Миляева Лариса Григорьевна

Introduction. The relevance of the study is due to two interrelated circumstances: on the one hand, the unconditional recognition of personnel safety as a significant structural component of the economic security of the enterprise, and, on the other hand, the variety of interpretations of the essential basis of this definition and, as a result, the lack of adequate methodological tools. This is confirmed by a summary made based on the results of a critical analysis of the profile literature, according to which each enterprise has the right to form its own personnel security system according to certain principles and criteria. Purpose. Develop a methodology for diagnosing the level of personnel security of the enterprise, based on the identification of internal threats (problematic issues in the personnel labor motivation system); conduct its pilot testing at the enterprise of the basic experiment in order to check the adequacy of its purpose. Theoretical foundations and methodological tools. The theoretical foundations of the study are associated with: the identification of the personnel security of the enterprise with the normal level of labor motives of the personnel, ensured by the elimination of internal personnel threats; correlating the types of personnel threats with the disadvantage of specialized labor motives; using the ratio between actual and critical (minimum permissible) values of personnel indicators to identify personnel threats; with the allocation of four levels of personnel security of the enterprise (depending on the number of identified personnel threats). Results. The substantive aspects of the definition of “personnel safety of the enterprise” were clarified; the theoretical foundations of diagnosing the level of personnel security of the enterprise are substantiated; a methodology has been developed for diagnosing the level of personnel security of an enterprise, based on identifying problems in the labor motivation system; based on the results of pilot testing of the procedure, its adequacy to its purpose was confirmed and targeted recommendations were justified. Conclusions. Each company should regularly monitor the level of personnel security in order to timely identify and eliminate possible personnel threats.

Introduction. The most important component of the personnel management of an enterprise is the management of the behavior of employees. Confirmation of the increasing need to improve the management of the behavior of the personnel of an enterprise (organization) is the growth in the last decade of specialized publications devoted to the analysis of various aspects of this multifaceted socio-economic problem. The relevance of the study is due, on the one hand, to the unconditional recognition of effective management of the behavior of the company's personnel as the most important lever for improving labor productivity and the level of labor motivation of employees, and, on the other hand, to the imperfection (in fact, the lack) of specialized methodological tools.Purpose. Develop specialized methodological tools adequate to substantiated theoretical foundations of diagnostics and management of the company personnel behavior; to test it in order to confirm the scientific hypothesis regarding the optimal type of the concept of personnel behavior management (CMS). Theoretical foundations and methodological tools. The theoretical foundations of the research are associated with the designation of the essence of the key definition of «personnel behavior management»; systematization of the characteristic features of traditional and motivational concepts of personnel behavior management; justification of the legitimacy of the allocation of an intermediate concept accumulating three subtypes. The developed methodological toolkit combines two original methods: a methodology for diagnosing the type of personnel behavior management concept implemented by an enterprise and a methodology for identifying the type of priority profile of the analyzed personnel behavior management parameters.Results. The main results of the study can be legitimately reduced to the following points: the theoretical foundations of diagnostics and management of personnel behavior have been clarified; specialized methodological tools have been developed; using the example of five enterprises of the basic experiment, practical testing of two author's methods has been carried out, confirming their adequacy to their purpose; the erroneous positioning of the motivational concept of personnel behavior management as uniquely optimal has been established; The dependence of the level of staff motivation on the degree of conformity of the types of implemented personnel behavior management concept and the priority profile of the analyzed personnel behavior management parameters is revealed.Conclusions. According to the confirmed hypothesis about the optimal concept of personnel behavior management, two ways of matching the types of CMS and priority profiles of CMS parameters are possible, associated either with the adjustment of the implemented concept of personnel behavior management to the priority profile, or with the reverse adjustment. It is emphasized that each enterprise has the right to make its choice based on the specifics and strategic development priorities.

The article emphasizes the aspects justifying the relevance of the study of social and labour relations (STO) in the stated context. A detailed structure of social and labor relations at the enterprise is presented, involving the allocation of five constructive and five destructive types of STO; Their key parameters (indicators of STO types) are highlighted (justified). The original methodical instrumentation, which accumulates two author 's methods: structural analysis of social and labor relations, intended for identification of priority profile of STO types, and transformational analysis aimed at diagnostics of levels of structural changes of STO, is proposed and illustrated on conditional examples. The applied directions of use of the methods presented in the article are indicated.

In article the new form of the characteristic of qualification recorded in professional standards is analyzed; the original technique of diagnostics and management of personnel of the organizations of qualification structure is presented; on conditional examples separate stages of its realization are illustrated; applied aspects of its use are proved.

The article emphasizes the socio-economic importance of an adequate diagnosis of the situation in the labor market; The shortcomings of the available approaches are indicated; An original method of socio-statistical evaluation aimed at identifying an integral level indicator was proposed.

In work systematization of the signs creating concepts of the known types of personnel policy is carried out; two methods of identification like personnel policy, economic development adequate to realities are offered; the original methodical tools of complex diagnostics aimed at identification of degree of compliance of adequate model and identification of implementable type of personnel policy are provided; by results of successful practical approbation the conclusion is drawn on legitimacy of its replication in profile editions.

Theoretical aspects of the informal market of educational services (IMES) locate in work. The main results of the market researches executed on the example of higher education institutions of Altai krai, the confirmed projections concerning its development in the medium-term period are analyzed. The conclusion about perception of NROU by most of the population as certain norm of post-industrial development is drawn.

Some conceptual approaches to strengthening of stimulating function of a salary and tools of flexible wage payment are proved. Efficiency of the offered measures is confirmed by results of adoption on the enterprise.