Проведен анализ работы редакционной коллегии научно-технического журнала «Вестник Концерна ВКО "Алмаз -Антей"» за 2013-2020 гг. Цель исследования -оценить возможности и целесообразность подключения к рецензированию научных статей ученых в возрасте до 40 лет, а также качество работы этих ученых как рецензентов. Показано, что привлечение молодых ученых к этому процессу сохраняет качество и время рецензирования. На основании анализа 642 рецензий построена зависимость среднего времени рецензирования учеными моложе 40 лет и старше 40 лет. Результаты исследования подтвердили целесообразность привлечения к рецензированию молодых ученых, так как статистические характеристики времени рассмотрения статей практически совпадают, а качество их рецензий не уступает качеству заключений, сделанных учеными зрелого возраста.
We analyse the positive and negative features of emotional intelligence characterising leaders of industrial and scientific teams who hold executive positions. We suggest a method for developing positive features and correcting negative ones so as to increase the intellectual capacity of a team leader.
The results of applying the Power BI free software in the management of a scientific journal are presented. It is shown that even the creation of the most basic dashboard allows management solutions aimed at improving the editorial work to be obtained. Data on the manuscript flow for the past several years can be used as input to Power BI to make informed decisions about future trends. All available free forecasting techniques in Power BI are compared in terms of forecast accuracy. The Power BI force-directed graph plugin for establishing connections between reviewers is analysed. On this basis, recommendations to scientific editors concerning the selection of reviewers and the development of a scientific journal are provided. This research is focused on the search for simple solutions that can be applied by the editorial team without acquiring specific knowledge in the field of Data Science.
The paper presents a comparison of the first and second cycle results for the work team leader detection program implemented in Joint-stock Company “Concern “Almaz - Antey”. We consider the possibility of refining the program by means of introducing elements of participant self-development.
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