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Gromova N.

Degree	PhD in Economics, University «Synergy»
E-mail	NGromova@mfpa.ru
Location	Moscow
Articles	Competence-based approach as a basis for building a professional standards system in the banking sector As the Russian economy integrates pro-actively into the world economic community, the require¬ments set to the university graduates are changing, and the changes are substantial. As the role the banking sector plays in the modern economy is important, it is vital to improve the quality of training provided to the students who major in the subjects that pertain to this field of study. The article author shows the algorithm to be used to make a competence-based model that could describe the characteristics that should be found in a graduate of a university where banking sec¬tor-related subjects are taught. Read more... Personnel development as a priority direction for increasing the competitiveness of Russian universities This article discusses ways of increasing the competitiveness of Russian universities in both nаtional and international levels. It is shown that one of priority directions to ensure the competitiveness of the national education system is the development of university staff. The reasons caused the need of personnel development at universities are allocated. Experience of personnel development at leading Russian and foreign universities is examines in the article. Main directions of staff development of Russian universities are suggested in conclusion. Read more... The role of human capital in ensuring the competitiveness of modern companies One of the key performance indicators process of forming Russia’s new economy, «knowledge economy» is the level of human capital accumulation. Unfortunately Russia’s positions in the international ranking of countries on the Human Development Index are not high. The insufficient efficiency of human capital using is part of the reason the low value of this indicator. It should be noted that this inefficiency manifests at the level of the national economy, and at the level of individual companies. This article describes different approaches to the interpretation of the notion of «human capital» and highlights its structural elements. The features of human capital and the specific features that distinguish it from physical capital are defined. It shows the effect the quality of human capital as a major factor for competitiveness personnel has on economic development indicators and competitiveness of business. Main directions in the area of raising and development of human capital, which will be a key factor in improving the competitiveness of Russian companies and the national economy in general, are suggested in conclusion. Read more... HR-branding in ensuring the competitiveness of companies Most often the notion of «image» is associated with the creation of an artificial image that does not correspond to the internal content. But within the framework of this research the unity of the external image of the employment market and the internal environment of the employer is a pillar of success in creating an HR-brand. This article discusses a newly introduced notion in Russia as the employer brand. It is shown that having a strong HR-brand helps employers gain and retain a highly competitive position in the employment market and allows efficient implementation of modern business and HR-technology. It is noted that one of the key instruments of HR-branding is a promising adequate employer brand proposition (EVP). Such proposition gives the company a clear competitive advantage in terms of attracting and retaining talent. The article looks at the Russian and foreign methodologies of ranking best employers. The paper also analyses the findings of the widely known rankings of Russian employers. The conclusions have been drawn on the said findings. The study enables to define competitive advantages of the companies with a strong HR-brand. The paper also reveals the relationship between the employer brand and the factors which drive performance efficiency and underpin competitiveness in the market. Read more... The loyalty of the teachers in the system of competitive advantages and disadvantages of the modern university This article examines the influence of loyalty scientific and pedagogical workers (further — NDP) market position of practice-based University functioning in the conditions of rigid competitive environment. Formulated the concept of employee loyalty to the employer, adapted to the conditions of functioning of higher education. A review of recent approaches to the classification of types and levels of loyalty, existing in domestic and foreign scientific literature. Formulated the standard list of attributes of loyalty, characteristic of the activities of higher school teachers, differentiated them into two groups — essential and desirable from the perspective of the employer. The mechanism of the influence of the loyalty of the NDP on the market position of the University. Defined and reasonably competitive advantages afforded him due to the dominance in the state loyal teachers. Formulated the concept of disloyal teachers, identified five types of disloyal employees («pragmatists» simulators », «fighters for justice», «saboteurs — the Avengers» and «the conspirators»), identified the characteristics of their work behavior in higher education. Analyzed industry specific threats to the competitive position of the University coming from disloyal teachers and define their competitive disadvantages. Read more... Gamification as a tool for ensuring the competitiveness of modern companies The new generation of employees, the instability of the external and internal environment and many other factors force companies to look for new tools in order to achieve the goals in the work with the staff. And one of these tools is the active use of gamification in the process of HR -management. The purpose of this work is to study the features of the use of gaming technologies in the human resource management in modern Russian enterprises. The main research objective is to determine the competitive advantages that the company obtained using gamification technology in HR-practices. This article discusses as gamification notion newly introduced in Russia. The theoretical and applied problems of this definition are investigated. The analysis and systematization of the practice of using gaming technologies in the field of HR-management by Russian and foreign companies was conducted. Based on the data obtained the most popular ways of using gamification technology were determined in the companies using the Russian system of personnel management. The paper outlines the advantages and disadvantages of using various elements of gaming technologies implemented into key HR-directions. It is shown that gamification elements can be applied in solving most of the tasks of the HR-departments of modern companies: recruitment and adaptation, training, material and immaterial motivation, involvement, corporate culture, personnel assessment and career development. The study enables to define competitive advantages of the companies using gamification technology in the human resource management. Among the main advantages can be named: increasing involvement and loyalty of employees to the company, reducing recruiting and starting costs in the process of searching, selecting and adopting of new employees, optimization of staff training costs, reducing employee turnover and corporate spirit improvement within the organization. Read more... Personnel loyalty as a factor in ensuring the competitiveness of Russian companies This article discusses such a popular concept in Russian HR management as staff loyalty, explores the theoretical and applied issues of this definition. The aim of this work is to study the characteristics of employee loyalty management in the personnel management system of modern Russian organizations. The tasks are to determine the relationship between the level of staff loyalty and the level of efficiency, and, consequently, business competitiveness.The significance and relevance of the research topic is due to the fact that in the modern Russian economy, in the face of increased competition and the negative impact of the global financial crisis, the emergence of the COVID-19 virus, sanction pressure on the Russian economy, negative trends are observed associated with a decline in company income. In turn, the successful functioning and competitiveness of an organization largely depends on the interest of employees in effective activities and the level of their loyalty to the company.In the framework of this work, the most urgent problems of the formation and development of personnel loyalty for Russian companies in the current situation are identified. Factors that affect the level of loyalty of the organization's personnel are substantiated.In conclusion, the directions for increasing staff loyalty are formulated and an economic justification of the costs for the formation and maintenance of company personnel loyalty is given. Read more... The use of HR technologies by business owners in ensuring the growth of labor productivity The Russian economy is characterized by a relatively low level of labor productivity, 2–3 times inferior to the economies of a number of industrially developed countries. In the presence of well-developed macroeconomic labor productivity estimates in the Russian economy can be noted the limited number of micro-economic studies that have comprehensively examined the factors affecting productivity in companies. The issues of ensuring the growth of labor productivity have become especially relevant for Russian business owners in recent years. This is due on the one hand the sanctions pressure on the Russian economy, on the other hand, the pandemic COVID-19. Active implementation of HR-technologies in the practice of domestic business is just one of the reserves to ensure productivity growth. The purpose of the study is to identify ways to increase labor productivity indicators through the development and implementation of modern HR technologies in Russian companies. The research methodology consists in the analysis of literary sources on the problems of labor productivity and the effectiveness of modern HR technologies in solving this issue, as well as the analysis of scientific definitions within the framework of the research topic. This article indicates that labor productivity is one of the key factors in the competitiveness of the national economy. The influence of such modern HR technologies as technologies of personnel motivation based on KPI, technologies of talent management and technologies of continuous development were shown. The study identified ways to increase labor productivity through the development and implementation of advanced HR-technologies. Read more...