The Remuneration of Employees of Banking Sector of the China

Introduction. Labor resources in China have great potential for development. The number of employed citizens is 77500 thousand. However, the level of real unemployment in the country is high. Empirical analysis. The article analyses the level and characteristics of remuneration of employees of the banking sector of China. We study the structure of the working population of the country, it investigates the level of wages in the country, including in Chinese banks, is considered the minimum wage in Chinese cities. Given the problems existing in the programs of remuneration of the banks of China, including: the lack of communication targets reached and the amount of financial benefits, the underdevelopment of the system of bonus payments, the unpopularity of rewards for individual merit, gender discrimination in remuneration in the Bank of China, etc. Results. The article presents the main recommendations for improving the system of remuneration in the banking sector of China: among them: the introduction of Chinese banks in the remuneration system agreed with the results achieved, the expansion of the program of bonus payments, promotion and regular wage increases for young employees, the application of open and competitive wage systems, regular monitoring of employees‘ interests in wages, minimizing fines.

Issues of the Vocational Education on Railway Transport

Nowadays the problem of internal staff training is
ever more actualized. Market conditions make the highest demands
on the process of learning both rank-and-file workers and managers.
Theoretical analysis. This article describes the problems of
personnel training in a reindustrialization, caused by the formation of
a new technological system. Characteristic features of these issues
make additional demands to system of an intra firm vocational education.
Research methodology. The article considers personnel
training on the example of JSC «Russian Railways» – the largest
number of employees in Russia. In the research process were studied
normative legal acts of the Russian Federation and inner documents
of the company, which are the basis for the formation of the human
resources capacity and the developing of forms and methods of the
staff training system. The article attempts to determine the required
competencies of employees of JSC «RZD» and partner companies,
due to the process of re-industrialization and import substitution.
Empirical analysis. The process of stuff training at JSC «Russian railways» is an educational vertical line in all railway networks which
produces the professional and personal development of employees
and managers. There are examined the features of the process
of staff teaching in railway transport connected with the specific
nature of the industry, the uneven distribution of the railway network
in the country. The article analyzes the main programs and
methods of training of various categories of staff. Discussion of
results. The analysed methods of stuff training of JSC «Russian
railways» and enterprises-partners supplying products for railway
transport represent one of the directions of import substitution problems
solution. The main stuff competences needed for the solution
of this task are defined.

The Quality of the Personnel of the Customs Authorities as the Most Important Factor in Ensuring the Quality of Customs Services

Introduction. Human resources development and the formation of the professional staff of the customs authorities is the basis of ensuring the provision of quality public services. Theoretical analysis. In this article the quality of the personnel is considered as the most important factor shaping the quality of services provided by the customs authorities. Discussion of results. On the example of Saratov Customs we can see that customs makes every effort to organize effective management of processes and resources and maximize the benefits of the knowledge and skills of staff, so that the reduction of staff does not have a significant impact on the quality of customs services in the region of Saratov Customs. Key underpinning for solving these problems are the target indicators of the Customs Development Strategy of Russian Federation until 2020.