Збірники наукових праць ЦНТУ
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Item Сучасні методи оцінки банківського персоналу(КНТУ, 2014) Калінін, А. М.; Kalinin, AndriyВ статті розглядаються сутність, значення та використання методів оцінки банківського персоналу для підвищення ефективності системи підбору та підготовки кадрів в банківській сфері. The article investigates the modern methods of evaluation of bank personnel in order to improve personnel management in the banking sector in restructuring banking banking institutions and the way out from the current financial crisis. It is regarded in this article about the essence, the meaning and the use of evaluation methods of bank personnel to improve the effectiveness of the recruitment and training system in banking. The methods for assessing bank personnel contribute to ensure the collection, recording and measurement of relevant information about an employee of a commercial bank. The system of evaluation of personnel is considered. A scheme of the components of personnel assessment is built. Classification of methods of assessment staff is selected. The modern methods of assessment staff are considered It is necessary for improving the efficiency of evaluation of bank personnel: the spread of modern methods of assessment for all categories of personnel, extension personnel access to the results of its evaluation , the active involvement of personnel in the process of evaluation by engaging introspection activities and the development of measures to improve the operation , expansion of the evaluators, as which, in addition to the supervisor, often acting senior managers, colleagues, subordinates , customers results. Using the methods of evaluation of bank personnel it is formed the necessary information base for decision-making of the personal character that will enhance the effectiveness of recruitment and training system.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.