title: Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ° Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ ÐÐÐ Â«Ð£Ð¿ÑÐ°Ð²Ð»ÑÑÑÐ°Ñ ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ñ ÐÐ»Ð¾Ð±Ð°Ð» ÐÐ¾ÑÑÑÂ»)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð±Ð°ÐºÐ°Ð»Ð°Ð²ÑÐ°
titleType: Subtitle
title: Development of measures to improve the HR-brand of the organization (on the example of LLC Â«Management company Global PortsÂ»)
Creators: name: Ð¨Ð¸Ð»Ð¾Ð²Ð°, ÐÐ°ÑÐ²Ð°ÑÐ°
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: 2024
Subjects: Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ñ
ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½Ð¸Ðµ
HR-Ð±ÑÐµÐ½Ð´
Ð±ÑÐµÐ½Ð´ ÑÐ°Ð±Ð¾ÑÐ¾Ð´Ð°ÑÐµÐ»Ñ
ÑÐ´Ð¾Ð²Ð»ÐµÑÐ²Ð¾ÑÐµÐ½Ð½Ð¾ÑÑÑ
Ð²Ð¾Ð²Ð»ÐµÑÐµÐ½Ð½Ð¾ÑÑÑ
Ð»Ð¾ÑÐ»ÑÐ½Ð¾ÑÑÑ
Ð²Ð½ÐµÑÐ½Ð¸Ð¹ HR-Ð±ÑÐµÐ½Ð´
Ð²Ð½ÑÑÑÐµÐ½Ð½Ð¸Ð¹ HR-Ð±ÑÐµÐ½Ð´
organization
management
HR-brand
employers brand
satisfaction
involvement
loyalty
external HR-brand
internal HR-brand

description: Ð¦ÐµÐ»Ñ Ð½Ð°Ð¿Ð¸ÑÐ°Ð½Ð¸Ñ Ð´Ð°Ð½Ð½Ð¾Ð¹ ÑÐ°Ð±Ð¾ÑÑ â ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ° Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÑÑÐµÑÑÐ²ÑÑÑÐµÐ³Ð¾ HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ Ð¸ Ð¾ÑÐµÐ½ÐºÐ° Ð¸Ñ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸. 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° Ð¾ÑÐ½Ð¾Ð²Ðµ Ð¸Ð·ÑÑÐµÐ½Ð¸Ñ ÐºÐ»ÑÑÐµÐ²ÑÑ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ñ Ð°ÑÐ¿ÐµÐºÑÐ¾Ð² HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ Ð´Ð°ÑÑ Ð¾Ð¿ÑÐµÐ´ÐµÐ»ÐµÐ½Ð¸Ðµ Ð¿Ð¾Ð½ÑÑÐ¸Ñ Â«HR-Ð±ÑÐµÐ½Ð´Â», Ð¾Ð¿ÑÐµÐ´ÐµÐ»Ð¸ÑÑ ÐµÐ³Ð¾ ÑÑÑÑÐºÑÑÑÑ Ð¸ Ð¼ÐµÑÐ¾Ð´Ñ Ð¾ÑÐµÐ½ÐºÐ¸. 2. ÐÑÐ°ÑÐ°ÐºÑÐµÑÐ¸Ð·Ð¾Ð²Ð°ÑÑ ÐÐÐ Â«Ð£Ð ÐÐÂ» Ð¸ Ð¾ÑÐµÐ½Ð¸ÑÑ ÑÐ¸Ð½Ð°Ð½ÑÐ¾Ð²Ð¾Ðµ ÑÐ¾ÑÑÐ¾ÑÐ½Ð¸Ðµ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸. 3. ÐÐ° Ð¾ÑÐ½Ð¾Ð²Ðµ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð¸Ñ Ð°Ð½Ð°Ð»Ð¸Ð·Ð° ÑÑÑÐ´Ð¾Ð²ÑÑ ÑÐµÑÑÑÑÐ¾Ð² ÐÐÐ Â«Ð£Ð ÐÐÂ» ÑÐ¾ÑÑÐ°Ð²Ð¸ÑÑ Ð¿Ð¾ÑÑÑÐµÑ ÑÐ¾ÑÑÑÐ´Ð½Ð¸ÐºÐ° Ð¸ ÑÑÑÐ°Ð½Ð¾Ð²Ð¸ÑÑ Ð¿ÑÐ¾Ð±Ð»ÐµÐ¼Ñ Ð² ÑÑÑÑÐºÑÑÑÐµ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°. 4. ÐÑÐ¾Ð²ÐµÑÑÐ¸ ÐºÐ¾Ð½ÐºÑÑÐµÐ½ÑÐ½ÑÐ¹ Ð°Ð½Ð°Ð»Ð¸Ð· ÐÐÐ Â«Ð£Ð ÐÐÂ» Ð¸ ÑÐ´ÐµÐ»Ð°ÑÑ Ð²ÑÐ²Ð¾Ð´ Ð¾Ð± ÑÑÐ¾Ð²Ð½Ðµ ÐºÐ¾Ð½ÐºÑÑÐµÐ½ÑÐ¾ÑÐ¿Ð¾ÑÐ¾Ð±Ð½Ð¾ÑÑÐ¸ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ ÐºÐ°Ðº ÑÐ°Ð±Ð¾ÑÐ¾Ð´Ð°ÑÐµÐ»Ñ. 5. ÐÑÐ¾Ð²ÐµÑÑÐ¸ Ð°Ð½Ð°Ð»Ð¸Ð· ÑÑÑÐµÑÑÐ²ÑÑÑÐµÐ³Ð¾ HR-Ð±ÑÐµÐ½Ð´Ð° ÐÐÐ Â«Ð£Ð ÐÐÂ» Ñ Ð²ÑÑÐ²Ð»ÐµÐ½Ð¸ÐµÐ¼ Ð¿ÑÐ¾Ð±Ð»ÐµÐ¼Ð½ÑÑ Ð¾Ð±Ð»Ð°ÑÑÐµÐ¹. 6. Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐ°ÑÑ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ñ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð° ÐÐÐ Â«Ð£Ð ÐÐÂ», Ð¾ÑÐµÐ½Ð¸ÑÑ Ð¸Ñ ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÑÐµÑÐºÑÑ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÑ Ð¸ Ð¾Ð¿ÑÐµÐ´ÐµÐ»Ð¸ÑÑ ÑÐ¾ÑÐ¸Ð°Ð»ÑÐ½ÑÐ¹ ÑÑÑÐµÐºÑ. ÐÐºÑÑÐ°Ð»ÑÐ½Ð¾ÑÑÑ Ð¾Ð±ÑÑÐ»Ð¾Ð²Ð»ÐµÐ½Ð° ÑÐµÐ¼, ÑÑÐ¾ ÑÐ¾Ð·Ð´Ð°Ð½Ð¸Ðµ Ð¸ Ð¿Ð¾Ð´Ð´ÐµÑÐ¶Ð°Ð½Ð¸Ðµ HR-Ð±ÑÐµÐ½Ð´Ð° Ð´Ð°ÐµÑ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ Ð½ÐµÐ¾Ð±ÑÐ¾Ð´Ð¸Ð¼Ð¾Ðµ Ð¿ÑÐµÐ¸Ð¼ÑÑÐµÑÑÐ²Ð¾ Ð¸ Ð²Ð¾Ð·Ð¼Ð¾Ð¶Ð½Ð¾ÑÑÑ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ ÑÑÐ½ÐºÑÐ¸Ð¾Ð½Ð¸ÑÐ¾Ð²Ð°ÑÑ, ÑÐ²ÐµÐ»Ð¸ÑÐ¸Ð²Ð°Ñ ÑÐ²Ð¾Ñ ÐºÐ¾Ð½ÐºÑÑÐµÐ½ÑÐ¾ÑÐ¿Ð¾ÑÐ¾Ð±Ð½Ð¾ÑÑÑ Ð½Ð° ÑÑÐ½ÐºÐµ ÑÑÑÐ´Ð°. ÐÑÑÐ¾ÑÐ½Ð¸ÐºÐ°Ð¼Ð¸ Ð¸Ð½ÑÐ¾ÑÐ¼Ð°ÑÐ¸Ð¸ Ð²ÑÑÑÑÐ¿Ð¸Ð»Ð¸ ÑÐ²ÐµÐ´ÐµÐ½Ð¸Ñ Ð¾ÑÐµÑÐµÑÑÐ²ÐµÐ½Ð½Ð¾Ð¹ Ð¸ Ð·Ð°ÑÑÐ±ÐµÐ¶Ð½Ð¾Ð¹ Ð½Ð°ÑÑÐ½Ð¾-Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°ÑÐµÐ»ÑÑÐºÐ¾Ð¹ Ð»Ð¸ÑÐµÑÐ°ÑÑÑÑ, Ð´Ð°Ð½Ð½ÑÐµ Ð¾ÑÐ¸ÑÐ¸Ð°Ð»ÑÐ½ÑÑ Ð¸Ð½ÑÐµÑÐ½ÐµÑ-ÑÐµÑÑÑÑÐ¾Ð² Ð¸ Ð°Ð½Ð°Ð»Ð¸ÑÐ¸ÑÐµÑÐºÐ¸Ñ Ð°Ð³ÐµÐ½ÑÑÑÐ². ÐÑÐ¸ Ð¿Ð¾Ð´Ð³Ð¾ÑÐ¾Ð²ÐºÐµ ÑÐ°Ð±Ð¾ÑÑ Ð¸ÑÐ¿Ð¾Ð»ÑÐ·Ð¾Ð²Ð°Ð½Ñ ÑÐ»ÐµÐ´ÑÑÑÐ¸Ðµ Ð¸Ð½ÑÐ¾ÑÐ¼Ð°ÑÐ¸Ð¾Ð½Ð½ÑÐµ ÑÐ¸ÑÑÐµÐ¼Ñ: MS ExÑel, MS Word, MS PowerPoint, Ð³ÑÐ°ÑÐ¸ÑÐµÑÐºÐ¸Ð¹ ÑÐµÑÐ²Ð¸Ñ Draw.io.
description: The purpose of writing this paper is to develop measures to improve the existing HR-brand of the organization (on the example of LLC Â«Management Company Global PortsÂ») and assess their socio-economic efficiency. The tasks that were solved in the course of the research: 1. On the basis of studying the key theoretical aspects of HR-brand of the organisation to define the concept of Â«HR-brandÂ», to determine its structure and methods of evaluation. 2. To characterise LLC Â«MC GPÂ» and assess the financial condition of the organisation. 3. To make a portrait of an employee and identify problems in the personnel structure on the basis of the analysis of labour resources of LLC Â«MC GPÂ». 4. To analyse the competitive analysis of LLC Â«MC GPÂ» and make a conclusion about the level of competitiveness of the organization as an employer. 5. To analyse the existing HR-brand of LLC Â«MC GPÂ» with identification of problem areas. 6. To develop measures to improve the HR-brand of LLC Â«MC GPÂ», assess their economic efficiency and determine the social effect. The relevance is because the creation and maintenance of HR-brand gives the organization the necessary advantage and the ability to function effectively without losing, and even increasing its competitiveness in the labor market. The sources of information were data from domestic and foreign research literature, data from official Internet resources and analytical agencies. The following information systems were used in the preparation of the work: MS Excel, MS Word, MS PowerPoint, Draw.io graphic service.