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July 20, 2026
Scientists Create Open Dataset for Studying Concentration
A team of Russian researchers, including scientists from HSE University–St Petersburg, has developed the first open multimodal dataset containing recordings of brain activity, heart function, and video observations to help researchers understand what happens in the human brain during deep concentration. In the future, the dataset could accelerate the development of neural interfaces, rehabilitation technologies, and AI systems. The article has been published in Scientific Data.
July 20, 2026
‘Science Is Universal-It Knows No Borders
Fuad Aleskerov, Tenured Professor and Director of the International Centre of Decision Choice and Analysis at HSE University, together with his colleagues, has developed methods of network analysis in bibliometrics that have made it possible to identify patterns in the appearance and citation of publications in academic journals, as well as their influence on each other. When one or a number of studies are frequently cited by a wide range of journals, this is an indicator that the research is of high quality. By contrast, extensive cross-citation within a limited group of journals increases the likelihood of identifying a network of predatory publications.
July 20, 2026
Scientists Propose Method for More Efficient Resource Use in Machine Learning
An international group of researchers, including mathematicians from the AI and Digital Science Institute at the HSE Faculty of Computer Science, has provided a theoretical justification for a simple and computationally efficient method of estimating uncertainty in Stochastic Gradient Descent (SGD). The paper has been published on the scientific preprint server arXiv.org and presented at AISTATS 2026.

 

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HRM Systems Effects as a Basis for Strategic HR Planning

Ch. 6. P. 83–102.
Kosheleva S., Bordunos A.

The chapter illustrates how misalignment of Human Resource Management System (HRMS) creates risks of reduction in organizational performance and well-being of employees. The chapter starts with the analysis of reasons and consequences for choosing particular HRMS by firms and description of criterions to differentiate between the key alternatives: high-productivity, high-commitment and high-involvement-based HRMS. Then it illustrates possible options within an additive approach, which allows reproducing wider variety of HRMS, aiming at identical for organization HR strategy. It also shows how additive approach can intensify positive sides and mitigate the drawbacks of each HRMS in accordance with the organizational health concept. The final part illustrates how to deal with the situation when the most suitable HRMS is not available due to its lower legitimacy, suggesting models with alternative options, or applying additive approach.

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Keywords: strategic HRHIWSHPWSHCWSorganizational healthstrategic HRM

In book

Human Resource Planning for the 21st Century
Human Resource Planning for the 21st Century
Fahed-Sreih J., Athamneh S., Il-kuk Kang W., Oheki J., Campos-García I., Ángel Zúñiga-Vicente J., Kosheleva S., Bordunos A. IntechOpen, 2018.
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