2024, Vol. 15, No. 4. - go to content...

Permanent address of this page - https://sfk-mn.ru/en/12scsk424.html

Метаданные этой статьи так же доступны на русском языке

Full article in PDF format (file size: 601.6 KB)

For citation:

Fadeykina V.S. [Experience in managing the business career of personnel using the example of a domestic transport company] World of Science. Series: Sociology, Philology, Cultural Studies, 2024, Vol. 15, No. 4. Available at: https://sfk-mn.ru/PDF/12SCSK424.pdf (in Russian).

Experience in managing the business career of personnel using the example of a domestic transport company

Fadeykina Victoria Sergeevna
Siberian Transport University, Novosibirsk, Russia
E-mail: vikifad@mail.ru
ORCID: https://orcid.org/0000-0001-8700-9136
РИНЦ: https://elibrary.ru/author_profile.asp?id=661639

Abstract. The author analyzed the approaches of domestic scientists to the definition of the concept of “business career management”. It is concluded that business career management involves a set of measures for the professional development of personnel and support for career growth. The scientific article presents an analysis of the experience of managing a business career in a transport company.

The analysis showed that in order to effectively manage a business career in an organization, it is necessary to implement a number of areas of work. Build a personnel training system based on the results of assessing employee competencies. The training system should focus on different generations of employees: distance learning, the use of gamification, traditional training in classrooms, in trainings with the teacher’s contact.

To form a mentoring system, a transparent process for selecting mentors and rewarding them for the positive results of the development of mentee employees is important.

Organize corporate events (meetings, symposiums, round tables, conferences, championships) aimed at developing professional and managerial skills, allowing not only to develop competencies, but to build loyalty, involvement and involvement of staff in the organization.

Ensure rotation of personnel at the same job level, but with a change in functional responsibilities within that job group, while taking into account the needs of the organization for rotation and the interest of personnel; create a transparent, open system of enrollment in the personnel reserve for leadership positions.

Ensure the development of management competencies among personnel included in the personnel reserve. Appoint employees from the personnel reserve to leadership positions. Conduct an objective assessment of applicants when appointed to a leadership position.

Keywords: business career management; career chart; transport company; personnel management; personnel development; professional career; distance learning system; personnel rotation; personnel reserve

Download article in PDF format