The relevance of this study stems from the growing role of wages in public and private healthcare institutions as a factor in reducing the structural shortage of healthcare workers, promoting their professional development, and, consequently, improving the quality of healthcare services. Institutional differences in wage levels and mechanisms are becoming particularly significant in the context of the private sector’s integration into the compulsory health insurance system, affecting the distribution of personnel and the effectiveness of healthcare. Therefore, the aim of this article is to analyze differences in wage levels and the conditions for convergence of institutional mechanisms for wage setting in the public and private segments of the healthcare system. The study focuses on public and private dental practices in the public and private healthcare sectors. The research examines the impact of wage differences on the employment structure of healthcare workers in public and private organizations. To achieve this goal, the study utilized panel analysis methods, comparative and institutional approaches. The primary tool used was fixed-effects panel regression (PanelOLS), which allows for accounting for time-dependent changes and regional characteristics. The analysis was conducted separately for public and private medical organizations, revealing institutional differences in the number of physicians based on salary levels. The results of the study demonstrate the existence of a dual model of labor market and salary formation in dental practice. In the public sector, a negative relationship between salary levels and the number of physicians is observed, due to institutional constraints and administrative barriers. In the private sector, a statistically significant positive correlation was established, indicating a high sensitivity of personnel demand to salary levels. It is noted that the need to align salary models in the public and private sectors is particularly important. This will reduce imbalances in the medical labor market, increase the competitiveness of public institutions, and ensure a more even distribution of specialists across regions and ownership structures.
The article examines the logical and chronological principle of constructing the HR management process. It is noted that it includes six main areas of activity of the HR department and the specific tasks corresponding to each area, which reveal the content of this area of activity. It is indicated that the effect of the logical and chronological principle remains the same for both areas and all tasks. A diagram of the HR management process is provided. The article highlights only some of the areas of HR management activity. In particular, personnel needs planning is considered, including HR marketing activities, determining the content of work at each workplace, developing personnel requirements on the part of the employer, and planning the quantitative needs of the organization. The essence of HR marketing activities is considered, and the composition of HR marketing functions is shown. The article presents the composition of the stages of determining the content of work. Attention is paid to the development of personnel requirements on the part of the employing organization. The composition of these requirements is considered. The sequence of stages of planning the quantitative needs of the organization’s personnel is shown. The article considers practical examples of the application of the main theories of labor motivation. As part of the area of activity to ensure personnel needs, attention is paid to approaches to the development of personnel selection technology.
The article examines current trends in the integration of artificial intelligence technologies into corporate training systems. It analyzes the impact of digitalization and intelligent systems on the transformation of learning processes within organizations, including the use of adaptive programs, generative models, analytical tools, and simulation technologies. The study presents the results of an expert survey conducted among HR directors and learning and development specialists from Russian companies of various sizes. The research identifies the current level of AI adoption, the most in-demand application areas, expected outcomes, technical and organizational barriers, and employees’ readiness to interact with AI-based tools. The findings show that the use of AI in corporate learning remains at an early stage and is primarily focused on automating content development and improving process efficiency. The study highlights the need to develop digital competencies, provide methodological support, enhance employee qualifications, and ensure strategic change management. The results can be applied in designing corporate digital transformation strategies, developing learning ecosystems, and implementing AI solutions in organizational training practices.
The article is devoted to the problem of professional burnout of teachers working with children with disabilities. Professional burnout of teachers is considered a threat to the quality of education and social integration of children with special needs. The authors analyze the causes of professional burnout, its consequences, and propose prevention methods. Special attention is given to the development of corrective mechanisms aimed at reducing the level of emotional exhaustion of teachers. The implementation of an integrated set of preventive measures is proposed, including the diagnosis of the level of professional burnout, the organization of consultative support for teachers, the implementation of professional development programs, and the conduct of regular corporate events aimed at reducing emotional and psychological stress, as well as creating a favorable professional environment.
Effective onboarding is an integral component of an organization’s successful functioning. Developing a personnel onboarding system is a key factor influencing the effective operation of an enterprise. In a dynamic market environment and intense competition, the successful integration of new personnel into the organizational structure becomes critical to the company’s sustainable development. This article presents the results of a study examining the characteristics of employee onboarding as a method for facilitating the effective use of an enterprise’s labor potential. The aim of the study is to develop theoretical and practical proposals for building a comprehensive onboarding system that facilitates the improvement of key enterprise performance indicators. The theoretical foundations of the concept of “personnel onboarding” are analyzed and key challenges in developing an onboarding system are highlighted. Based on a study of domestic and international experience, typical shortcomings of existing onboarding programs at Russian enterprises are identified, such as a formal approach, a lack of consistency, and insufficient involvement of line managers. The personnel adaptation system is presented as a factor in increasing the company’s efficiency and is confirmed by the results of practical research. The paper also proposes measures aimed at increasing the effectiveness of employee onboarding, thereby improving the organization’s growth dynamics. The importance of implementing structured programs, mentoring methods, and regular monitoring is emphasized. This helps reduce the time it takes for new employees to achieve job effectiveness by reducing turnover and strengthening corporate culture and loyalty. Implementing these proposed measures contributes to improved economic and social performance, setting a positive dynamic for the organization’s strategic development.
