Scientific Journal of KubSAU

In modern economic conditions, the competitive advantages of enterprises are human resources. Business leaders need to create interest among their staff in achieving their tasks to the employees was in the desired direction for the organization. The article reveals interconnection between the process of stimulation of the personnel in the enterprise and competitiveness of employees. Competitive personnel are regarded as the main source of the profit of the organization, as the resource companies in which to invest on an ongoing basis. The author considers objective and subjective factors, affecting the competitiveness of the staff and stages of creation of effective models of staff incentives. In particular, special attention is paid to assessing staff learning motives of employees and demotivational risks, as well as to distinction of such concepts as "motivation" and "stimulation". The work describes the elements and means of stimulation, as well as three types of incentives: motivation, reward, and coercion. We have determined their impact on the competitiveness of employees of different groups. It is found out that the main instrument for implementing the strategic goals of the company are competitive employees, and that the presence and support of such personnel should be aimed at the management of the company in modern conditions of managing

One of the measures of indirect state support for domestic agricultural producer is a tariff policy, which is a key factor determining the national trade regimes and the conditions of admission of foreign products to domestic sales. The study agricultural imports in the Krasnodar region in the article are encouraged to use the weighted and substantiated the specificity of the current state of the domestic economy tariff quotas and duties on imports of agricultural products

One of the measures of indirect state support for domestic agricultural producer is a tariff policy, which is a key factor determining the national trade regimes and the conditions of admission of foreign products to domestic sales. The study agricultural imports in the Krasnodar region in the article are encouraged to use the weighted and substantiated by the specificity of the current state of the domestic economy tariff quotas and duties on imports of agricultural products

This article discusses the development of agrotourism and its benefits for the modern urbanized man. In the study, it appears that this type of activity has a wide range of targets in different countries. However, in Russia - it is not only a way of familiarizing travelers to rural life, but also an opportunity to create new jobs and new employment areas of the rural population, which is especially important in the current economic climate. The authors believe actual activation of this sphere of activity in the Yeisk district of the Krasnodar region, which is characterized by a diversified orientation of peasant and private farms, and which has a high agricultural potential. On the basis of the available resources of LTD "JASENSKIE ZORI" it is proposed to organize two options eco tours, designed for different times of the year (for the season June - September and October - May). Tours various programs planned, enabling and enjoy outdoor activities, and participate in the harvest, and get acquainted with the peculiarities of the region, its flavor and attractions. The features of this type of holiday are its democratic value, because it does not require large capital costs for the farmer, and the life of a rest close to the realities of rural life

The article is devoted to the actual problem of modern science of management - creating the optimal organizational structure and securing clear job functions between employees of the Department of agriculture for the effective development of agricultural production in the municipality of the Krasnoarmeyskiy district of the Krasnodar region. This region is a major agricultural and industrial region of Kuban, in which due to the high economic and financial capacity it is possible to notice progressive development of the agricultural sector. In the study, we present an analysis of the current state and performance of the agriculture Department of the municipal administration of the Krasnoarmeysky district. To improve the efficiency of management of agriculture in the area we have proposed to change the current organizational structure of this element of public administration: reallocate some powers between employees according to their classification, add into the structure demanded practice of managing the district office by lawyer, send personnel to training. The implementation of the proposed measures for improving the organizational structure of the Department of Agriculture will lead to both economic effect – reduce labor costs, receipt of additional funds in the budget from the sale of new administrative functions, and to the social effect – increasing the skill level of employees and their degree of legal literacy

In the article the questions of necessity and urgency of increase of competitiveness of modern Russian organizations are considered. A retrospective analysis of the transformation of approaches to the definition and content of such a concept as "the competitiveness of an organization" was conducted. As one of the tools to improve competitiveness, it is proposed to use the technologies of personnel management actively, which are in demand today in all spheres of economic activity. The need for these instruments is especially acute in the banking sector, which differs from other sectors by increased nonprice competition. The experience of using these technologies is illustrated by the example of PJSC "Sberbank of Russia", which for the past five years has been pursuing a systematic policy of creating a corporate culture, using a variety of tools for motivating employees, their continuous learning and capacity building. The Bank operates with such levers of influence on its employees as corporate training, the formation of a mentoring institute, the selection and adaptation of new employees, an open system of internal corporate communications, and an assessment of the personal effectiveness of staff. Corporate training provides online courses, allowing you to track the increment of the intellectual capital of the bank. Corporate culture of the bank becomes one of the main sources of competitive advantage. Maintaining a competitive salary level and providing a good social package, implementing a corporate value system are Sberbank's practical activities aimed at uniting the work collective, forming team spirit and striving to develop together with the company. Thus, the authors have proved the importance of increasing the competitiveness of employees as one of the key factors affecting the performance of the organization as a whole

The Krasnodar region has a leading position in the ratings of Russian regions in terms of entrepreneurial activity. However, its entrepreneurs face economic and institutional obstacles. In this article we have conducted a study of institutional rules under which the entrepreneurs in the region studied mechanisms to evaluate the behavior of market participants, the resolution of disputes, to adapt to unexpected changes. It was found that special attention to the state authorities and local governments in the region should be given to the formation and support of small businesses operating conditions as the main form of entrepreneurship. To ensure the conditions for effective development of small and medium-sized businesses, governments and local authorities of the Krasnodar region it has been proposed to implement a number of activities in their work: change the procedure for allocating Guarantee Fund issued guarantees for the region, to increase lending by this Fund; activate all channels of information support of small and medium-sized businesses on economic conditions and mechanisms for their support; develop tools available in bank lending, leasing updates elements of fixed capital

Subsidizing part of the costs associated with the implementation of individual activities of small and medium-sized enterprises, it is part of the public financial support to small and medium-sized Russian market structures at the federal and regional levels. Forms and conditions of subsidizing small and medium-sized businesses are largely dependent on the mechanism of formation and distribution of subsidiary assets, operating in a particular region. The article examines the key aspects of the mechanism of subsidizing small and medium-sized businesses in the economic system of the Krasnodar Territory. It presents the entities involved in accepting applications and granting subsidies, describes the main types and characteristics of the conditions for granting subsidies in that region. The study found that most of the subsidies for small and medium-sized businesses provide newly registered firms in the initial stages of their work. The authors conclude that in today's difficult economic conditions, direct subsidies to small and mediumsized businesses should act as the primary measure of government financial support for entrepreneurs. The article proposed measures aimed at improving the existing mechanism of subsidizing small and medium-sized businesses in the region, which include the extension of the list of subsidies, including on different branches, the simplification of documentary about registration of applications for subsidies, the establishment of information and advisory centers for the provision of assistance to entrepreneurs in the design documentation

Selection of competent personnel in a company is a difficult task for any employer. To do so, personnel of staffing services use special algorithms and techniques. This task requires a systematic approach. Functions of HR organizations with the development of the Russian economy are transformed. The process of human resource management in an organization includes some elements such as the selection of potential candidates, evaluation, selection of suitable employees, employment of staff, monitoring its development, organization of training, retraining and skills development. First of all, the decision about the choice between using internal and external sources of employment. Next they have to determine a possible selection algorithm. The article analyzes the sequence of steps that organizes the personnel office of the company to implement the algorithm of selecting the appropriate professional characteristics of staff for vacancies: registration of personal data; analysis of recommendations and track record of the applicant; organization and conducting interviews; diagnosis suitability, including business and personal qualities; medical monitoring; analysis of test results and make conclusions about the suitability of the candidate; decision on recruitment. Our overview of the most common methods of testing knowledge and personal qualities of the candidate, which is held in this article is of interest to both the employer and the applicant applying for a job