Personnel development management at an enterprise with a mixed labor organization is one of the promising areas of activity for a personnel management manager. The search for new managerial decisions on the implementation of this process in the practice of functioning of enterprise personnel management becomes significant. The theoretical analysis of existing experience has shown the narrow industry focus of the developed solutions for enterprises with a traditional form of labor organization, which leaves them of little use in broad practical HR activities in the context of the digitalization of the economy and the transition to a mixed labor organization. It is important to create a holistic view of the implementation plan for managing the development of personnel in an enterprise with a mixed labor organization. The problem of the lack of personnel development management leads to poor awareness of personnel about the organization’s capabilities in terms of personnel development, a low level of involvement of all categories of personnel in the development process, a decrease in labor productivity, and, as a result, a decrease in the competitiveness of an enterprise in the market. Thanks to the solution of the issue of effective management of personnel development in an enterprise with a mixed organization of labor in modern realities, the formation of a staff of qualified employees who are highly motivated to perform the tasks of the enterprise is being successfully implemented. This, in turn, leads to an increase in the efficiency of each employee and the entire organization, which means that the value of human resources in the enterprise is also subject to growth and development. The novelty of the study lies in the theoretical substantiation and development of the main provisions of personnel development management in a company division with a mixed labor organization. The practical significance of the study is the possibility of further implementation of the personnel development management plan for the commercial division of an enterprise with a mixed labor organization.

Донской государственный технический университет, г.Ростов-на-Дону, Российская Федерация АннотацияАнализируется ГОСТовское определение понятия «частичный отказ», и предлагается расширение показателей, характеризующих особенностей таких отказов. Показано, что это обусловлено отличиями частичного отказа от полного, связанными с возможностью продолжения использования технического устройства по назначению в условиях частичной потери (вследствие поражения) предписанных функций. Это крайне важно для устройств, обладающих высокой производительностью и большими потерями за счет простоя. Ключевые словаЧастичный отказ, теория надежности, коэффициент поражения функций. AbstractThe GOST (Russian: ГОСТ) definition of the concept of "partial failure" is analyzed, and an expansion of the indicators characterizing the properties of such failures is proposed. It is shown that this is due to the differences in the partial failure of the full, connected with the possibility of continuing the use of the technical device for the purpose in conditions of partial loss (due to defeat) of the prescribed functions. This is extremely important for devices that have high performance and large losses due to downtime. KeywordsPartial failure, the theory of reliability, coefficient of damage to functions.

No abstract