Browsing by Author "Hrebeniuk, Halyna M."

Now showing 1 - 3 of 3
  • Thumbnail Image
    Item
    Directions of Effective use of Data and Analytics in Decision-Making on Staff Development
    (Dnipro State University of Internal Affairs, 2024) Martseniuk, Larysa V.; Makhin’o, Illia; Hrebeniuk, Halyna M.; Das, Biswajit
    ENG: Modern companies are faced with a large amount of data about their employees, company processes and market conditions. Using this data to make decisions about personnel development can help companies effectively manage their personnel potential, predict training and development needs of employees, and plan strategic steps from the standpoint of personnel management. Research in this direction can also help identify optimal methods of attracting and retaining talented employees, which in turn will contribute to increasing the company’s competitiveness in the market. Incorporating data and analytics into staff development decision-making processes can lead to more informed and objective decisions. The use of key performance indicators (KPIs) and metrics can provide valuable information about employee performance, training needs, and promotion. Personalized Development Plans: Data and analytics enable HR professionals to create personalized development plans for employees based on their strengths, weaknesses and career aspirations. This personalized approach can increase employee engagement and retention. Optimizing recruitment processes and talent retention with the help of data analytics opens up new opportunities for increasing the competitiveness of organizations.
  • Thumbnail Image
    Item
    Government Strategy for Enhancing the Infrastructure of International Freight Railway Corridors: Economic and Strategic Considerations
    (Learning Gate, Brooklyn, NY, USA, 2025) Tymoshchuk, Yaroslav; Hrebeniuk, Halyna M.; Selishchev, Sergii; Suray, Inna; Zadoia, Viacheslav O.
    ENG: The article examines the state strategy for developing the infrastructure of international freight railway corridors in the European and Asia-Pacific regions from 2022 to 2023. It considers the impact of public investment on the formation of infrastructure projects through macroeconomic analysis. It describes programs that help optimize freight transport and stimulate trade development between continents. Public investment in the infrastructure of railway corridors in the EU has increased by 12% over the past five years, indicating a strategic interest in their further development. The article highlights the essence of international partnership and trade cooperation based on foreign investment to modernize railway networks. Special attention is paid to the strategic infrastructure goals for logistics corridors and transport hubs. The role of railway corridors passing through China and the European Union territory is identified. The competition between regions for leadership in transit hubs, economic influence, and control of transport corridors is investigated. At the micro level, trends in the formation of modal transport and the construction of heavy railway infrastructure are analyzed. The efficiency of the G7 countries in increasing the capacity of freight networks is studied. The problems of the states with regulatory protectionism measures have been identified. The article provides a comparative analysis of the leading companies in global freight corridors that are of strategic importance for the functioning of the economy.
  • Thumbnail Image
    Item
    Personnel in Tourism Industry of Ukraine as a Means to Achieve Competitive Advantage
    (Dnipropetrovsk State University of Internal Affairs, Dnipro, 2022) Hrebeniuk, Halyna M.
    ENG: In the context of globalization of the tourism industry, the organization of personnel management and the efficiency of its use require more and more attention, as personnel is the main resource of tourism business enterprises. The competitiveness and performance of tourism enterprises directly depend on the effectiveness of personnel management, namely on its objective assessment and proper distribution of competencies, which reflect not only the professional level but also the business and personal qualities of tourism employees. Personnel evaluation is considered as an element of management and certification of personnel used in the tourism industry, as a necessary tool for studying the quality of staff, its strengths, and weaknesses. Any assessment is the result of a comparison of a facility with certain standards, regulatory requirements, well-known parameters, and staff assessment is no exception. In the proposed approach, personnel evaluation involves comparing certain competencies of employees with the relevant reference requirements of the position held or claimed by an object of evaluation. The essence of the evaluation proposed in the article is that for each position in the tourism industry it is possible to develop a reference version of competencies, through which, after the evaluation, management makes an informed management decision, namely to train, develop, motivate or release the object of evaluation. Training is appropriate if there is a lack of knowledge, skills, and abilities; it is necessary to develop when there are basic skills and it is necessary to reveal potential; motivate, if the necessary set of knowledge and skills is available, but not used to the full extent; and an employee is fired in the event that education and training are impractical. The article proposes an approach to solving the problem of objective evaluation of tourism industry personnel. The above approach is aimed at obtaining detailed information about how a certain employee shows his professional and personal qualities and how they correspond to the position. The proposed approach is based on the theoretical and methodological instruments of the method of alternative characteristics and scoring system.