Browsing by Author "Stoliaruk, Khrystyna"
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Item An employee psychological green climate(ДВНЗ «Київський національний економічний університет імені Вадима Гетьмана», 2022-05-11) Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаItem Green human resource management policies and practices in Ukraine(IOP Publishing, 2021-10) Tsymbaliuk, Svitlana; Цимбалюк, Світлана Олексіївна; Цимбалюк, Светлана Алексеевна; Vasylyk, Alla; Василик, Алла Володимирівна; Василик, Алла Владимировна; Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаThe main purpose of the study is to assess the development and implementation of GHRM policies and identify prospects for the dissemination of GHRM practices in Ukraine. The results of the survey confirmed the working hypotheses: the practice of developing GHRM policies in Ukraine has not become widespread and there are no effective mechanisms for implementing GHRM policies. The research showed the average level of respondents’ assessment of their awareness of GHRM practices. The study confirmed a lack of effective mechanisms and tools for their implementation: units and employees responsible for implementing the GHRM policy; regulation of tasks, duties and responsibilities of employees; practices of planning the number of employees required for the implementation of environmental initiatives and activities; development of green competencies; informing employees about the GHRM policies implementation; involvement of employees in the formation of green policies and solving ecological problems; survey of employees’ opinion on corporate green practices. The paper focuses on the necessity of disseminating the practices of developing and implementing GHRM policies, it is crucial to raise the awareness of managers and HR specialists.Item Green recruitment and adaptation practices in GHRM(IOP Publishing, 2022) Tsymbaliuk, Svitlana; Цимбалюк, Світлана Олексіївна; Цимбалюк, Светлана Алексеевна; Vasylyk, Alla; Василик, Алла Володимирівна; Василик, Алла Владимировна; Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаThe research results confirmed the important role of green recruitment and adaptation in green human resource management (GHRM). The survey’s purpose was to evaluate the spread of green recruitment and staff adaptation practices in Ukraine. The theoretical model of green practices implementation in the processes of recruitment and staff adaptation is developed. The survey found that less than a third of organizations position themselves as green employers and develop green employer value propositions (EVPs) which are attractive to people with green behaviours. The practice of assessing and selecting candidates with green competencies has not become widespread. The lack of practice of including green competencies in the requirements and job advertisements does not allow the company to attract desirable candidates, including specialists with environmental knowledge and attitudes, despite such intentions. The study results also showed that more organizations use green practices during the onboarding and adaptation of new employees compared to recruitment and selection. The survey results confirmed the hypothesis that green recruitment and adaptation aren’t widespread in Ukrainian companies. Owners and managers need to pay more attention to introducing green issues in the recruitment and adaptation processes; study successful practices and adapt them to the specifics of the organization; develop green competencies in HR managers and specialists; to position themselves as a green employer.Item HR management efficiency factors and their impact on creation of a commercial innovative product(Allied Business Academy, 2021-06) Koldyshev, Maxim; Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина Сергеевна; Shpynkovskyi, Oleksandr; Yamnenko, Halyna; Ямненко, Галина Євгенівна; Ямненко, Галина Евгеньевна; Dovban, IgorGlobalization and growing consumer needs regarding the quality of a commercial innovative product are making to look for new ways to improve the efficiency of HR management. The topic is urgent because one of the main aspects of the company’s effective operation is assessing the factors of HR management, which include socio-economic, innovation and management, as well as internal groups of factors focused on modern economic needs of organizations operating in particular socio-economic conditions. Relevant issues underlie the study of key factors in the formation of company’s HR management system. The aim of the research is realized in the article, the factors of effective functioning of HR management are assessed through key performance indicators, the objective and key results (OKRs), and their influence on creation of a commercial innovative product is revealed. This assessment takes into account the achievement of tactical and strategic goals of the organization, using different groups of factors, including the motivation of HR managers. Assessment through key performance indicators and selected goals and key results allows the company’s management to control the cost of salaries, bonuses or increase company revenue by increasing labour productivity. It was determined as a result of the study that one of the main factors in the effective HR management is the motivational prerequisites. Prospects for further research involve finding effective ways to assess the factors that determine the effectiveness of management of human resources as company’s strategic asset.Item Practices of ensuring health and safety management programs in Ukrainian companies(Київський національний економічний університет імені Вадима Гетьмана, 2022-06) Tsymbaliuk, Svitlana; Цимбалюк, Світлана Олексіївна; Цимбалюк, Светлана Алексеевна; Vasylyk, Alla; Василик, Алла Володимирівна; Василик, Алла Владимировна; Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаIn the current situation (military and ecological threats, pandemia COVID-19), the health and safety management role is increasing. Providing socially responsible, resource-efficient, and environmentally sensitive workplaces, safe working conditions, improving staff health, and reducing stress and occupational diseases are the essential tasks of human resources management (HRM). Aim: To study the implementation of personnel health and safety practices in Ukrainian companies and develop profiles of the leading organizations. Method: A sociological survey was conducted to assess the spread of personnel health and safety practices in Ukraine. Findings: Creating environmentally-friendly working conditions is the most popular practice in Ukrainian companies. Two-thirds (66.7 %) of respondents confirmed that the organizations implement such practices. Measures to improve the employees’ health and reduce stress and occupational disease caused by an unhealthy environment are less spread. 58.8 % of respondents indicated the introduction of these practices. The less common are practices of creating resource-saving and environmentally sensitive workplaces. Only 43.1 % of respondents pointed out that the organizations create such workplaces. The profiles of the leading organizations in safety management practices were developed. Experience in health and safety management should be examined and disseminated to HRM policies.Item Staff Motivation for Green Behaviour and Environmental Initiatives(ICRESS, 2022) Tsymbaliuk, Svitlana; Цимбалюк, Світлана Олексіївна; Цимбалюк, Светлана Алексеевна; Vasylyk, Alla; Василик, Алла Володимирівна; Василик, Алла Владимировна; Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаThe main purpose of the study is to assess the use of motivational tools to green behaviour of employees and environmental initiatives in Ukrainian organizations. The results of the survey confirmed the working hypotheses: the practice of motivating staff to green behaviour and environmental initiatives in Ukraine has not become widespread. The research showed that a half of the organizations encourage environmental initiatives. At the same time, owners and managers of organizations prefer intangible rewards of encouraging employees to green behaviour and ecological initiatives. Although intangible rewards are more common in encouraging employees to participate in environmental activities than tangible ones, the practice of using them is still mediocre. The paper focuses on the necessity of paying more attention to both tangible and intangible incentives of encouraging employees to environmental activities by owners and managers. The study provides the important recommendations for encouraging employees to engage in green activities and environmental initiatives: increasing wages, paying bonuses, providing social benefits as tangible rewards; the publication of staff contributions to sustainable development, public recognition and awards for environmental efforts, green activities, encouraging the receipt of certificates and awards as intangible rewards; promotion of employees who have competencies in green management, involving employees in goal setting and the development of indicators of the environmental activities results, green corporate culture and green leadership as efficient corporate factors.Item The role of public organizations in charitable activities(Київський національний економічний університет імені Вадима Гетьмана, 2024-04) Stoliaruk, Khrystyna; Столярук, Христина Сергіївна; Столярук, Кристина СергеевнаItem Діагностика проблем і заходи подолання професійного вигорання працівників(Видавничий Дім «ІНЖЕК», 2021) Василик, Алла Володимирівна; Vasylyk, Alla; Василик, Алла Владимировна; Столярук, Христина Сергіївна; Stoliaruk, Khrystyna; Столярук, Кристина Сергеевна; Булуй, Анна Валентинівна; Bului, AnnaОсновний фокус статті спрямовано на актуалізацію уваги щодо виявлення проблем і розробку заходів з подолання професійного вигорання за допомогою комбінації інструментів у рамках авторського соціологічного дослідження на прикладі персоналу одного з вітчизняних підприємств. За мету також поставлено з’ясувати та виділити ключові симптоми синдрому професійного вигорання працівників. Враховуючи активний розвиток сфери послуг у наш час, є очевидним, що це закономірно впливає на збільшення кількості професій типу «людина-людина», який є одним з найбільш уразливих з точки зору можливості виникнення проблем професійного вигорання. Саме тому у статті проведено діагностику таких проблем на прикладі одного ресторану з популярної нині на території України мережі. Ключовими завданнями цього дослідження є: з’ясувати структуру персоналу підприємства за оцінками рівня професійного вигорання; здійснити порівняння факторів негативного впливу на роботу працівників ресторану; оцінити вплив умов праці на професійне вигорання працівників; з’ясувати, яким є ставлення до роботи у респондентів цього дослідження; порівняти оцінки респондентів складових чинника «Індивідуальність». У результаті проведеного дослідження було виявлено такі проблеми: неналежне ставлення працівників до роботи; велика тривалість робочого дня як наслідок перевантаження працівників; проблема конфліктних клієнтів; неналежні умови відпочинку для працівників. У ході діагностики зазначених проблем у статті також запропоновано заходи їх подолання із зазначенням прогнозованих індикаторів зниження наслідків синдрому професійного вигорання працівників досліджуваного підприємства та відповідними витратами на реалізацію цих заходів. The main aim of the article is to update the research on identifying problems and developing measures to overcome professional burnout through a combination of instruments in the author’s sociological study, taking the staff of one of the domestic enterprises as the material for the research. The aim is also to identify and determine the key symptoms of burnout syndrome. Given the brisk growth of the service sector, it is obvious that it naturally affects the increase in the number of «man-man» professions, which are among the most vulnerable ones as for the burnout probability. That is why diagnosis of such problems has been performed at a restaurant from a popular chain in Ukraine. The key objectives of this study are the following: to determine the structure of the company’s staff by estimating the burnout level; to compare negative factors influencing the restaurant employees’ work; to assess the impact of working conditions on burnout; to find out the respondents’ attitude to work; to compare the respondents’ assessments of the components of the «Individuality» factor. The study has resulted in identifying the following problems: employees’ improper attitude to work; long working hours leading to overwork; conflicting clients; inadequate rest conditions for employees. Besides diagnosing these problems, the article also suggests measures to overcome them, naming some projected indicators of reducing the effects of employees’ burnout at the enterprise under study and the corresponding costs for taking these measures.