Збірники наукових праць ЦНТУ
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Item Корпоративна культура та якість людського капіталу: особливості взаємовпливу(КНТУ, 2015) Семикіна, М. В.; Беляк, Т. О.; Semykina, М.; Belyak, Т.Розкрито сутність якості людського капіталу і чинників, що її формують. Обґрунтовано визначення корпоративної культури, її роль у регулюванні якості людського капіталу, визначені принципи її розвитку. Запропоновано схему взаємозв’язків корпоративної культури і якості людського капіталу в системі соціально-трудових відносин. Розроблено рекомендації щодо становлення механізму прогресивної корпоративної культури в контексті підвищення її впливу на якість людського капіталу. International experience has shown that the success of the movement to innovative economy primarily on the ability to create conditions for the continuous improvement of the quality of the human capital based on the assimilation of new knowledge, enhance intellectual and creative abilities of each working person. This powerful lever for improving the quality of human capital is the corporate culture. In Ukraine, the corporate culture is not yet effective tool to influence the quality of the human capital and the stabilization of social and labor relations in Ukraine. The purpose of the article is to clarify the mutual of corporate culture and quality characteristics of the human capital in the system of social and labor relations in Ukraine. The essence of quality of human capital and factors which form it have been revealed. On the basis of foreign experience it has been proved that the corporate culture plays one of the leading roles among factors regulating quality of the human capital at the enterprise level. Evolution of scientific views concerning the essence of corporate culture has been analyzed. Author's approach to understanding of corporate culture has been suggested. The features of interrelation of corporate culture and quality of the human capital have been defined. The principles of corporate culture development and it’s role in improvement of human capital quality have been defined. The scheme of interrelations between corporate culture and human capital quality in the system of social and labor relations has been suggested. The interrelation of corporate culture and human capital quality has been proved on the basis of processing of results. The recommendations concerning the mechanism of formation of progressive corporate culture at the enterprise level in the context of increase of its influence on motivation of educational and professional development of the personnel, improvement of quality of the human capital have been proved.Item Моніторинг кадрового менеджменту: поняття, моделі, критерії оцінки та основні етапи проведення(КНТУ, 2013) Співак, В. В.; Spivak, V.Розглянуто поняття моніторингу кадрового менеджменту та основні етапи проведення, визначено основні моделі та критерії оцінки. Statement of the problem. The proposed research article focuses on the concept of personnel management and monitoring of the main stages of its implementation, the definition of the basic criteria and basic parameters for evaluating the effectiveness of the monitoring system. Review of scientific sources. Many scientists researching the monitoring of enterprises in the works, including: AA Antonjuk, T.V.Bohuslavska, T.A.Burova, I.Ye.Davydovych, S.M.Petrenko, MS Pushkar, V. Polyakov, N.A.Shedyna VG Shcherbako, JP Yakovlev. Although researchers are unanimous in understanding the nature of monitoring as surveillance and parameters given item, there are significant differences regarding the understanding of space monitoring in the management of the company. In particular, monitoring is seen as part of diagnosis, economic analysis, information system, control functions, system management decisions. In addition, there is controversy over monitoring tool, the time range of his character, the criteria for making. Results. Efficient operations of the company , in turn, depends on the level of adaptation to the environment, agility and flexibility of its structure and ability to innovate. One of these innovations today are systems that perform various control and monitoring functions that allow evaluation of personnel. The results showed that monitoring - a type of administrative activity that provides surveillance , parameters and characteristics of a particular object in order to create an information base for his behavior and make informed management decisions. The use of monitoring personnel in modern enterprises contributes to the development of innovative processes that affect the entire social infrastructure: the changing management styles , organizational models of collaboration, the requirements for the nature and culture of labor, material and moral aspects of motivation, corporate social climate. To obtain more complete information and its effective use of monitoring facilities for specifying the areas of business, namely the scope of logistics, production, finance, marketing, product scope. Conclusions. Thus, monitoring forms prerequisites for quality management processes at all levels, and promotes information providing system support management decisions. Despite the need for objective monitoring of personnel management, are still unresolved problems from the standpoint of its place of business management process , methodological and methodical maintenance monitoring.