Industrial Engineering for Science Consuming Industry. Part 1. Tutorial

3.Select a property that is not a property of sensation:

1.Scope

2.Duration

3.Intensity

4.Quality

4.Perception - is ....

1.Reflection of objects and phenomena that are directly impacting the senses as a whole, and as a sum result of the properties and attributes of these objects.

2.Reflect on past experience or imprinting, preservation and reproduction of anything

3.Reflection of the future, creating a new image based on past

experience

4.The highest form of reflective activity that allows you to understand the essence of objects and phenomena, their interaction, patterns of development.

5.Properties of perception are:

1.The quality and intensity

2.The intensity and duration

3.The imagination and authenticity

4.Subject, integrity, constancy, and the meaningfulness and apperception

Module 2: Psychology of safety and personal safety (8hours)

1.The adaptation of young employees who do not have professional experience is called:

1.The secondary adaptation

2.The psychophysiological adaptation

3.The adaptation unit

4.The primary adaptation

2.The psychophysiological adaptation characterizes the following:

1.The adaptation of a new employee to the society, norms of behavior, networking

2.The acquisition of labor skills, the acquisition of new knowledge

3.The adaptation to new physical and psychological stress, working conditions

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

31

3.Factors affecting the professional adaptation, include:

1.The introduction of the new requirements of labor, production and technological discipline

2.The labor regulations

3.The levels of a workplace readiness for the labor process

4.The nature and content of labor in this profession

4.Organizational and administrative adaptation allows the employee:

1.To get acquainted with the economic mechanism of management

of the organization

2.To become familiar with the organizational management mechanism, the place of his unit in the organizational structure

3.To become one with the staff and accept its traditions, norms of life, values.

5.The control mechanism of professional orientation and adaptation is carried out:

1.Through the formation of education bodies

2.Through the formation and development of the different levels of government

3.Through the development and improvement of the system of management and education at various levels

4.Through the formation and development of the control bodies at various levels.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

32

The Discipline: «The Technology of Human Resources Management. Crowdsourcing, outsourcing, outstaffing in the activities of high-tech companies»

1. Brief description of the discipline (module)

This discipline is aimed at creating competencies of human and social capital of the future engineer and manager in this program and is the core technology in teaching human resource management for high-tech enterprises. It allows you to create a team for effective cooperation with people and groups in the process of solving research, production and business objectives; master the methods of stimulation and evaluation of the quality of work, manage business projects.

2. Targets of discipline study

The objectives of the study of the discipline «Technology of Human Resource Management» are:

A)the formation of knowledge about modern technology of human resource management, crowdsourcing, outsourcing, outstaffing which could be applied to the activities of high-tech companies in Russia and abroad;

B)Teaching methods of using different types of technology management of human resources, strategic and economic studies, as well as mastery of the methodology of using different types of technology of human resource management

C)Teaching technologies of measuring the effectiveness of using different types of technology of human resource management in activities of the high-tech companies

3.Expected results formulated in the format of competencies

As a result of the study of the discipline the student must master

two special competencies:

SC-4 - the ability to create a team and effective cooperation with people and teams for research, production and business goals, and to exercise leadership in the establishment and management of production systems and business projects.

Namely knowledge:

1. The components of the structure of human capital partners and employees

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

33

2.The algorithm of cooperation with people and teams to solve research problems

3.The algorithm of cooperation with people and teams to solve production problems

4.The ability to cooperate with people and teams to solve business

problems

5.The performance evaluation of the quality of staff performance abilities:

1.demonstrate leadership qualities in the process of creating

production systems

2.demonstrate leadership qualities in the process of creating a business project.

3.demonstrate leadership in the management of production systems

4.demonstrate leadership in the management of business projects

5.assess human capital partners and employees

skills:

1.The methods of motivation of the organization's personnel

2.The methods of stimulating the organization's personnel

3.The methods of assessing the quality of the organization's personnel performance

4.The methods of assessment of human capital partners and

employees

5.The techniques of effective cooperation with people and teams for research, production and business objectives

SC-2 - the ability to perceive, summarize and analyze information, to have skills and apply professional ethics and business communications, including in a foreign language.

knowledge:

1.mechanisms of perception, including in a foreign language.

2.the algorithm of information summarization, including in a foreign language.

3.the structure of information analysis, including in a foreign language.

4.elements of professional ethics of communication, including in a foreign language.

5.elements of the ethics of business communication, including in a foreign language.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

34

abilities:

1.perceive information, including in a foreign language.

2.summarize information including in a foreign language.

3.analize information, including in a foreign language.

4.apply the ethics of professional communication, including in a foreign language

5.apply the ethics of business communication, including in a foreign language

skills:

1.professional communication skills, including in a foreign

language

2.business communication skills, including in a foreign language

3.the ethics of professional communication, including in a foreign

language

4.the ethics of business communication, including in a foreign

language

5.the methods of communication with foreign partners

4.The content of the course «Technology of Human Resource

Management»

Calendar-thematic plan of study of the subjects (modules), indicating types of academic work, including the independent work of students and labor intensity (in hours): lectures, seminars and CDS; forms of ongoing monitoring of performance (by weeks of the semester) and forms of interim certification (per semester)

Module 1: Technology of Human Resource Management:

1.Assessment Technology of the «quality» of human resource in the company (advanced HR audit program):6-6-12

2.Assessment Center and Development Centre Technology: 5-5-10 (Center of development assessment)

3.Career planning Technology: 5-5-10

4.Teambuilding Technology: 5-5-10

Module 2: Crowdsourcing, outsourcing, outstaffing activities in hightech companies:

1.Crowdsourcing in high-tech companies: 5-5-10

2.Outsourcing in high-tech companies: 5-5-10

3.Outstaffing in high-tech companies: 5-5-10

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

35

Total:

Timing of independent projects deposit (essays, reports, etc.) Written works essays, abstracts -once in two weeks Examinations - 4 and 10 weeks

5. The content of lectures

Module 1: The Technology of Human Resources Management

Theme 1.1. Assessment Technology of the «quality» of human resource in the company ( a program of advanced personnel audit)

Advanced HR audit: concept, objectives, stages, methods. Formation of the criteria for the assessment of human resources of a company. Development of the structure and content of the assessment of human resources of a company. Analysis of the personnel management system and priorities in the development of a company. Components of the program of advanced HR audit.

Theme 1.2. Assessment Center and Development Centre Technology (Center for evaluation and development)

Assessment and development of staff on the basis of competence models. Assessment Center Technology. Development Centre Technology. Main participants of Development Center.

Theme 1.3. Career planning technology

Technology of effective self-presentation or career advancement portfolio. Determine the optimal technology career path (careergramms, career cards). Career goal setting technology optimization and career plans development process. Technology of career planning by G.G. Zaitsev.

Theme 1.4. Teambuilding technology

The three-level technology of team development (M. Gellert and K. Novak). Four types of team culture. Role concept of team building (R. Belbin). Modern Russian teambuilding technologies. «SNED» technology as a team building program.

Module 2: Crowdsourcing, outsourcing, outstaffing activity in high-tech companies

Theme 2.1. Crowdsourcing in high-tech companies

Crowdsourcing: definition, classification. Crowdsourcing in hightech companies: the main sites in Russia and their counterparts in the West.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

36

Services markets as a form of crowdsourcing. Crowdfunding as a form of crowdsourcing. Crowdsourcing as a model for the future of the labor market. Crowdsourcing as a model for the future of the labor market.

Theme 2.2. Outsourcing in high-tech companies

Business Process Outsourcing. Outsourcing processes in the field of personnel management. Outsourcing processes in the area of relationships with customers and outsourcing of call centers. Outsourcing of accounting processes. Outsourcing of IT processes.

Theme 2.3. Outstaffing in high-tech companies

The origins and concepts of outstaffing and staff leasing. Outstaffing and personnel leasing in high-tech companies (Russian and foreign experience). The main prerequisites for the use of outstaffing in high-tech companies.

6. Contents of seminars / workshops / lab classes

Module 1: Human Resources Management Technology

Theme 1.1. Assessment Technology of the «quality» of human resource in the company ( a program of advanced personnel audit)

1.Advanced HR audit: concept, objectives, stages, methods.

2.Formation of the criteria for the assessment of human resources of a company.

3.Development of the structure and content of the assessment of human resources of a company.

4.Analysis of the personnel management system and priorities in the development of a company.

5.Components of the program of advanced HR audit.

6.Diagnostics within the advanced HR audit.

Theme 1.2. Assessment Center and Development Centre Technology (Center for evaluation and development)

1.Assessment and development of staff on the basis of competence models. 2.Assessment Center Technology.

3. Development Centre Technology.

3.Positive and negative aspects of Assessment Centre Technology.

4.Development Centre Technology.

5.Positive and negative aspects of Development Centre Technology.

6.Main participants of Development Center.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

37

Theme 1.3. Technology career planning

1.Technology of effective self-presentation or career advancement portfolio.

2.Positive and negative aspects of effective self-presentation or career advancement portfolio.

3.Optimal career path identification technologies (careergramms, career cards).

4.Positive and negative aspects of optimal career path identification technologies 5. Career goal setting technology optimization and career plans development process.

6.Technology of career planning by G.G. Zaitsev.

Theme 1.4. Teambuilding technology

1.The three-level technology of team development (M. Gellert and K. Novak).

2.Positive and negative aspects of three-level technology of development team.

3.Four types of team culture.

4.Role concept of team building (R. Belbin).

5.Positive and negative aspects of the role of the concept of team

building.

6.Modern Russian teambuilding technologies .

7.«SNED» technology as a team building program.

Module 2: Crowdsourcing, outsourcing, outstaffing activity in high-tech companies

Theme 2.1. Crowdsourcing in high-tech companies

1.Crowdsourcing: definition, classification.

2.Crowdsourcing in high-tech companies: the main sites in Russia and their counterparts in the West

3.Service markets as a form of crowdsourcing.

4.Crowdfunding as a form of crowdsourcing.

5.Crowdsourcing as a model for the future of the labor market.

6.Crowdsourcing as a model for the future of the labor market.

Theme 2.2. Outsourcing in high-tech companies

1.Categories of crowdsourcing.

2.Business Process Outsourcing.

3.Outsourcing processes in the field of personnel management.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

38

4.Outsourcing processes in the area of relationships with customers and outsourcing of call centers.

5.Outsourcing of accounting processes.

6.Outsourcing IT processes.

Theme 2.3. Outstaffing in high-tech companies

1.Background and concepts of outstaffing and staff leasing.

2.Outstaffing and staff leasing in high-tech companies (Russian and foreign experience).

3.The main prerequisites for the use of outstaffing in high-tech companies.

4.Positive and negative aspects of the outstaffing technology.

The following business games are included into seminar classes: Business game «Team Building»

Description of the business game and task

The game is aimed at the formation of students' skills in team building, joint discussion of emerging issues and optimal decision making.

The game should be competitive. A group should be divided into teams. The teams work in parallel and at the end of each stage of the game bring their proposals and recommendations for public discussion. The members of the teams act as speakers, others - as opponents. Then they switch roles, that allows to compare the validity and thoughtfullness of the recommendations made by various team to assess the quality of their work and at the same time to exchange knowledge. The final decisions are made according to the results of the discussion.

The game consists of the following steps: selection of informal team leaders by sociometric survey; the formation of teams and the team members of the Board; definition of labor input – the quality of training of each member of the team; the choice of a way of the scholarship fund distribution and scholarship calculation according to each participant’s labor contribution - progress and attendance; development of recommendations for the development of self-management of students to improve the quality of the production management training.

Methodical instructions

A sociometric survey is held at the first stage. The participants of the game are given survey cards - blank pieces of paperand are offered to fill in three or four individuals’ names who they believe can most successfully cope with the role of the team. It is possible to use the principle of preference and point systemthe first candidate is estimated at four

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

39

points, the second – at three, etc. To determine the results of the survey it’s necessary to elect an open vote counting commission.

The second phase of the game should be entrusted with the newly selected team leaders. Thus it is necessary to ensure the principle of voluntary participation and at the same time to create teams with equal number of participants. Members of the Board team (two people) can also be selected using sociometric survey, or ~ open vote. This step has an important educational value: credibility of informal leaders is increased, their positive impact on the psychological climate in the study group is strengthened.

Special attention should be paid to the third stage of the game. Here each participant on the basis of the results achieved in the study gets a score by the team (publicly). In this case, a mark can be calculated based on basic unit GPA listener marks for the previous exams. As a second evaluation criterion attendance can be taken - the number of sessions (days)attended by the listener in the past month. Multiplying these two measurements, we estimate labor contribution of each member of the team, we calculate a kind of basic rate of labor participation.

For more detailed and comprehensive assessment of the labor contribution of each member of the team ,a system of raising and lowering coefficients can be established as it is done in a production environment. Participation in scientific student work, helping lagging students, participation in community work, amateur art, sports,etc can be used as a raising coefficient. Missed classes without good reason, late homework, course projects, lack of respect for comrades,etc can be used as a lowering coefficient. The team must not only determine the list of raising and lowering the coefficients, but also establish their weight in relation to the base value - labor contribution.

Suggestions and recommendations made by the team during the second phase of the game, brought to the general discussion and reduced to a common denominator. After that, each team performs the necessary calculations and sets personal assessments of each student.

In the fourth stage team leaders will have to form a scholarship payment fund , choose the method of its distribution and on its basis settle personal scholarship, which they would have to pay each student based on academic performance, attendance and more (raising and lowering) coefficients. Before you make individual calculations, it is appropriate to discuss and choose a common distribution method for both teams.

INDUSTRIAL ENGINEERING

FOR SCIENCE CONSUMING INDUSTRY

40