卷 10, 编号 1 (2023)

The necessity of ensuring a breakthrough in the industrial and technological renewal of the sectoral segments of the economy in order to strengthen Russian subjectivity and achieve genuine sovereignty based on the integration of efforts of all participants in relations to create a stable competitive status of Russia in all its dimensions is outlined. A new understanding of the concept of competitive stability amidst the mobilization economy is proposed. It is argued that the key link of positive changes in the pace of economic growth and the progressive movement towards well-being and accumulation of the potential of competitive stability is the strengthening of the motivational and communication immunity of business. The necessity of establishing complementary interaction of various functional areas of business activity is substantiated. Within this interaction, the human resource with its motivational and behavioral dominant acquires the property of a key link in the transformative processes of changing the internal state of Russian society in the direction of strengthening its immune state. The competitiveness of business entities becomes a focus in the positive civilizational movement of Russian society towards technological sovereignty through the activation of a human-centered resource within the framework of the mobilization economy. A model of managing the economic growth of business amidst a mobilization economy is proposed. It is based on the innovative variability of the value chains being built and on the reengineering of business processes implemented during the rationalization of a combination of various resources. It is proved that the key tool in achieving the designated goals and strategic guidelines is the motivational and communication immunity of business entities, formed under the influence of social, motivational and behavioral dominators, embedded in the socio-economic system by a human-centered workforce.

The relevance of the study is due to the need to increase the adaptability of domestic companies to the high volatility of environmental factors, reduce production costs, and increase labor productivity. The process model of organisational management is designed to meet these challenges.The article considers the stages of origin, formation and prospects for the development of a process approach to the management of industrial enterprises. The necessity and expediency of the introduction and development of this management model in modern conditions is substantiated. The conditions for the successful development of the practice of implementing a process management model are determined.

The autogenic crisis is considered as a conceptually new direction in ensuring long-term sustainable development of organizations. Autogenic or managed crisis is an innovative method of resolving contradictions in organizations. Thus, the stress testing method is proposed as an instrument of the mechanism of autogenic crisis and crisis management. The problems of stress testing in the financial and banking sector, both at the macro level and at the micro level, have been worked out quite deeply. However, for real sector, these problems require appropriate adaptation, theoretical and practical study. The article clarifies the conceptual apparatus of stress testing. The goals and objectives of the stress testing method, methodology and scenarios, roles and areas of special attention, specific programs adapted for sectors of the real economy are determined. It is concluded that stress testing should be an important, innovative and economically feasible tool for the top management of any organization when making decisions on business strategy, crisis management, risks and capital.

The article develops the basic principles of situational management in the construction of an expert decision support system amidst incompleteness and uncertainty of information about the objects in question, their properties, patterns of behavior, mutual influences and interrelationships. The authors formalized the subject area model for making investment decisions in a hedge fund within the framework of the expert system.From the point of view of the characteristics of determination, recognition and leveling, problematic situations describing the decision-making process within the subject area are systematized. Taking into account the existing risks and threats when using a logical-linguistic model, the stages of decision-making are highlighted. This model characterizes the process of optimizing the search for solutions in the expert decision support system.

The most significant element in the modern concept of HR management is the recognition of a person as a key resource of organizations and, as a result, focus on creating conditions for the realization of his potential. The cultural component here is one of the most significant intangible assets, the central basis of the organization's life cycle. Namely, these are the values, norms and attitudes that are accepted and shared by both managers and ordinary employees of the company. In the context of digital transformation and hybrid work formats, corporate culture as an HR management tool is of particular importance. In the article, the authors answer the following questions. What is corporate culture? What value orientations allow using corporate culture as an HR management tool? It is necessary to try to answer these questions, since corporate culture is the most important tool for the long-term successful development of the company, uniting employees around strategic goals.

This paper presents some approaches to personnel management in consumer cooperation, taking into account the influence of modern external factors. Approaches are divided into blocks. In the block of remuneration, the use of multiple time wage system is justified. In terms of personnel selection, it is proposed to independently teach the employee the necessary knowledge, skills and abilities through internships. As optimal work regimes for organizations in consumer cooperation, home work and flexible regimes are justified. In the field of organization of personnel management, it is proposed to separate the functions of decision-making centers and organizations that are part of society. Thus, decision-making centers should develop local regulatory documents, select personnel and engage in its development. In the companies themselves, the function of personnel management should be partially preserved, but at the same time reduced to the current personnel records management.

The author analyzes digitalization of management documentation support. The problem of reasons, including legal ones, affecting the quality of electronic document management in staff records management is considered. The author used an institutional approach that allows an objective assessment of the current situation in this area.The legal and practical aspects of the staff records management transition to electronic documents in the general system of documentation support are considered. The author draws attention to the problems inherent in the transition period of office work digitalization and also identifies possible ways to overcome these problems. The presented material can be useful to the management and officials in determining the place and role of various digital products in improving the quality of management processes.

The specifics of the implementation of academic exchange programs in order to develop the competitive advantage of Russian's universities have been studied. To determine the risks of the external environment for (virtual) academic mobility amidst sanctions and digitalization of the education and the economy, PEST-analysis was used. The analysis of the internal environment is based on the results of a targeted online survey from the point of implementing virtual academic mobility programs. The conducted research of the regulatory framework, external and internal factors made it possible to develop recommendations on digitalization of the educational process, organizational and methodological support of programs (virtual) academic mobility. The purpose of the recommendations is to increase the attractiveness of Russian regional universities for (virtual) academic exchange within the framework of performance indicators and national projects.The article is devoted to solving the problem of designing programs of virtual academic mobility of Russian higher education in the current political and economic constraints, socio-cultural context and technological capabilities. The material presented in the article will be of interest to the heads of Russian universities and organizations participating in networking and academic exchange programs.

The theoretical aspects of leadership, as well as the necessary qualities that a person who claims to be a leader in a sports and physical training organization should possess are considered. The characteristics of leadership options in various sports and physical training organizations are given. The objectives and features of leadership in commercial and budgetary organizations in the field of sports and physical training are considered. The characteristic of leaders, depending on the role they perform in a sports and physical training organization, is given. The features of the leader-coach and the leader-athlete are described. The analysis of advantages and disadvantages of two types of leaders in sports and physical training organizations – business and emotional leaders - is presented.

The article shows the main approaches to the formation and development of human capital. The scientific principles underlying the choice of methods for assessing human capital management and directions for using its results in practice are formulated. The characteristic of the existing approaches to the measurement and analysis of human capital is given. Their distinctive features, advantages and disadvantages are analyzed. Recommendations for the effective use of various methods of assessment and formation of human capital, depending on the situational factors of the functioning of the organization, are formulated. Challenges in the field of human capital formation and opportunities for further research in this area are identified.

The article discusses the features of the dynamics of labor performance indicators amidst digital transformation. The parameters of the relationship between the indicators of the development of the digital environment and labor productivity are revealed. The trends in the development of digital technology and the possibilities of regulating labor productivity in the regions are determined. The definition of digital transformation is given. The key features of digital transformation in the modern economy are highlighted. The authors have developed an express methodology for assessing the impact of digital transformation on labor productivity. This methodology includes an analysis of indicators of the organizations' innovative activity level, the share of fundamentally new technology, the digitalization level of the local telephone network and the share of the employed in ICT in the total number of the employed. On the example of the Ural Federal District, it was revealed that indicators of innovative activity, fundamentally new technology and those employed in ICT can indirectly affect labor productivity. The article will be of interest to specialists in labor efficiency management, public civil servants and specialists in the field of digital transformation.