Наукова періодика Університету "КРОК"

Постійне посилання на розділhttps://dspace.krok.edu.ua/handle/krok/280

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2018 - 20202

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  • Ескіз
    Документ
    Transformation of Back-Offices Function to Support a Culture of Innovation and Intellectual Capital Deployment
    (Університет «КРОК», 2018) Oleynikova, I.
    The most important attribute of intellectual capital is the company's ability to innovate, which makes it possible to gain sustainable competitive advantage. In addition to critical parts of the intellectual capital management system, such as the human capital management system and the knowledge management system, another important aspect is to be considered -the formation of the company's ability to be adaptive and agile. So, if a key competence-the ability to innovate-is a function of the front office, then the creation of adaptive capacity, which is a certain combination of human capital and a knowledge management system, manifests itself in a back-office meaning. The main back-office function is to support generation of innovations and their implementation through key competencies that ensure the rapidalterations of all processes and structures that are supposed to change.The main purpose of the research is to create company expertise, organizational structure, processes, performance measurement and ateam that will be able to maintain steady changes and remain successful. It is obvious that the key component of such a company will be a well-formed team with the necessary skills, knowledge, and competencies, a team whose propensity for transformation is one of its basic characteristics, a team for which resistance to change is unacceptable. The goal of this research is to show how implementing culture of transformation in the back-office helps to promote innovations and improve the company's performance.Additionally, monetary assessment of back-office performance is done to demonstrate what exactly the business will receive in terms of market share, financial results, and company value.
  • Ескіз
    Документ
    Training and development impact on employees, сompetence and performance
    (Університет «КРОК», 2020) Petrova, I.; Kondo, U.; Петрова, Ірина Леонідівна
    n 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.