X International conference�“Information Technology and Implementation” (IT&I-2023)�Kyiv, Ukraine

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MATHEMATICAL MODEL OF MANAGEMENT OF THE CORPORATE CULTURE OF THE ORGANIZATIONAL SYSTEM

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Hryhorii Hnatiienko, Oleksii Hnatiienko, Nataliia Tmienova and Vitaliy Snytyuk ¹

Taras Shevchenko National University of Kyiv

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Dedicated to the tenth anniversary of the Faculty of Information Technology

1. Introduction

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

In the conditions of the global crisis, the problem of motivating employees is acutely manifested at all levels of management - both in organizations and at the state level. Because the motivation of the organization's personnel is the main factor in increasing labor productivity.

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The most important element of employee motivation is the quality of corporate culture, which was formed, developed and improved by the organization.

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Achieving a high level of corporate culture is one of the most important strategic goals of the organization.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Features of the corporate culture that have developed in the organization permeate the entire cycle of personnel management of the organization: from hiring personnel, their adaptation, to the style of management of the organization, evaluation of managers, personnel development, methods of conflict resolution, etc.

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Therefore, the definition of the organization's value system, which has a primary impact on the corporate culture, is an important element of the organization's personnel management as a whole and the formation and improvement of the corporate culture in particular.

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Corporate culture directly depends on the goals of the organizational system. The key role in the implementation of the entire complex of corporate culture is played by the management of the organization and middle managers.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

2. The purpose of the study and the problems of personnel management of the organization

The purpose of this work is to formalize the personnel management system in organizational systems. In particular, it is necessary to structure the corporate culture of the organization and build a mathematical model of corporate culture.

The need to research and formalize the problems of personnel management and, in particular, the corporate culture of the organization, is a complex and urgent problem.

This situation is due to the fact that there are a number of peculiarities in personnel management tasks, which, in turn, create additional problem.

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Let's list the contradictions associated with the construction and operation of the personnel management system.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

1. Personnel management is studied by representatives of various sciences: lawyers, economis, public relations specialists, etc.; there is no single methodology for information, analytical support of personnel management, which would allow combining different views into a single concept.

2. The peculiarity of this resource is the great role of subjective information in personnel management and the lack of adequate formalization of almost all components of personnel management.

3. The key problem of personnel management is the objectification of data received from experts, because when solving many practical problems of personnel management, the importance of correctly obtaining and processing expert information is underestimated.

4. Experts in most situations of personnel management are not able to adequately fix their preferences. Adequate direct assessments of various aspects of the practical decision-making situation are rather an exception.

5. In personnel management, problems that require the analysis of heterogeneous data, the application of a wide class of models, the solution of weakly structured problems, that are formalized in different classes, arise.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

6. Personnel management problems are traditionally solved using limited mathematical tools:

• only some elements of mathematical statistics, point evaluation and additive convolution are used;

• there are problems with adequate processing of information due to missed or lost data for various reasons;

• some problems of personnel management have a high computational complexity;

• the results of solving problems that arise in the personnel management system are incorrectly interpreted;

• indirect methods in the study of personnel management models, as a rule, are not used;

• the decision-making process regarding personnel management is not justified and transparent at all its stages.

7. Some components of personnel management, in particular corporate culture, are objects that cannot be measured by direct methods.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Considering the specified features of personnel management and contradictions, the problem of creating methodology, models, methods and tools for processing expert information in decision-making for the objectification of information received from experts arises.

The problem of objectification of the subjective components of decision-making tasks in the personnel management system has several aspects:

• weighting factors are a determining element of selecting a compromise solution from a set of effective ones, but insufficient attention is paid to the adequate definition of the vector of weighting factors;

• collective ranking is a traditional method of objectification, requires significant labor costs, but at the stage of convolution of partial criteria, as a rule, an unreasonable solution is obtained;

• weakly structured problems are characterized by rarely repeated solutions, therefore, at the stage of building the model, all components of the personnel management system should be as objective as possible.

The use of a methodology built on the basis of information technologies will ensure the correct receipt of expert assessments and adequate analysis.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

3. Life cycle of personnel management (HR-cycle) of the organizational system

One of the most important factors in building an effective personnel management system is corporate culture. To determine the place and role of corporate culture in the organization's personnel management system, we will consider some definitions and features of organizational systems.

Definition 1. An organization is a group of employees who are provided with appropriate means of activity, united by a common goal. The organizational system is characterized by the distribution of responsibilities, powers and relationships between system elements - individual employees and units to which they belong.

Definition 2. An organizational system is a set of interconnected elements, processes and structures that are used to achieve the goals of the organizational system and ensure its effective functioning. It includes formal and informal rules, procedures, communication channels, and resources used to coordinate people's activities.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Most organizational systems are weakly structured complex systems. The main characteristics and features of these systems are:

• lack of a formalized goal of functioning;

• impossibility of building an analytical model;

• lack of optimality;

• lack of standards;

• the uniqueness of the task and the impossibility of repeating the decision-making process;

• dynamism of data and knowledge;

• the presence of the influence of the human factor;

• large dimension of the solution space;

• NON-factors when describing alternatives.

The organizational system needs constant changes and adaptation to the environment. Organizational management requires a perfect personnel management system. There are various options for building and describing the personnel management cycle. We present the most complete option, the scheme of which is presented in Figure.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

It is clear that not every HR service and not every organizational system provides management of all the elements shown in Figure. In addition, the scheme presented in Figure has conditional nature. This convention is that the sequence of activation of the elements of the personnel management cycle may change, some elements of the cycle may be combined, etc.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

4. Corporate culture of the organization

Today, there are several definitions of the corporate (internal or organizational) culture of an organization. Here are some of them. Definition 1. Corporate culture is determined primarily by the management style, the decision-making process, the incentive system and the reaction of the organization's management to possible errors and failures in the activities of employees.

Definition 2. Corporate culture is determined by the psychological climate in the organization and the system of relations between the employees of the organization.

Definition 3. Corporate culture is a set of behavior patterns acquired by the organization in the process of adaptation to the external environment and internal integration, which have shown their effectiveness and are shared by most of the organization's members.

The role of corporate culture in the development of the organization is extremely important, as it directly affects all personnel of the organization in parallel with the formal organizational mechanism.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

The main goals of developing and improving the corporate culture of the organizational system are:

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• strengthening the positive image of the organizational system;

• achievement of efficiency and comfort of industrial relations of personnel;

• development of employees' sense of involvement in the activities of the organization, affinity of interests and goals;

• other goals, depending on the field of activity, the size of the organization, the life cycle of the organizational system, the external environment, etc.

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An organization with a harmonious corporate culture performs all the components of the life cycle of personnel management, shown in Figure 1, much better and more efficiently than such organizations in which the corporate culture is not sufficiently developed.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

5. A mathematical model of the personnel management system and the influence of corporate culture on the quality of the organization's functioning

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

5.1 Determining the similarity measure of experts' conclusions based on their selected subsets of objects

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

6. Computational experiment

In order to experimentally determine the level of influence of corporate culture on the elements of the life cycle of personnel management, board members of one of the organizations in Kyiv (Ukraine) were asked to choose those that have the greatest effect on the quality of the functioning of the personnel management system: the LTD "Modern Trade Technologies".

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The results of the survey were presented binary

�(1 – the element of the HR cycle is significantly influenced by corporate culture; without significance – not significantly).

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All the data received from the board members of the LTD "Modern Trade Technologies" was summarized in Table 1.

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Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

This data can be used for various purposes:

• determination of the degree of agreement of the board members on the issue of the influence of corporate culture on the organization's activities;

• identifying coalitions of board members regarding their judgments about the role of corporate culture in the organization;

• determination of the degree of agreement of the board members within the coalitions identified on the basis of the analysis of the values of the similarity measures;

• construction of the elements of the similarity-difference matrix between the judgments of the board members in the form of a membership function to a fuzzy set;

• determining the competence of the board members on the issue of corporate culture based on the axiom of immutability;

• other important metrics, indicators and ratios.

But all these possibilities are not part of the tasks of this work and require further research.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

7. Prospects for further research

In addition to the goals of studying the influence of the corporate culture of the organization, which are indicated in the previous section, several more areas of perspective research can be noted. For further structuring of issues related to corporate culture and formalization of recovery tasks, the following tasks should be considered:

• describe and detail the set of constituent elements of corporate culture;

• formalize metrics for selecting the most effective elements of corporate culture;

• choose the elements of corporate culture that are most essential for its improvement;

• build a model for determining the effectiveness of corporate events;

• by means of expert assessment, select a subset of the most effective corporate measures among all those involved in the organization's personnel management;

• determine the coefficients of relative importance of corporate events according to their impact on corporate culture and the HR cycle as a whole.

Information Technology and Implementation, November 20, 2023, Taras Shevchenko National University of Kyiv, Kyiv, Ukraine

8. Conclusions

As a result of the conducted research, several urgent tasks, which are directly related to the implementation of a harmonious corporate (organizational, internal) culture of the organization were solved.

The following tasks were formalized and described:

• the set of components of the life cycle of the organizational system is defined;

• a ranking of the constituent elements of the HR cycle was constructed according to incomplete rankings;

• the weighting factors of the influence of corporate culture on each of the elements of the HR cycle are determined;

• similarity measures of decision-makers based on their relationship to the structure and effectiveness of the organization's corporate culture were calculated.

In the following works, it is planned to deepen this direction of research.

Thanks for attention!�