Forming a Competence Model in the Course of Volunteer Activities of Students to Include Them into the Organization’s Personnel Reserve

  • Authors

    • Mikhail V. Vinichenko
    • Oksana L. Сhulanova
    • Svyatoslav V. Bolotov
    • Alexander V. Melnichuk
    • Yuliya A. Melnichuk
    2018-12-03
    https://doi.org/10.14419/ijet.v7i4.38.24636
  • Competence model, Personnel reserve, Students, Volunteering.

  • Abstract

    The article deals with the issue of using the volunteer movement to improve the efficiency of organizations due to the innovative model of the personnel reserve formation. The comprehensive use of sociological and statistical methods based on the focus group and questionnaire survey allowed creating the desired competence model of volunteer students to include them in the personnel reserve of organizations, and then offering an acceptance competences’ model of socially oriented volunteer students that would allow including them in the personnel reserve of the organization and assign career development vectors. In consequence of research it was established that when including volunteer students into personnel reserve, experts in the field of personnel management should reveal in candidates various competences such as emotional competence, teamwork skills, and knowledge of health protection principles which allowed uncovering creative potential of volunteer students, their aspiration to serve society and as a consequence – to develop a brand, and increase competitiveness of the company. When entering volunteer students into the personnel reserve list of a particular company, it is necessary to determine the permissible level of noncompliance of competences with the specified indicators at a rate of not more than 50%. The proposed model can serve as a basis for the effective use of the volunteer students’ potential when put on the list of the company personnel reserve.

     

  • References

    1. [1] Buley NV, Demchenko TS, Makushkin SA, Vinichenko MV & Melnichuk AV (2016), Human resource management in the context of the global economic crisis. International Journal of Economics and Financial Issues 6(8S), 160-165.

      [2] Werbach K & Hunter D (2015), For the win: How game thinking can revolutionize your business. Moscow: Mann, Ivanov i Ferber.

      [3] Vinichenko MV, Melnichuk AV, Kirillov AV, Makushkin SA & Melnichuk YA (2016), Modern views on the gamification of business. Journal of Internet Banking and Commerce 21(S3).

      [4] Azevedo A, Apfelthaler G & Hurst D (2012), Competence development in business graduates: An industry-driven approach for examining the alignment of undergraduate business education with industry requirements. The International Journal of Management Education 10(1), 12-28.

      [5] Tsitskari E, Goudas M, Tsalouchou E & Michalopoulou M (2017), Employers’ expectations of the employability skills needed in the sport and recreation environment. Journal of Hospitality, Leisure, Sport and Tourism Education 20(1), 1-9.

      [6] Rogach OV, Frolova EV, Kirillov AV, Bondaletov VV & Vinichenko MV (2016), Development of favorable learnıng envıronment and labor protectıon ın the context of harmonızatıon of socıal interactıon of educatıonal system objects. IEJME - Mathematics Education 11(7), 2547-2558.

      [7] Vinichenko MV, Frolova EV, Maloletko AN, Bondaletov VV & Rogach OV (2016), Main directions of creating a favorable learning environment and labor protection in the interest of enhancing health of the personnel and students in education foundation. IEJME - Mathematics Education 11(5), 1163-1174.

      [8] Barck-Holst P, Nilsonne A, Ã…kerstedt T & Hellgren C (2015), Reduced working hours and stress in the Swedish social services: A longitudinal study. SAGE Journals 60(4), 897-913.

      [9] Li XJ (1991), Relationship between visual fatigue of students and artificial illumination in classroom with television. Chinese Journal of Preventive Medicine 25(6), 353-355.

      [10] Danielsson CB & Bodin L (2008), Office type in relation to health, well-being, and job satisfaction among employees. Environment and Behavior 40, 636-668.

      [11] Gureva MA, Kirillov AV, Vinichenko MV, Melnichuk AV & Melnychuk YA (2016), Management of innovations and innovative process: concept, essence, classification and diffusion. International Review of Management and Marketing 6(S6), 147-153.

      [12] Voltchkova LT & Rasskazov S (2009), "Populyarnye" investicii v social'noe proizvodstvo: social'nyj i administrativnyj analiz [“Popular†investments into social production: A social and administrative analysis]. Sociological Studies 2, 16-28.

      [13] Belousova AA, Gurianov PA, Melnichuk AV, Vinichenko MV & Duplij E (2016), Dividend payments and cross-country differences in the choice of dividend. International Journal of Economics and Financial Issues 6(S1), 46-51.

      [14] Turchinov I (2014), Kadrovaya politika i upravlenie personalom: problemy teorii i praktiki [Recruitment policy and personnel management: Problems of theory and practice]. Communicology 7(5), 103-117.

      [15] Feng Z & Boyle P (2014), Do long journeys to work have adverse effects on mental health? Environment and Behavior 46, 609-625.

      [16] Chulanova OL, Kucherenko GH, Chulanov DV, Kirillov AV & Melnichuk AV (2017), Crowd-technology in the selection of personnel. European Research Studies Journal XX(4B), 380-397.

      [17] Saklofske DH, Austin EJ, Galloway J & Davidson K (2007), Individual difference correlates of health-related behaviors: Preliminary evidence for links between emotional intelligence and coping. Personality and Individual Differences 42, 491-502.

      [18] Bazarov TYu & Eremina BL (2007), Upravlenie personalom: uchebnik dlya vuzov [Personnel management: A textbook for high schools]. 2nd ed., Moscow: Unity.

      [19] Sears D (2003), Successful talent strategies. New York: American Management Association.

      [20] Schweyer A (2004), Talent management systems: Best practices in technology solutions for recruitment, Retention and Workforce Planning. Wiley.

      [21] Robertson A & Abbey G (2004), Managing talented people: Getting on with - and getting the best from top talent. The Balance Club.

      [22] Bykova LA (2010), Kadrovyj rezerv i upravlenie talantami [Staff reserve and talent management]. https://www.pro-personal.ru/article/5326-kadrovyy-rezerv-i-upravlenie-talantami

      [23] Bednova NA (2014), Innovacionnye tekhnologii v upravlenii personalom pri formirovanii kadrovogo rezerva. Tekhnologiya "upravlenie talantami" ili " upravlenie talantami"] [Innovative technologies in personnel management in the formation of the personnel reserve. Technology "talent management" or "talent management"]. Young people in science: New arguments. Collection of scientific works of the I-st International Competition. Lipetsk, 35-38.

      [24] Chulanova OL & Mokryanskaya NA (2017), Methodical aspects of improving the development of the personnel reserve with the use of talent management technology. Internet Journal of Science 9(2), 55.

      [25] Smilansky J (2005), The systematic management of executive talent. London: Hydrogen London.

      [26] Kidwell RE & Valentine SR (2009), Positive group context, work attitudes, and organizational misbehavior: The case of withholding job effort. Journal of Business Ethics 86(1), 15-28.

      [27] Lopez AM (2018), Volunteering for a cause: Gender, faith, and charity in Mexico from the reform to the revolution. Pacific Historical Review 87(1, SI), 197-199.

      [28] Knorre B (2018), Volunteering, social ministry and ethical-behavioral attitudes in post-Soviet Russian Orthodox Christianity. Religion State and Society 46(1), 43-63.

      [29] Einolf Ch & Yung Ch (2018), Super-volunteers: Who are they and how do we get one? Nonprofit and Voluntary Sector Quarterly 47(4), 789-912.

      [30] Klug G, Toner S, Fabisch K & Priebe S (2018), Characteristics and motivations of volunteers providing one-to-one support for people with mental illness: a survey in Austria. Social Psychiatry and Psychiatric Epidemiology 53(8), 841-847.

      [31] Anderson C, Maher J & Wright H (2018), Building sustainable university-based community gardens: Volunteer perceptions of enablers and barriers to engagement and benefits received from volunteering in the Moving Feast. Cogent Social Sciences 4(1), 1488211.

  • Downloads

  • How to Cite

    V. Vinichenko, M., L. Сhulanova, O., V. Bolotov, S., V. Melnichuk, A., & A. Melnichuk, Y. (2018). Forming a Competence Model in the Course of Volunteer Activities of Students to Include Them into the Organization’s Personnel Reserve. International Journal of Engineering & Technology, 7(4.38), 632-635. https://doi.org/10.14419/ijet.v7i4.38.24636

    Received date: 2018-12-22

    Accepted date: 2018-12-22

    Published date: 2018-12-03