Suchergebnisse

The authors of the article note that in recent decades, higher education in Russia has been in a state of reform. The reform also affects the management of a higher education institution. In this regard, the authors of the work within the framework of this article turn to the consideration of innovations in making managerial decisions in the system of higher educational institutions. According to the authors, innovations in university management are methods of managing the system of a higher education institution that allow an organization to achieve high results using fewer resources. Among the innovations, the authors of the work highlight: structural and managerial, changes in the organizational and legal form of the university, crowdsourcing and benchmarking. The use of certain innovations in university management should be correlated with development planning strategies based on an analysis of the internal and external environment of an educational institution of higher education.

The authors of the article note that the transformation of society and the economy leads to the fact that organizations are forced to constantly strive to develop the competencies of their staff, especially for the management of the company. In addition to digital and personal competencies, management personnel must have social competencies. In the work, the authors note that social competence is important for the professional competence of managerial personnel in general. Thanks to social competence, managers have the opportunity to interact with employees both on formal occasions and informally, which allows them to maintain a favorable microclimate in the team and motivate employees to achieve theirgoals. Also, the authors of the article noted that social competence allows management personnel to fully master modern reality and competently select and develop a team of employees of the organization, which in turn contributes to the effective promotion of the company.

This article is a socio-managerial analysis related to the introduction of innovative business models in the process of managing an organization. The use of digital technologies in the management of an organization provides a solution to administrative, managerial, communicative and interactive, educational and research tasks, as well as tasks related to ensuring the information security of an organization. The authors believe that the focus of organizations on new digital opportunities contributes to making them more resilient, stable and competitive in the future. A promising question is how managers determine the threats and opportunities for the functioning and development of their organizations, which involves the use of an approach based on attention to concepts related to human resource management, personnel management and corporate (organizational) approach.

The purpose of the article is to analyze the sociocultural background of human resource management in modern Russian society. Research methodology is based on a culturological approach to the analysis of management, as well as the concept of organizational culture. The authors show that the process of human resource management has a sociocultural specificity, which must be taken into account in the implementation of management activities. The specificity of human resource management in modern Russian society is caused by several factors: the need to increase the efficiency of organizations, the peculiarities of the political situation the Russian economy is developed in, as well as sociocultural management features preserved from the Soviet model of governance.

The article is devoted to the consideration of volunteering and charity as forms of social service. The authors of the work point out that social service can be considered not only as a moral category, but also as a sphere of professional activity. Turning to the practices of social service, it can be noted that they are volunteering (voluntary activity) and charity. These social practices are voluntary activities of citizens aimed at providing social and psychological assistance to those in need. Volunteering and charity unite people, solidifies them in front of a common problem, and also allows citizens to show a sense of empathy, love, altruism and social responsibility – to grow spiritually and morally and serve for the benefit of society.

The article examines the change in human resources caused by the digitalization of the economy. The effects of digitalization of the labor market are highlighted, which transform the approach to understanding human resources. An approach is considered in which the digital economy and the knowledge economy are linked into one system, since it is knowledge and digital competencies that play a key role for an employee in the conditions of the modern labor market. It is noted that not only requests to the employee are changing, but also to the organization itself from the employee or the applicant. The basic principles of human resource development are highlighted. The concept of a gig economy developing as a result of digitalization is considered, as well as some of the risks for organizations and employees arising from the development of new formats of interaction between employees and employers.