title: ÐÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ðµ Ð¿ÑÑÐµÐ¹ ÑÐ°Ð·Ð²Ð¸ÑÐ¸Ñ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ ÐÐ°Ð»ÑÐ¸Ð¹ÑÐºÐ¾Ð¹ ÑÐ°Ð¼Ð¾Ð¶Ð½Ð¸)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¼Ð°Ð³Ð¸ÑÑÑÐ°
titleType: Subtitle
title: Study of ways to develop the human resources potential of the organization (at the example of the Baltic customs)
Creators: name: ÐÑÐµÐ¼Ð¸Ð½Ð°, ÐÐ¾Ð»Ð¸Ð½Ð°
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2021
Subjects: ÐºÐ°Ð´ÑÐ¾Ð²ÑÐ¹ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»
ÑÐ°Ð¼Ð¾Ð¶Ð½Ñ
ÑÑÐ¸Ð¼ÑÐ»Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ðµ
Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð°Ñ ÑÐ»ÑÐ¶Ð±Ð°
ÐºÐ°Ð´ÑÐ¾Ð²Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ°
human resources
customs
stimulation
public service

description: ÐÐ°Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¿Ð¾ÑÐ²ÑÑÐµÐ½Ð° ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐµ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¹, Ð½Ð°Ð¿ÑÐ°Ð²Ð»ÐµÐ½Ð½ÑÑ Ð½Ð° ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ðµ Ð¼ÐµÑÐ¾Ð´Ð¾Ð² Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ Ð´Ð¾Ð»Ð¶Ð½Ð¾ÑÑÐ½ÑÑ Ð»Ð¸Ñ Ð¸ ÑÐ°Ð±Ð¾ÑÐ½Ð¸ÐºÐ¾Ð² Ð±ÑÐ´Ð¶ÐµÑÐ½Ð¾Ð¹ ÑÑÐµÑÑ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½ÑÑ Ð¾ÑÐ³Ð°Ð½Ð¾Ð² ÐÐ°Ð»ÑÐ¸Ð¹ÑÐºÐ¾Ð¹ ÑÐ°Ð¼Ð¾Ð¶Ð½Ð¸. ÐÐ°Ð´Ð°ÑÐ¸, ÐºÐ¾ÑÐ¾ÑÑÐµ ÑÐµÑÐ°Ð»Ð¸ÑÑ Ð² ÑÐ¾Ð´Ðµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ: 1. ÐÐ·ÑÑÐµÐ½Ð¸Ðµ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ñ Ð¾ÑÐ½Ð¾Ð² Ð¸ Ð¾ÑÐ¾Ð±ÐµÐ½Ð½Ð¾ÑÑÐµÐ¹ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð¹ ÑÐ°Ð±Ð¾ÑÑ Ð² ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½Ð¾Ð¼ Ð¾ÑÐ³Ð°Ð½Ðµ. 2. ÐÐ·ÑÑÐµÐ½Ð¸Ðµ ÑÐ¿ÐµÑÐ¸ÑÐ¸ÐºÐ¸ ÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° Ð±ÑÐ´Ð¶ÐµÑÐ½Ð¾Ð¹ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸. 3. ÐÐ½Ð°Ð»Ð¸Ð· ÑÑÑÐ´Ð¾Ð²ÑÑ ÑÐµÑÑÑÑÐ¾Ð² Ð¸ Ð¾ÑÐµÐ½ÐºÐ° ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ ÑÐ°Ð·Ð²Ð¸ÑÐ¸Ñ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° ÐÐ°Ð»ÑÐ¸Ð¹ÑÐºÐ¾Ð¹ ÑÐ°Ð¼Ð¾Ð¶Ð½Ð¸, ÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ðµ ÐºÐ¾Ð¼Ð¿Ð»ÐµÐºÑÐ° Ð¼ÐµÑ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð°. Ð ÑÐ°Ð±Ð¾ÑÐµ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð¾ ÐºÐ¾Ð¼Ð¿Ð»ÐµÐºÑÐ½Ð¾Ðµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ðµ ÑÐ¿ÐµÑÐ¸ÑÐ¸ÐºÐ¸ ÑÐ°Ð±Ð¾ÑÑ Ñ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸ÐµÐ¹ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð² ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½ÑÑ Ð¾ÑÐ³Ð°Ð½Ð°Ñ Ð Ð¤. ÐÑÐ´ÐµÐ»ÐµÐ½Ñ Ð¾ÑÐ»Ð¸ÑÐ¸ÑÐµÐ»ÑÐ½ÑÐµ ÑÐ°ÑÐ°ÐºÑÐµÑÐ¸ÑÑÐ¸ÐºÐ¸ Ð² ÑÐ°Ð±Ð¾ÑÐµ Ñ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½ÑÐ¼Ð¸ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ð¼Ð¸ Ð¸ ÑÐ°Ð±Ð¾ÑÐ½Ð¸ÐºÐ°Ð¼Ð¸ ÑÐ°Ð¼Ð¾Ð¶Ð½Ð¸. Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½Ð° Ð¼ÐµÑÐ¾Ð´Ð¸ÐºÐ° Ð¾ÑÐµÐ½ÐºÐ¸ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸, ÑÑÐ½ÐºÑÐ¸Ð¾Ð½Ð¸ÑÑÑÑÐµÐ¹ Ð² ÑÑÐµÑÐµ Ð³Ð¾ÑÑÐ´Ð°ÑÑÑÐ²ÐµÐ½Ð½Ð¾Ð³Ð¾ Ð¸ Ð¼ÑÐ½Ð¸ÑÐ¸Ð¿Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½Ð¸Ñ. ÐÐµÑÐ¾Ð´Ð¸ÐºÐ° Ð²ÐºÐ»ÑÑÐ°ÐµÑ Ð² ÑÐµÐ±Ñ ÑÐ°ÑÑÐµÑ Ð¸Ð½ÑÐµÐ³ÑÐ°Ð»ÑÐ½Ð¾Ð³Ð¾ Ð¸Ð½Ð´ÐµÐºÑÐ° ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¿Ð¾ÑÐµÐ½ÑÐ¸Ð°Ð»Ð° Ð¿Ð¾ ÐºÐ¾ÑÑÑÐ¸ÑÐ¸ÐµÐ½ÑÐ°Ð¼, ÑÑÐ¸ÑÑÐ²Ð°ÑÑÐ¸Ð¼ ÑÐ¿ÐµÑÐ¸ÑÐ¸ÐºÑ Ð´ÐµÑÑÐµÐ»ÑÐ½Ð¾ÑÑÐ¸ Ð¾ÑÐ³Ð°Ð½Ð¾Ð² Ð²Ð»Ð°ÑÑÐ¸. Ð¢Ð°ÐºÐ¶Ðµ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½ Ð¿ÑÐ¾ÐµÐºÑ Ð¸Ð·Ð¼ÐµÐ½ÐµÐ½Ð¸Ð¹ Ð² Ð¿ÑÐ¸Ð¼ÐµÐ½ÐµÐ½Ð¸Ð¸ Ð¼ÐµÑÐ¾Ð´Ð¾Ð² Ð¼Ð°ÑÐµÑÐ¸Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ ÑÑÐ¸Ð¼ÑÐ»Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½ÑÑ Ð¾ÑÐ³Ð°Ð½Ð¾Ð² Ð½Ð° ÑÐµÐ´ÐµÑÐ°Ð»ÑÐ½Ð¾Ð¼ ÑÑÐ¾Ð²Ð½Ðµ Ð²Ð»Ð°ÑÑÐ¸ ÑÐµÑÐµÐ· Ð¿ÑÐ¸Ð¼ÐµÐ½ÐµÐ½Ð¸Ðµ Ð½Ð¾Ð²ÑÑ Ð¿Ð¾ÑÑÐ°Ð½Ð¾Ð²Ð»ÐµÐ½Ð¸Ð¹ ÐÑÐ°Ð²Ð¸ÑÐµÐ»ÑÑÑÐ²Ð° Ð Ð¤ Ð¸ Ð¿ÑÐ¸ÐºÐ°Ð·Ð¾Ð² Ð¤ÐµÐ´ÐµÑÐ°Ð»ÑÐ½Ð¾Ð¹ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½Ð¾Ð¹ ÑÐ»ÑÐ¶Ð±Ñ. ÐÐ¿Ð¸ÑÐ°Ð½Ñ ÑÑÐµÐ¼Ð° Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ Ð½Ð¾Ð²Ð¾Ð¹ (ÑÐºÐ¾ÑÑÐµÐºÑÐ¸ÑÐ¾Ð²Ð°Ð½Ð½Ð¾Ð¹) ÑÐ¸ÑÑÐµÐ¼Ñ Ð¼Ð°ÑÐµÑÐ¸Ð°Ð»ÑÐ½Ð¾Ð¹ Ð¼Ð¾ÑÐ¸Ð²Ð°ÑÐ¸Ð¸ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½ÑÑ Ð¾ÑÐ³Ð°Ð½Ð¾Ð², Ð° ÑÐ°ÐºÐ¶Ðµ Ð¿ÐµÑÐµÑÐµÐ½Ñ Ð´Ð¾ÐºÑÐ¼ÐµÐ½ÑÐ°ÑÐ¸Ð¾Ð½Ð½Ð¾Ð³Ð¾ Ð¸ ÐºÐ°Ð´ÑÐ¾Ð²Ð¾Ð³Ð¾ Ð¾Ð±ÐµÑÐ¿ÐµÑÐµÐ½Ð¸Ñ Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ Ð½Ð¾Ð²Ð¾Ð¹ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¼Ð°ÑÐµÑÐ¸Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ ÑÑÐ¸Ð¼ÑÐ»Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ. ÐÐ¿Ð¸ÑÐ°Ð½Ð° ÑÑÐµÐ¼Ð° Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ Ð¿ÑÐµÐ´Ð»Ð°Ð³Ð°ÐµÐ¼ÑÑ Ð¸Ð·Ð¼ÐµÐ½ÐµÐ½Ð¸Ð¹ Ð² ÑÐ¸ÑÑÐµÐ¼Ðµ ÑÐ¾ÑÐ¸Ð°Ð»ÑÐ½Ð¾-Ð¿ÑÐ¸ÑÐ¾Ð»Ð¾Ð³Ð¸ÑÐµÑÐºÐ¾Ð³Ð¾ ÑÑÐ¸Ð¼ÑÐ»Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ ÑÐ»ÑÐ¶Ð°ÑÐ¸Ñ ÐÐ°Ð»ÑÐ¸Ð¹ÑÐºÐ¾Ð¹ ÑÐ°Ð¼Ð¾Ð¶Ð½Ð¸, ÐºÐ¾ÑÐ¾ÑÐ°Ñ Ð¼Ð¾Ð¶ÐµÑ Ð±ÑÑÑ ÑÐ¿ÑÐ¾ÐµÑÐ¸ÑÐ¾Ð²Ð°Ð½Ð° Ð¸ Ð½Ð° Ð´ÑÑÐ³Ð¸Ðµ Ð¾ÑÐ³Ð°Ð½Ñ ÑÐ°Ð¼Ð¾Ð¶ÐµÐ½Ð½Ð¾Ð¹ ÑÐ¸ÑÑÐµÐ¼Ñ Ð Ð¤.
description: This work is devoted to the development of recommendations aimed at improving the methods of motivating officials and employees of the budgetary sphere of the customs authorities of the Baltic customs. Tasks that were solved during the study: 1. Study of the theoretical foundations and features of personnel work in the customs authority. 2. Studying the specifics of the formation of the personnel potential of a budgetary organization. 3. Analysis of labor resources and assessment of the effectiveness of the development of the personnel potential of the Baltic Customs, the formation of a set of measures to improve the personnel potential. The work carried out a comprehensive study of the specifics of work with staff motivation in the customs authorities of the Russian Federation. Highlighted the distinctive characteristics in working with customs officers and customs officials. A methodology for assessing the personnel potential of an organization operating in the field of state and municipal administration has been developed. The methodology includes the calculation of the integral index of personnel potential by coefficients that take into account the specifics of the activities of the authorities. Also, a draft change was developed in the application of methods of material incentives for customs officials at the federal level of government through the application of new decrees of the Government of the Russian Federation and orders of the Federal Customs Service. The scheme of introducing a new (adjusted) system of material incentives for customs officials is described, as well as a list of documentation and personnel support for the introduction of a new system of material incentives. The scheme of implementation of the proposed changes in the system of social and psychological incentives for employees of the Baltic customs, which can be projected on other bodies of the customs system of the Russian Federation, is described.