Економічні науки. Випуск 26. – 2014
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Item type:Item, Особливості проведення співбесіди як методу професійного відбору персоналу в ринкових умовах(КНТУ, 2014) Калінін, А. М.; Kalinin, AndriyВ статті розглядаються сутність, види та етапи співбесіди, значення та використання методів проведення співбесіди під час професійного відбору персоналу. Розглянуто і вдосконалено класифікацію методів проведення співбесіди. Для підвищення об’єктивності одержуваної інформації від претендента рекомендовано застосовувати комбінацію співбесіди з іншими методами професійного відбору. З’ясовано, що коректне використання технології проведення співбесіди та інших методів професійного відбору персоналу сприяє уникненню фінансових витрат та нераціонального використання часу в процесі формування та розвитку кадрового потенціалу підприємства. The objective of this publication is to explore the theoretical and methodological bases and features of the interview in a highly competitive job market. The interview’s essence, purpose and types were regarded in this article. The interview’s importance and its methods during the selection of professional personnel were considered. The main stages of the interview’s technology was highlighted and characterized in this research. The methods of the interview classification were considered and improved by author. The professional and personal qualities of a candidates were determined with a help of the interview. The candidate’s relevance and interest in a particular job were evaluated. The candidate’s potential and her/his willingness to further professional growth have became more clear in the enterprise. The strengths and weaknesses of a particular candidate with other candidates for the job position were correlated. The accuracy of information provided by a candidate for a job was checked. It was recommended to apply a combination of the interview with other methods of professional selection to improve the objectivity of the information from a candidate. We proposed to achieve the improving reliability of the interview as a selection method through prepared beforehand open, probing, hypothetical and other questions, preparation of written records systems and formal procedures for conducting interviews, interviewer’s systematic training and continuous development in respect with technologies of professional selection. Generally, we paided special attention on the interviewing process, that should be used in a combination with other methods of selecting professional staff. The interview as a method of selecting professional staff should be based on objective criteria that apply to the applicant carefully and fairly. It was found that the correct use of the interview’s technology and other professional personnel selection methods could help to avoid the financial costs and wastage of time in the process of formation and development personnel potential of the company.Item type:Item, Сучасний стан професійного навчання персоналу на підприємствах України(КНТУ, 2014) Бойченко, В. С.; Boichenko, ValeriiaДана стаття присвячена аналізу сучасного стану професійного навчання персоналу на підприємствах України. Розглянуто динаміку професійної підготовки працівників за видами економічної діяльності підприємств, регіонами, місцем навчання та статтю. Виявлено тенденції, які спостерігаються в підвищенні кваліфікації працівників за видами економічної діяльності підприємств, регіонами, професійними групами та статтю. The main goal of this work is to study the current state of professional training in different industries of Ukraine and enterprises of different ownership. One of the main improve the competitiveness of staff is a professional training (training, retraining and professional development). Based on the analysis of statistical data of the State Statistics Service of Ukraine, as of today, the current status of vocational training in the enterprises of Ukraine can be analyzed by following its components: 1. Training of employees, which in turn was examined by the following criteria: - by economic activity. During the period from 2009 to 2013. the number of people who have undergone training decreased by 5.9%, but as a percentage of the total number of full-time employees, this figure has remained unchanged, indicating that the overall decrease in the number of employees; - by region. In 2013, the largest number of people who have undergone training observed in Donetsk and Dnepropetrovsk regions, which can be explained, firstly, the fact that these regions are among the largest in the country on the existing population. Second, they are the most industrialized areas; - the place of study. It was noted that training takes place mainly in the production (in 2013 enrolled in the production of 73% of the total), which is quite a mixed trend; - by gender. Thus, the more prepared male workers (78% in 2013) than women. 2. Advanced training for employees, were considered: - by economic activity. During the period from 2009 to 2013. the number of people who have undergone training increased by 14.7%, as a percentage of the total number of full-time employees, this figure increased by only 1.6%, indicating a general decrease in the number of employees; - by professional groups, with each year the number of specialists is, improve the skills that may be associated with an increase in the role of intellectual labor in the production process; - by gender, in 2013 in the total of persons raised their qualifications 55.3% are men. However, each of the selected criteria has some limitations, they cannot cover the whole field of vocational training in the enterprises of Ukraine, however, in their totality, and these indicators can reflect its true level. Thus, analyzing the main indicators that can allow evaluating the current state of vocational training in enterprises in Ukraine, it was found that almost all of them are experiencing an increase; however, this increase is not sufficient to boost the competitiveness of the workforce in the labor market. Therefore, in the process of market reforms is necessary to study the motivational mechanisms that will facilitate the desire of employees to participate in lifelong learning, enhance their knowledge and skills.