{"id":3439,"date":"2021-01-30T22:19:03","date_gmt":"2021-01-30T20:19:03","guid":{"rendered":"http:\/\/journals.khnu.km.ua\/vestnik\/?p=3439"},"modified":"2021-03-11T09:40:25","modified_gmt":"2021-03-11T07:40:25","slug":"%d1%80%d0%b5%d0%ba%d1%80%d1%83%d1%82%d0%b8%d0%bd%d0%b3-%d1%8f%d0%ba-%d1%96%d0%bd%d0%bd%d0%be%d0%b2%d0%b0%d1%86%d1%96%d0%b9%d0%bd%d0%b0-%d1%82%d0%b5%d1%85%d0%bd%d0%be%d0%bb%d0%be%d0%b3%d1%96%d1%8f","status":"publish","type":"post","link":"https:\/\/journals.khnu.km.ua\/vestnik\/?p=3439","title":{"rendered":"\u0420\u0435\u043a\u0440\u0443\u0442\u0438\u043d\u0433 \u044f\u043a \u0456\u043d\u043d\u043e\u0432\u0430\u0446\u0456\u0439\u043d\u0430 \u0442\u0435\u0445\u043d\u043e\u043b\u043e\u0433\u0456\u044f \u0444\u043e\u0440\u043c\u0443\u0432\u0430\u043d\u043d\u044f \u043f\u0435\u0440\u0441\u043e\u043d\u0430\u043b\u0443 \u043d\u0430 \u043f\u0440\u043e\u043c\u0438\u0441\u043b\u043e\u0432\u043e\u043c\u0443 \u043f\u0456\u0434\u043f\u0440\u0438\u0454\u043c\u0441\u0442\u0432\u0456 \u0437\u0430 \u0441\u0443\u0447\u0430\u0441\u043d\u0438\u0445 \u0443\u043c\u043e\u0432 \u0433\u043e\u0441\u043f\u043e\u0434\u0430\u0440\u044e\u0432\u0430\u043d\u043d\u044f"},"content":{"rendered":"

<\/p>\n

\u0420\u0415\u041a\u0420\u0423\u0422\u0418\u041d\u0413 \u042f\u041a \u0406\u041d\u041d\u041e\u0412\u0410\u0426\u0406\u0419\u041d\u0410 \u0422\u0415\u0425\u041d\u041e\u041b\u041e\u0413\u0406\u042f \u0424\u041e\u0420\u041c\u0423\u0412\u0410\u041d\u041d\u042f \u041f\u0415\u0420\u0421\u041e\u041d\u0410\u041b\u0423 \u041d\u0410 \u041f\u0420\u041e\u041c\u0418\u0421\u041b\u041e\u0412\u041e\u041c\u0423 \u041f\u0406\u0414\u041f\u0420\u0418\u0404\u041c\u0421\u0422\u0412\u0406 \u0417\u0410 \u0421\u0423\u0427\u0410\u0421\u041d\u0418\u0425 \u0423\u041c\u041e\u0412 \u0413\u041e\u0421\u041f\u041e\u0414\u0410\u0420\u042e\u0412\u0410\u041d\u041d\u042f<\/p>\n

RECRUITMENT AS AN INNOVATIVE TECHNOLOGY OF PERSONNEL FORMATION AT AN INDUSTRIAL ENTERPRISE IN MODERN BUSINESS CONDITIONS<\/p>\n

<\/a> \u0421\u0442\u043e\u0440\u0456\u043d\u043a\u0438: 22-31. \u041d\u043e\u043c\u0435\u0440: \u2116<\/strong>4, \u0422\u043e\u043c 1, 2020 (28<\/strong>4)<\/strong><\/p>\n

\u0410\u0432\u0442\u043e\u0440\u0438:<\/strong>
\n\u0411\u0410\u0417\u0410\u041b\u0406\u0419\u0421\u042c\u041a\u0410 \u041d. \u041f., \u041a\u041e\u0428\u041e\u041d\u042c\u041a\u041e \u041e. \u0412.
\n\u0425\u043c\u0435\u043b\u044c\u043d\u0438\u0446\u044c\u043a\u0438\u0439 \u043d\u0430\u0446\u0456\u043e\u043d\u0430\u043b\u044c\u043d\u0438\u0439 \u0443\u043d\u0456\u0432\u0435\u0440\u0441\u0438\u0442\u0435\u0442<\/p>\n

BAZALIYSKA N., KOSHONKO O.
\nKhmelnytskyi National University<\/p>\n

DOI<\/strong>:<\/strong>\u00a0https:\/\/www.doi.org\/10.31891\/2307-5740-2020-284-4-4<\/a>
\n\u041d\u0430\u0434\u0456\u0439\u0448\u043b\u0430 \/ Paper received: 23.07.2020
\n\u041d\u0430\u0434\u0440\u0443\u043a\u043e\u0432\u0430\u043d\u0430 \/ Paper Printed : 29.09.2020<\/p>\n

\u0410\u043d\u043e\u0442\u0430\u0446\u0456\u044f \u043c\u043e\u0432\u043e\u044e \u043e\u0440\u0438\u0433\u0456\u043d\u0430\u043b\u0443<\/strong><\/p>\n

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\n\u041a\u043b\u044e\u0447\u043e\u0432\u0456 \u0441\u043b\u043e\u0432\u0430:<\/strong> \u0456\u043d\u043d\u043e\u0432\u0430\u0446\u0456\u0439\u043d\u0430 \u0442\u0435\u0445\u043d\u043e\u043b\u043e\u0433\u0456\u044f \u0444\u043e\u0440\u043c\u0443\u0432\u0430\u043d\u043d\u044f \u043f\u0435\u0440\u0441\u043e\u043d\u0430\u043b\u0443, \u0440\u0435\u043a\u0440\u0443\u0442\u0438\u043d\u0433, \u0445\u0435\u0434\u0445\u0430\u043d\u0442\u0438\u043d\u0433, \u0430\u0443\u0442\u043f\u043b\u0435\u0439\u0441\u043c\u0435\u043d\u0442, \u0440\u0438\u043d\u043e\u043a \u0440\u0435\u043a\u0440\u0443\u0442\u0438\u043d\u0433\u043e\u0432\u0438\u0445 \u043f\u043e\u0441\u043b\u0443\u0433.<\/p>\n

\u0420\u043e\u0437\u0448\u0438\u0440\u0435\u043d\u0430 \u0430\u043d\u043e\u0442\u0430\u0446\u0456\u044f \u0430\u043d\u0433\u043b\u0456\u0439\u0441\u044c\u043a\u043e\u044e \u043c\u043e\u0432\u043e\u044e<\/strong><\/p>\n

In the modern world, a person is a key resource of any organization, the choice of which will depend on the success and effectiveness of the employee and the company as a whole. This article is considered one of the branches of HR recruitment. Recruitment is considered as an innovative technology of personnel formation at an industrial enterprise. The relevance of the research of the recruitment services market is substantiated, which confirms the high and stable demand for the services of recruitment agencies. The main problems in this area are identified: insufficient quality of services, lack of professional standards, high staff turnover in agencies, low qualification of recruitment consultants, lack of statistics on the number of staffing agencies, financial and economic indicators of their activities. It identifies the place of\u00a0 nternal and external recruitment in the labour market system. The core, role and importance of recruitment for employers were defined; problems and prospects of its development were\u00a0 investigated. The algorithm of application of recruitment as optimization technology of formation of the personnel of the enterprise is formed.
\nSocio-political changes in the early 90’s had a strong impact on all sectors of production and services. The decline in production capacity has not only led to significant economic losses, but also caused labor imbalances in the labor market. For industrial enterprises, this had the effect of a shortage of skilled workers. Today, manufacturing professions have the status of “unprestigious”. A small number of entrants are trained in manufacturing professions. This leads to the fact that highly skilled workers reach almost pre-retirement age, and no one can replace them. That is why every manufacturing company should pay more attention to the hiring process. Summarizing scientific approaches to the definition of recruitment, we can conclude that recruitment is a set of actions aimed at finding and identifying persons who by their professional, psychological and physiological qualities correspond to the position.
\nKey words:<\/strong> innovative technology of personnel formation, recruiting, headhunting, outplacement, market of recruiting services.<\/p>\n

References<\/strong><\/p>\n

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