Кафедра маркетингу та поведінкової економіки
Постійне посилання колекціїhttps://dspace.krok.edu.ua/handle/krok/3159
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Документ Training and development impact on employees, сompetence and performance(Університет «КРОК», 2020) Petrova, I.; Kondo, U.; Петрова, Ірина Леонідівнаn today's competitive environment, it is difficult to be radically different from the competition: all resources are almost equally available on the market. Therefore, in economically developed countries began a very active search for reserves and new competitive advantages. The theory, which defined personnel only as costs to be reduced, was replaced by the theory of human resource management, according to which personnel is one of the resources of the firm, which must be properly managed and invested in its development. Personnel is beginning to be seen as the main resource that becomes a determining factor in the success of each organization and its development is included in the overall strategy of enterprise development.The article is devoted to training and development which becomes a major instrument for improving greatly employee competence and in return increase their performance in terms of outputand quality, whether in servicing or production organization. The authors propound that training and development is singular grounded if they lead to improving needed competencies in an organization, which are closely connected with its strategic goals. We consider competencies as a specific model of work behavior which reflectsin higher performance, productivity and great outputs by the team or an individual.Competencies based approach was developed, relying on chosen set of theories which includes Theory of Social Learning, Theory of Reinforcement, and Theory of Experiential learning and Theory of learning types. Their methods and techniques could be implied into practice of companies. There are some reasons for training and development in any type of organizations arising as a result of changed situations of circumstances that might have been caused by internal changes or external factors. While first ones are work related challenges, which may be from the unit, team, section, or department of the organization, the latter can be caused by technological changes, legislature changes, and market and manpower composition changes.The key issues and benefits of training and development are examined in the article.This proves that, organizations should train their employees in order to develop their competence and methods that will keep the employees performing better and improving strategic perspective of the organization as well.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 argued