Name
Zielinskaya Maria Vladimirovna
Scholastic degree
•
Academic rank
—
Honorary rank
—
Organization, job position
Kuban State Agrarian University
Web site url
—
—
Articles count: 9
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
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
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
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 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
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
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
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
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