Кафедра маркетингу та поведінкової економіки
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Документ Human Resource Management and Corporate Culture in Small Enterprises: Case of Ukraine(ФОП Лібуркіна Л. М., 2020) Petrova, I.L.; Albdrane, M.; Петрова, Ірина ЛеонідівнаThe article deals with the peculiarities of human resources management system in small enterprises in Ukraine, identifies its distinctive features, which reflect in organizational culture and provide unique opportunities of productivity growth in an organization, and on the other hand impede its development. Human resources management system is considered as a complex and multifaceted process, covering the set of organizational practices and activities aimed at effi cient and effective utilization of the most valuable resource of an organization – people and at the same time as a dynamic system which should be constantly improved. The specificity of human resource management in small businesses in Ukraine was analyzed and compared with European experience. The authors’ attention was paid to fore key characteristics of human resources management system in small business as staff professional development, using outsourcing and leasing of staff, motivation system as well as improvement of corporate culture. These characteristics show both controversial problems of small enterprises growth and opportunities of their further development. Besides, weakness of Ukrainian small business is evident in limited HR-practices, informal procedures and relations, lack of social protection, uncertainty and unpredictability of doing business, insufficient level of corporate culture. Relying on the results of research suggestions on improvement of human resources management system in small enterprises were made.Документ Personnel marketing in company’s compensation policy(Університет «КРОК», 2020) Bielova, O.; Petrova, I.; Бєлова, Олена Ігорівна; Петрова, Ірина ЛеонідівнаThis article is devoted to the study of the peculiarities of the formation of the compensation policy of the modern enterprise and the role of personnel marketing in its formation.The terms "personnel marketing" and "compensation policy" are defined. Personnel marketing is defined as a type of management activities aimed at long-term provision of the organization with human resources that form the strategic potential that is necessary to achieve its specific target priorities.Compensation policy is defined as a system of external incentives that encourage the employee to get a result that satisfies both the employee and the company. It is also proposed to consider the employees of the enterprise as an "internal consumer", which allows to update the relevance of the application and development of internal marketing, and in particular personnel marketing. The main motivators and demotivators that influence the behavior of the employeein building an effective system of personnel marketing in the compensation policy of the enterprise are identified. The influence of motivators and demotivators on the needs of employees is graphically presented and the specifics of this influence on the effectiveness of staff marketing in the compensation policy of the company are analyzed. Features, advantages and disadvantages of creating a compensation policy at a modern enterprise are analyzed. Specific examples of optimization of personnel marketing in modern enterprises are given. The key elements of the compensation policy that affect the efficiency of a modern enterprise are highlighted. The list of principles of construction of effective compensation policy at the modern enterprise (which includes: openness, flexibility, complexity, stability, system, efficiency, etc.) is formed and features of their application are analyzed. The relevance of further research in the field of personnel marketing in the compensation policy of the enterprise is arguedДокумент Trainig and development as motivational tool in strategic human resources management(Університет «КРОК», 2024) Petrova, Irina; Kondo, Ugboga Ogana; Петрова, Ірина Леонідівна; Кондо, Угбога ОганаThe success or failure of organizations depends basically on the quality of their human resources. Well trained and highly developed employees are considered as key strategic factor for business success of a company. In a modern company training is supposed to be a continuous process which helps employees to learn needed job-related knowledge, skills and abilities and then apply them on the job. Improving significantly employee competence training increases the performance in terms of output, quality and competitiveness, whether in servicing or production organization. Due to training a company can gain competitive advantages in realization of its strategy.Development was traditionally related to learning of top-managers and main specialists of a company. But arguing this point of view, the authors think that in the epoch of innovations development is extremely important for all employees. It facilitates enhancing knowledge, skills and abilities needed for future working activity, much wider than day-to-day tasks, with creative and strategic managerial functions. Training and development provide both professional and personal growth of people in a company. Putting together, they influence on employee motivation ensuring short-term and long term means for employee performance. Their impact on motivation of employees is in the center of the study. The authors conducted research on training and development as a motivational tool, taking case of Dangotte Group Companies, one of the largest conglomerates on theAfricancontinent, in particular its manufacturing cement organization located in Lokoja, Kogi State – Nigeria.Sociological research, based on representative structured questionnaire, confirmed, that training and development was truly a motivational tool to employees’ performance and productivity and to their loyalty and satisfaction as well. Therefore, it was recommended that effective training programs and carefully set development plans should be provided to all employees to enable them to upgrade their knowledge and enhance their skills both professional and personal. The recommendations for managers were given, which occupy all steps of training and development process and highlight their great motivational role in strategic human resource management of organizations. Finally, foreseeable future research can be conducted to cover other variables like (capabilities, involvement and creativity) which might affect performance and productivity in strategic perspective