothing enterprise. Therefore, in order to study the state of organizational culture and further improve it, if necessary, the technology of K. Cameron and R. Quinn was adapted. \u0000 \u0000Diagnosing organizational culture allows you to identify elements of an existing culture and analyze which ones be abandoned and which ones can continue to be developed. \u0000 \u0000The novelty is that the technology for diagnosing the organization culture of any enterprise differs from each other due to adaption to the company and its individual characteristics. \u0000 \u0000The practical significance of using the technology is that in the future it will be easier for the company’s management to adjust the company’s development plan in connection with the shortcomings and advantages.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"3 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335404","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-29-36
I. Romanova
The article examines project-based learning at State University of Education as a new form of the educational process. Through a brief history of projectbased learning (project method), its advantages and purpose for the development of students’ personalities and their professional training are shown. The results of a study (online survey) of State University students regarding their experience of working on a project are presented: the qualities that project work and cooperation within its framework develop are identified, the difficulties of its implementation are verified from the point of view of project team members, etc. Examples of topics in project work of students of the department are given personnel management and its results are presented.
{"title":"PROJECT-BASED LEARNING — FROM THE “PROJECT METHOD” TO MODERN EFFECTIVE TECHNOLOGY OF PROFESSIONAL TRAINING (ExPERIENCE OF STATE UNIVERSITY OF management","authors":"I. Romanova","doi":"10.12737/2305-7807-2024-13-2-29-36","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-29-36","url":null,"abstract":"The article examines project-based learning at State University of Education as a new form of the educational process. Through a brief history of projectbased learning (project method), its advantages and purpose for the development of students’ personalities and their professional training are shown. The results of a study (online survey) of State University students regarding their experience of working on a project are presented: the qualities that project work and cooperation within its framework develop are identified, the difficulties of its implementation are verified from the point of view of project team members, etc. Examples of topics in project work of students of the department are given personnel management and its results are presented.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"5 13","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335691","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-54-58
E. Taganova
The modern world is characterized by an increase in the number and speed of changes occurring in the external environment. Many researchers emphasize that the organization and staff today operate in conditions of uncertainty and risk. Modern companies feel the need to simultaneously increase sustainability and flexibility. The crisis reveals weaknesses, forcing employers to develop strategies to optimize costs, technologies, personnel, etc., to change the emphasis in planning and prioritization. In the article, the author examines the most significant causes of the personnel crisis, which can significantly affect the course and severity of the general crisis in the organization.
{"title":"FACTORS OF THE PERSONNEL CRISIS IN THE MANAGEMENT OF A MODERN COMPANY","authors":"E. Taganova","doi":"10.12737/2305-7807-2024-13-2-54-58","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-54-58","url":null,"abstract":"The modern world is characterized by an increase in the number and speed of changes occurring in the external environment. Many researchers emphasize that the organization and staff today operate in conditions of uncertainty and risk. Modern companies feel the need to simultaneously increase sustainability and flexibility. The crisis reveals weaknesses, forcing employers to develop strategies to optimize costs, technologies, personnel, etc., to change the emphasis in planning and prioritization. In the article, the author examines the most significant causes of the personnel crisis, which can significantly affect the course and severity of the general crisis in the organization.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"1 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335838","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-43-47
L. Skripnichenko, V. Perederiy
The purpose of the study was to develop effective methods for the prevention of interpersonal conflicts of specialists in the field of engineering design. The empirical basis of the study was: a methodology for assessing the psychological climate in the class (author L.N. Lutoshkin); test of aggressiveness — author L.G. Pochebut. The study showed that the surveyed target audience has an average degree of favorability of the socio-psychological climate. To improve the effectiveness of the presented recommendations, a unified preventive program “Corporate Social Intranet” was developed. The implementation of the proposed recommendations will prevent conflict interactions in the organization, improve the socio-psychological climate, increase motivation for selflearning, collective work, achieve personal and team results, reduce errors in the delegation process, increase loyalty, employee engagement, and establish internal organizational communications.
{"title":"METHODS FOR PREVENTION OF INTERPERSONAL CONFLICTS IN THE ORGANIZATION","authors":"L. Skripnichenko, V. Perederiy","doi":"10.12737/2305-7807-2024-13-2-43-47","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-43-47","url":null,"abstract":"The purpose of the study was to develop effective methods for the prevention of interpersonal conflicts of specialists in the field of engineering design. The empirical basis of the study was: a methodology for assessing the psychological climate in the class (author L.N. Lutoshkin); test of aggressiveness — author L.G. Pochebut. The study showed that the surveyed target audience has an average degree of favorability of the socio-psychological climate. To improve the effectiveness of the presented recommendations, a unified preventive program “Corporate Social Intranet” was developed. The implementation of the proposed recommendations will prevent conflict interactions in the organization, improve the socio-psychological climate, increase motivation for selflearning, collective work, achieve personal and team results, reduce errors in the delegation process, increase loyalty, employee engagement, and establish internal organizational communications.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"3 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335943","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-37-42
V. Sergushkina
This article is devoted to considering the issue of using a competency-based approach when forming a personnel reserve in a modern company. For successful functioning, an organization needs highly qualified and talented personnel. The use of competency models to form a personnel reserve will allow you to evaluate employees not only in terms of knowledge and skills, but will also allow you to determine what personal and business qualities an employee should have for a specific position. The article discusses the theoretical aspects of the formation of competency models in an organization, and also provides an example of developing a competency model for a modern company
{"title":"USING A COMPETENCE-BASED APPROACH IN FORMING A PERSONNEL RESERVE","authors":"V. Sergushkina","doi":"10.12737/2305-7807-2024-13-2-37-42","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-37-42","url":null,"abstract":"This article is devoted to considering the issue of using a competency-based approach when forming a personnel reserve in a modern company. For successful functioning, an organization needs highly qualified and talented personnel. The use of competency models to form a personnel reserve will allow you to evaluate employees not only in terms of knowledge and skills, but will also allow you to determine what personal and business qualities an employee should have for a specific position. The article discusses the theoretical aspects of the formation of competency models in an organization, and also provides an example of developing a competency model for a modern company","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"16 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335552","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-77-82
E. Gasparovich, A. Dudina
At the moment, many companies are considering candidates without work experience. There is no objective information to evaluate the applicant, but at the same time almost everyone finds their first job. In the absence of basic characteristics when hiring, HR services need to approach the evaluation of the candidate from other sides. One of the ways to make a portrait of a candidate is to analyze his page on social networks. Social networks can serve as a good source of information about hobbies, interests, and past projects of the applicant. Profiling technology is used for qualitative assessment of social networks. The theoretical analysis presented in the study showed that there is a variety of methods of profiling people used in various fields, including personnel services. The most promising technology is the evaluation of the applicant using digital profiling. In the course of the study, the problem of compiling a complete portrait of a candidate was identified, provided that there are no basic characteristics for evaluation in the resume (such as work experience, seniority, acquired skills and achievements). The novelty of the study lies in the fact that the technology of social media profiling is not widely used among HR services. The practical significance of the use of social media profiling lies in the fact that it is on the basis of this technology that a recruiter can make a primary conclusion about an applicant who has no work experience.
{"title":"EVALUATION OF THE APPLICANT BY PROFILING A PAGE ON A SOCIAL NETwORK","authors":"E. Gasparovich, A. Dudina","doi":"10.12737/2305-7807-2024-13-2-77-82","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-77-82","url":null,"abstract":"At the moment, many companies are considering candidates without work experience. There is no objective information to evaluate the applicant, but at the same time almost everyone finds their first job. In the absence of basic characteristics when hiring, HR services need to approach the evaluation of the candidate from other sides. One of the ways to make a portrait of a candidate is to analyze his page on social networks. Social networks can serve as a good source of information about hobbies, interests, and past projects of the applicant. Profiling technology is used for qualitative assessment of social networks. The theoretical analysis presented in the study showed that there is a variety of methods of profiling people used in various fields, including personnel services. The most promising technology is the evaluation of the applicant using digital profiling. \u0000 \u0000In the course of the study, the problem of compiling a complete portrait of a candidate was identified, provided that there are no basic characteristics for evaluation in the resume (such as work experience, seniority, acquired skills and achievements). \u0000 \u0000The novelty of the study lies in the fact that the technology of social media profiling is not widely used among HR services. \u0000 \u0000The practical significance of the use of social media profiling lies in the fact that it is on the basis of this technology that a recruiter can make a primary conclusion about an applicant who has no work experience.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"2 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335420","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-67-70
R. Ashurbekov, Y. Chernikova, O. Zhuravleva
This article examines the changes in the personnel management process caused by the introduction of artificial intelligence, emphasizing their impact on staff functions. The purpose of the study is to consider the potential advantages and disadvantages of using artificial intelligence technologies when working with personnel, as well as to study the process of integrating AI into business processes. To achieve this goal, the author has put forward the following tasks: 1) Give a general description of artificial intelligence, determine its importance and the main advantages of its introduction into business. 2) Consider specifically how it can be applied in personnel management, for this. In order to comprehensively and fully consider the presented topic, the author researched scientific articles written by domestic and foreign authors, as well as information from open sources contained on the Internet.
{"title":"THE PROCESS OF INTEGRATING THE CAPABILITIES OF ARTIFICIAL INTELLIGENCE IN wORKING wITH STAFF","authors":"R. Ashurbekov, Y. Chernikova, O. Zhuravleva","doi":"10.12737/2305-7807-2024-13-2-67-70","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-67-70","url":null,"abstract":"This article examines the changes in the personnel management process caused by the introduction of artificial intelligence, emphasizing their impact on staff functions. The purpose of the study is to consider the potential advantages and disadvantages of using artificial intelligence technologies when working with personnel, as well as to study the process of integrating AI into business processes. To achieve this goal, the author has put forward the following tasks: \u0000 \u00001) Give a general description of artificial intelligence, determine its importance and the main advantages of its introduction into business. \u0000 \u00002) Consider specifically how it can be applied in personnel management, for this. \u0000 \u0000In order to comprehensively and fully consider the presented topic, the author researched scientific articles written by domestic and foreign authors, as well as information from open sources contained on the Internet.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"11 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141336229","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-16DOI: 10.12737/2305-7807-2024-13-2-88-92
YEkatyerina Kashtanova, E. Bir
The article examines the process and methods of training employees enrolled in the personnel reserve, provides the stages of training the personnel reserve and the characteristics of each stage, as well as recommendations for creating individual development plans for reservists. The characteristic of the approach to the selection of various positions for training the personnel reserve in terms of the importance of the position for the organization is given. The authors note that more and more companies are considering a mobile application as one of the main training tools for young employees enrolled in the personnel reserve, and therefore the article defines the necessary content of the interface of such an application with the possibility of gamification of the learning process.
{"title":"ORGANIZATION OF THE PERSONNEL RESERVE TRAINING PROCESS","authors":"YEkatyerina Kashtanova, E. Bir","doi":"10.12737/2305-7807-2024-13-2-88-92","DOIUrl":"https://doi.org/10.12737/2305-7807-2024-13-2-88-92","url":null,"abstract":"The article examines the process and methods of training employees enrolled in the personnel reserve, provides the stages of training the personnel reserve and the characteristics of each stage, as well as recommendations for creating individual development plans for reservists. The characteristic of the approach to the selection of various positions for training the personnel reserve in terms of the importance of the position for the organization is given. The authors note that more and more companies are considering a mobile application as one of the main training tools for young employees enrolled in the personnel reserve, and therefore the article defines the necessary content of the interface of such an application with the possibility of gamification of the learning process.","PeriodicalId":433908,"journal":{"name":"Management of the personnel and intellectual resources in Russia","volume":"5 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141335626","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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