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Poluhina Anna

Poluhina Anna 

Educational and Scientific Institute "Higher School of Economics and Management" (IEM)

Faculty: Management (FM)

Department: Personnel Management and Labour Economics (PMLE)

Speciality: "Personnel Management and Labour Economics" (PMLE)

Theme of master's work:

"The organization of development of the personnel"

Scientific Supervisor:

Ph.D. (in Economics), Associate Professor of the PMLE department Pozdnyakova Svetlana;

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Abstract of the Master's Qualification Work

"The organization of development of the personnel"


INTRODUCTION


Research urgency. Staff development is essential to the success of any organization. At the present stage, the acceleration of scientific and technological progress leads to rapid changes and requirements for professional knowledge and skills. Knowledge of graduates in the early XX century depreciated over 30 years, at the end of the century – 10, modern professionals should be retrained in 3 – 5 years. The possibility of development should be provided to all, because the result not only improves the person himself, but also increases the competitiveness of the organization, where he works.

Staff development for each enterprise is an essential element of productive investment. By encouraging training the enterprise gives its employees possibilities to improve skills and thereby create skilled personnel and carries out his advanced training. Without the development of employees there can not be a successful organization.

The researches of prominent foreign and Ukrainian scientists, economists are devoted to the study of complex problems relating to staff development, in particular: N. Aymautova, M. Armstrong, M. Belopolsky, D. Goddess, J. Graham, A. Grishnova, A. Eskova, G. Zavinovsky, A. Kibanova, A. Kolot, A. Litvinenko, A. Maslow, M. Meskon, L. Porter, A. Raevnevoi, V. Savchenko, B. Spivak, S. Shapiro, S. Shackley, A. Alistaeva, A. Bogdanov, I. Bogin, V. Lyubimov, N. Maus, Yu. Odegov, V. Travin, S. Shekshnia etc.

The purpose of this research is to study domestic and foreign systems of personnel development, methods of personnel development, training needs identification, forecasting and planning staff.

To achieve the goal the following tasks are worked out and solved:

1) the study of literary sources as for the staff development;

2) determination theoretical basis for the economic category of "personnel development";

3) analysis of foreign experience in staff development.

The subject is to study the system of personnel development.

The object of research is the organization of staff development in a company.

Methods of research: a comparative analysis, economic and statistical analysis, the study of monographic publications and articles, studying the regulatory framework, an analytical method.

Scientific novelty of the work lies in the fact that it analyzed the existing problems of staff development; and also the technique to enhance the functioning of the system of personnel development in organizations is created.

The practical significance of the work is to study the development of personnel and its ability to improve on domestic enterprises.


THEORETICAL BASIS FOR DETERMINING THE ECONOMIC CATEGORY “STAFF DEVELOPMENT”


Effective functioning of any organization, is primarily determined by the degree of development of its staff. Personnel development is a multifaceted and complex concept, encompassing a wide range of interrelated psychological, pedagogical, social and economic problems. [1, p.17].

Staff development contributes to: creativity, growth of intellectual level, the activation of strategic thinking, it also gives all employees equal access to decent wages and career promotion, reduction of staff turnover, improvement of work quality, formation and consolidation of organizational values, facilitate allocation of duties and changes, moral improvement, etc. Components of the development process within the organization are shown in Fig. 1.1.

Components of the development process within the organization


Figure 1.1 – Components of the development process within the organization.

(Animation: volume – 11 КB; size – 640х525; number of shots – 15; number of repetition cycles – 7; delay between shots – 100 ms.)


Line managers and administration take the responsibility for development (it is their duty to be, on the one hand, models for subordinates, but on the other, wisely direct their efforts and steps to success), as well as employees themselves do. Conditions for the success of development programs is the involvement of senior management, estimating company’s goals, strategy links and business planning [2, p.235].

Staff development requires the use of specific techniques aimed at creating and enhancing their knowledge, capabilities, and behavioral aspects. The following methods of staff development can be identified:

1. methods of formation and development of human potential of the organization;

2. methods of development potential of each employee [3, p.137].

Complex of elements that enhance human resource capacity of the organization according to its purpose, called a system of personnel development of the organization. The basis of this system is related to specific posts and jobs information and educational processes of direct and indirect staff training [3, p.138].

Determination the needs for professional development of employees is carried out at all levels of management: the organization as a whole, the structural unit, the individual employee [1, p.48].

Curricula and programs for retraining and training of the staff are developed on the basis of model curricula and programs to train new workers for the relevant professions. When choosing the forms and methods of training personnel in the organization it should take into account their influence on the group of trainees. It is also important to consider the following principles of teaching adults: the relevance of educational material, based on previous experience of the listener, listeners participated in the training process, the repetition of the studied material, feedback from the teacher. In practice, there is no one universal form of professional training. Each form has its advantages and disadvantages [1, p.51].

In a market economy, planning personnel development, determining the level of professional training of workers are conducted by the company itself [1, p.105 – 106]. Planning should ensure maximum disclosure of workers’ abilities and motivation, take into account economic and social consequences when making relevant decisions. Because the staff is a critical factor of any organization, the effectiveness of planning can be assessed by the degree of achieving business goals [7, p.62].

In the aspect of quality competitiveness is characterized by a set of consumer qualities of the workforce, capable of efficient operation: specialty, seniority, age of the employee, knowing of foreign languages, etc. In the aspect of quantitative characteristics the category "competitiveness of an employee" may be determined by indicators such as productivity and efficiency, time to perform certain operations (jobs), quality of products, consumption of raw materials, fuel, etc.

Level of competitiveness of the citizens in the labor market depends crucially on the degree of mastery of them (in accordance with their abilities and inclinations) of the professions that are in demand on the regional labor market and the need for organizations to realize their goals of profit, etc [1, p.26].

CONCLUSION


Staff development related to one of the main signs of progressive society and is a crucial lever for scientific and technical process. Therefore, in countries with developed market economies, more and more companies are taking the initiative to implement continuous staff development of their enterprises. Planning and organization of staff development are important functions of personnel management. Inheritance of Ukraine that experience is a prerequisite for sustainable economic growth.

BIBLIOGRAPHY


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NOTE

When writing this abstract the master’s qualification work is not completed. Date of final completion of work: December, 2011. Full text of the work and materials on a work theme can be received from the author or his scientific supervisor after that date.

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