Keyword: «personnel»

The article discusses the features of using a relatively new method – gamification in personnel management of an organization. A feature of gamification is apparent simplicity. The complexity of use and the ambiguity of the effectiveness of gamification in case of incorrect use have not yet led to the widespread introduction of this method into the practice of not only Russian, but also foreign companies. The article presents a number of statistical studies and their results confirming the relatively low use of gamification in personnel management. The article shows the positive and negative aspects of using gamification in the field of personnel management.

The formation of the personnel reserve of the organization is considered one of the most important processes of becoming highly competitive organization, as well as an integral part of its development strategy. The formation of the personnel reserve and further work with it is not an easy and very time-consuming process. From the beginning of 2021 to the present, the labor market has a tendency as "staff shortage". As a consequence, the employer uses a lot of resources (financial, human, information) to close the vacancy. But often, he may face the fact that the result does not justify its requirements. Personnel of the organization plays a major role in the production process and is one of its most important and complex elements. For this purpose it is necessary to modernize and adapt the system of formation of a personnel reserve, under new tasks of a current situation in the company and in the labor market, by introduction of new programs and actions.

This article discusses the evaluation of the effectiveness of personnel activities from the standpoint of a scientific approach. The scientific approach in the hotel industry is a set of ways and methods for obtaining new knowledge in personnel evaluation. When forming a scientific approach to evaluating the effectiveness of personnel in the hotel industry, an evaluation system is given in the form of an algorithm. The algorithm for evaluating the effectiveness of personnel in the hotel industry includes sequential elements such as the goal (its specification, planning of results), subject, subject, criteria, method, preparation, evaluation, analysis, actions. The article also presents the results of the activities of subsystems of personnel management as criteria.

To improve the organization of dental care for children, rational planning of therapeutic and preventive measures, it is necessary to regularly analyze the situation in each region of the Rus-sian Federation, therefore this study is very relevant. The purpose of the study was to study the demographic situation in the Smolensk region for the period from 2011 to 2020, to analyze the state of the pediatric dental service of the Smolensk region (staffing of dentists and logistics). Materials and methods. To analyze the state of the children's dental service of Smolensk, data from the reports of the Children's Dental Polyclinic of Smolensk in the period from 2011 to 2020 were used. Statistical analysis of the results was performed in Microsoft Excel 16 using the Data Analysis add-ons, descriptive statistics methods were used. Results. According to the order of the Ministry of Health of the Russian Federation dated 13.11.2012 No. 910n, in total, the staffing table should provide for at least 120.5 rates of therapeutic dentists (pediatric dentists, dentists or dentists), as well as at least 20.25 rates of surgical dentists (dental surgeons or dentists) in fact, in the Smolensk region there are only 88.5 rates of dentists of therapeutic and surgical profiles. To provide orthodontic care to children, at least 25.25 rates of orthodontists should be provided in the staffing table, in fact, only 16.75 rates, 13 individuals are employed. Conclusion. The shortage of personnel (specialists in therapeutic and surgical profiles) at the children's reception in the Smolensk region is 39%, the material and technical base of the dental service of the Smolensk region needs to be improved.

The article considers the factors influencing the professional choice of applicants. The authors discussed the problem of aging of teaching staff in the whole country, in the region and in particular in Tobolsk. Using ROSSTAT statistics and HSE analysis, we tried to show the influence of the factors of choosing a profession on the development of the personnel problem depending on the regions. The authors noted the need to take this dependence into account when building career guidance work. They proposed the possibility of using the resources of the Museum of Public Education of the Tyumen region in conducting career guidance work by the university.