The overall prevalence of depression and anxiety in DFU patients is compatible with other diabetic populations. Various parameters of ulcer severity and duration did not influence the probability of depression and anxiety occurrence. Depression in general was not associated with poorer ulcer treatment results.

Российская медицинская академия непрерывного профессионального образования; 6 «Национальный научно-исследовательский институт цереброваскулярной патологии и инсульта» ФГБОУ ВО РНИМУ им. Н.И. Пирогова Минздрава РоссииВ статье представлен сравнительный анализ результатов анкетирования пациентов и медицинского персонала с использованием инструментов лексического анализа медицинской документации. Анкетирование проводилось одновременно в круглосуточном стационаре. Проведен опрос все пациентов, выписанных из стационара в течение недели, и всех медицинских работников, работавших в данный период. В анкету для персонала включены вопросы об удовлетворенности пациентов. Формулировка вопросов является «зеркальной» к вопросам анкеты пациентов. Результаты анкетирования убедительно свидетельствуют о более высокой оценке условий и оказания медицинской помощи пациентами по сравнению с оценкой медицинским персоналом.Ключевые слова: анкетирование, независимая оценка качества медицинской помощи, процессный подход, управление, лексический анализ.

The article shows the possibilities of the semantic differential method for studying the HR-brand, in particular, the deep motivational attitudes of perceiving the image of the organization. The organization on the basis of which the study was conducted was an international bank. The study sample consisted of employees of the Ural branch of the bank: specialists of the personnel management department, specialists of direct sales departments for individuals and legal entities, heads of departments for servicing individuals and legal entities. The comparison sample was made by the students of the Ural Federal University in the areas of study "International Management" and "Personnel Management". Empirical data collection methods: a special semantic differential, S. Badner's uncertainty tolerance/intolerance questionnaire. The technique of a special semantic differential made it possible to assess the psychological side of branding, which is associated with the processes of perception of an economic object and the processes of identification. The discriminant ability of the technique as a psychodiagnostic tool has been confirmed. A contradiction has been established between the dispositions of personnel and the values broadcast by the banking technology of HR-branding. Differences in the motivation of current and potential staff in the perception of the HR brand were revealed. The main risks of internal HR branding are associated with the passivity and lack of initiative of the staff, which is consistent with the low tolerance for uncertainty, the willingness of the staff to perform activities at the executive level. High anxiety in the student sample, due to the perception of uncertainty, forms overestimated requirements for the structuredness and predictability of the organizational environment, the obligations of the organization, which are contrary to the values of proactivity and self-development. Differences in the affective-motivational complexes of perception of the employer's brand justify the need for nuanced internal and external HR branding.

This article is devoted to the consideration of talent management as a new, radically different from the traditional Human resources management concept of human resources management organization. The focus is on identifying and demonstrating the benefits and effectiveness of talent management practices over legacy management recipes in traditional management. When writing the theoretical part of the article, the aim was to present talent management as a constantly improving tool and the main key to a more meaningful, human and efficient production process, which is a comprehensive system of talent management processes of the organization. In the practical part of the article an attempt is made to describe and compare (search for common and distinctive features) talent management technologies in successful and successful organizations of our time. 10 large organizations actively using and developing the talent management system are taken as the object of analysis. Among them — companies from different countries with world names and unique reputation, leaders in their sectors of the economy (production): AMGen, Apple, Coca-Cola, General Electric, Google Inc. McDonald’s Corporation, Procter&Gamble, Samsung Group, Facebook, Gazpromneft. As parameters comparative evaluation of a dedicated “talent” and “attracting talent”, “use talent”, “talent development” “assessment of talent”, “motivated talents.” The results of the study allow us to conclude that talent management is currently actively developing, and the idea that talented staff is able to lead the company to success is becoming more obvious and undeniable. Talent management involves attracting and retaining the best employees, and using their potential for corporate purposes allows you to spend fewer resources, efficiently and leads to the highest performance and high performance. Talented staff is a competitive advantage of the business, and the ability to manage it correctly is the most important factor for ensuring leadership positions in the modern market. Therefore, the talent management system should be developed in the business strategy and implemented at all levels of the organization. The results of the study show that the heads of Russian companies need to pay attention to the experience of successful organizations in the field of talent management. All of the above proves that now the widespread introduction of talent management system is necessary.

Клю че вые сло ва: отчетные показатели, управление качеством, эталон качества, автома тизированная информационная система, сахарный диабет, кабинет "Диабетическая стопа". Previously we elaborated software for analysis of diabetic foot outpatient clinic (DFOC) performance parameters. In this study we tested this software in 4 DFOCs in several cities. As a result, we obtained main parameters of treatment efficacy which can be base for elaboration of benchmarks for quality management in this field. This software can be helpful for administrators of the healthcare system in planning of measures for treatment results improvement and in assessment of these efforts efficacy.