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Abstract on the topic of graduation work

Content

Introduction

One of the key components of an enterprise's efficiency is its human resource potential, because before making strategic plans, talking about using various potentials and resources, it is necessary, first of all, to form a professional team that meets the goals of the enterprise's activities. Activities aimed at the effective use of the company's human resources should meet modern views, meet the requirements of production, and serve as the basis for all its activities.

Today's realities require determining the ability of personnel to solve urgent and promising tasks, which in fact reveals the essence of the potential of personnel, which is determined by the number of personnel, their educational levelрage, personal qualities, professional qualification, gender and age structure, characteristics of labor and creative activity. After all, the amount and timeliness of all types of work, as well as the efficiency of equipment use, depend on the degree of provision of the enterprise with employees, and the extent to which they are effectively used, which in turn affects the profit and a number of other indicators.

1. Theme urgency

The system of formation and development of human resources of the enterprise requires constant study in order to improve it, so that the enterprise in the conditions of using new technologies and approaches to work has the opportunity to develop dynamically in an ever-changing environment.

The relevance of the research topic is determined by the importance of improving the system of formation and development of human resources.

2. Goal and tasks of the research

The purpose of the research is to reveal theoretical provisions and develop practical proposals for improving the system of formation and development of human resources of the enterprise.

According to the goal, the main objectives of the thesis are:

1. Disclosure of the essence and main characteristics of the company's human resources potential;

2. Research of the system of formation and development of personnel potential of the enterprise;

3. Analysis of the main directions of improving the system of formation and development of human resources of the enterprise.

Research object : the system of formation and development of personnel potential of the enterprise.

Research subject : theoretical and methodological foundations and practical issues of improving the system of formation and development of personnel potential of the enterprise.

The methodological and theoretical basis of the study is based on the works of domestic and foreign authors devoted to improving the system of formation and development of personnel potential of the enterprise. Various methods, principles, techniques and techniques were used to implement the goals and objectives set in the study, such as: methods of economic and strategic analysis, generalization, classification, grouping, comparison, modeling the system of integrated assessment of employee competencies.

3. Theoretical aspects of the system of formation and development of personnel potential of the enterprise

3.1 Human resources potential of the enterprise: the essence and main characteristics

Human resources potential of entrepreneurship (from lat. potential – the ability, power, force) is a common (quantitative and qualitative) description of personnel as one of the types of resources associated with the performance of its functions and goals for future development of the enterprise; it is available and potential employees in, as an integrated system (collective) that are used and can be used at a time.

According to the definition of Professor P. E. Shlender, the personnel potential of an organization – (enterprise) is the capabilities of the staff and administration that can be used to achieve the goals of the organization (enterprise) [7]. According to N. M. Kuzmina, human resources potential is the total labor potential available at a particular enterprise and is characterized by the maximum value of possible participation of employees in the labor process, taking into account their psychophysiological characteristics, the level of professional knowledge and skills, accumulated experience, internal and external motivation [1].

From the above definitions, it follows that the human resource potential consists of the labor potential of individual employees and depends on the constant development of the labor potential of each employee, and the amount of human resource potential is also constantly changing. The personnel potential of an enterprise is characterized by the sum of employees ' abilities for collective labor activity.

Human resources potential is a broad and multifaceted concept [2]. It includes:

– personal qualities of a person;

– social and psychological qualities that consist in the ideals or motivation of the activity;

– labor potential is the presence of professional knowledge, General and professional culture, and the desire for professional growth;

– formal team structure, which consists of official structures, educational structures, work experience, personnel and sex composition of staff by age;

– the informal structure of the team – this is the socio-psychological climate in the team;

– organizational and managerial factors, they include the content of work and the degree of satisfaction with it;

– macro structural factors, such as the existing wage system.

All these indicators affect the personnel potential, they determine the employee's behavior in work. The level of development of the company's human resources potential is determined by the level of development of the personal potential of each employee and the level of efficiency of its use in accordance with the established goals [4].

The personal potential of an employee has a complex structure, but it is characterized by the structural unity of all its elements [6], it includes:

• qualification potential (professional knowledge, skills, skills that determine professional competence);

• psycho-physio logical potential (working capacity);

• educational potential (intellectual, cognitive abilities);

• creative potential (creative abilities);

• communication potential (ability to cooperate, organize collectively, interact);

• moral potential (values, motivation), but it is inherent in the structural unity of all its elements.

If in the process of work an employee gives physical, intellectual strength and creative energy, then this indicates a high level of development of the employee's personal potential. Under optimal level of development of personnel potential of the enterprise: the number and structure of staff meet the needs of the enterprise for the implementation of goals and objectives; the level of skills of workers ensure the quality of work performed; physical data and individual psychological characteristics of employees used in a specific activity.

Every employee has a work potential. The labor potential of an employee is a set of physical and spiritual qualities of a person that determine the possibility and limits of his participation in labor activity, the ability to achieve certain results in given conditions, and also to improve in the process of work [4]. Labor potential is defined as specific employees, labor and creative abilities, which are not a constant value, but are constantly developing reserves of labor productivity growth, which increases the competitiveness of the enterprise. The labor potential belongs to the company's personnel. Currently, it is considered that personnel is a valuable resource, a source of wealth of the enterprise, that is, capital, and it needs to be increased, it needs to be invested in order to get additional value.

The approach to personnel as a resource means:

1) individual approach to all employees;

2) awareness of the problem of shortage of qualified and highly qualified personnel, which leads to competition for them in the labor market;

3) the staff is not free capital, but requires certain expenses from the management.

Investments in human resources have the following goals: attracting professional employees; training and maintaining high working capacity, creating conditions for their professional development. The quality of work increases with the growth of the General educational, cultural and technical level of employees, their qualifications and professional competencies [9].

The main characteristics of the company's personnel are the number and structure.

The number of employees of an enterprise depends on the nature of production, its scale, complexity, mechanization, automation, and computerization.

A staff structure is an Association of individual groups of employees based on a particular attribute

On the basis of participation in the production or management process, personnel are divided into the following categories:

– managers carry out the functions of General management and leadership;

– specialists-perform engineering, economic, legal and other functions;

– employees carry out preparation and execution of documents, accounting, control, economic maintenance;

– workers directly create material assets or provide services of a production nature.

In industry, managers, specialists, employees, and workers belong to industrial and production personnel, while social infrastructure workers belong to non-industrial personnel. The professional and qualification structure of personnel is characterized by the division of employees by profession and qualification.

A profession is a type of work activity of a person who has special knowledge obtained through special education and confirmed by an appropriate document (diploma). Within each category are highlighted in the specialty.

A specialty is the ability of an employee who has certain knowledge and practical skills to perform a narrower range of functions. Qualification – the degree of professional readiness for a particular type of work.

The social structure of personnel is characterized by groups United by education, age, gender, etc.

Classification of personnel according to the above criteria, which allows you to have data on the individual qualities of employees of the enterprise, contributes to their rational distribution for the successful development of human resources.

3.2 System of formation and development of personnel potential of the enterprise

The most important task of strategic planning for the development of human resources at present is to ensure that the enterprise can achieve the most effective means of achieving the necessary state of stability, strength, profitability, and credibility. To do this, it is necessary to improve the development of productive potential, and first of all, human potential and its main components, which form the labor potential of an individual employee and the entire labor collective. Since people are the main potential of any system, first of all, they should develop themselves

The labor potential of a person is characterized by a complex of his abilities for economic activity, in своюturn, it has its limits, which are determined by mental and physical abilities, moral and intellectual qualities, and other personal characteristics that have the inclination and opportunity for professional development and growth. Domestic economists Genkin. B. M., Odegov Yu.G., Zhuravlev P. V. the main components of labor potential include health, education, morality, creativity, and professionalism. All of these characteristics apply to both an individual employee and a group of employees, as well as to the enterprise. So, in the opinion of Kondaurova& nbsp;I. A. labor potential of the employee is a certain combination of inherent reserves of health, knowledge, experience, intellectual ability, culture, special competence, motivation for effective employment skills training and retraining, mobility that contribute to effective work and can serve as internal factors of competitiveness in comparison with other workers [10].

Health, as defined by the world health organization, is a state of complete physical and social well-being. Well-being is a state of mind characterized by a mental harmony between a person's abilities, needs, and expectations and the demands and opportunities that the environment presents and provides wednesday [1]. The state of health significantly affects the efficiency of production, the standard of living of employees and the labor potential of a person. Education is an important factor in increasing production efficiency, and it is important to employ employees with appropriate education in their current positions. Morality is the moral qualities of a person, certain rules that guide a person in his choice. The professionalism of the staff consists in high readiness to perform the tasks of professional activity. The creativity of employees creates qualitatively new material and spiritual values that make a significant contribution to improving production efficiency.

The basis for the development of the labor potential of employees is to improve the inherent human abilities, which is the basis for the development of human resources at the enterprise. Staff development consists in increasing their abilities and potential, increasing motivation, knowledge, and understanding. The task of developing the abilities and capabilities of all employees and managers to achieve their goals is equivalent to providing them with the opportunity to improve their standard of living and quality of life. Increasing the ability of the enterprise itself to create conditions for the development of its personnel-this is the development of the enterprise itself and all its structures. The available labor potential of a person, the level of his qualifications, knowledge and skills have the greatest impact on the results of work, the level of income, and the quality of life of personnel at the enterprise.

Currently, the concept of human resources potential and the concept of human resources management are considered by many scientists in an inseparable connection, since skillful personnel management leads to their rational use, which in turn leads to effective operation of the enterprise. A specific type of management activity, the object of which is a team of employees – personnel, is called personnel management [5]. HR management is related to the study of human resources, i.e. it directly concerns the human resources potential and forms a system.

3.3 The main directions of improvement of the system of formation and development of personnel potential of the enterprise

The personnel management system at the enterprise and the personnel policy implemented should include such important areas for improving human resources as the development of the necessary level of labor potential and its effective and full use at the enterprise, as a result, the quality of life of all employees is improved. The main task of the company's personnel policy is the continuous professional and qualification development of all categories of employees.

At a particular enterprise, the personnel management system is the Manager's influence on the managed subsystem in order to achieve the set goals for the development and functioning of enterprises [3]. The HR management system includes the following issues:

– targeted training of qualified employees and continuous improvement of their skills;

– selection and placement of personnel, taking into account the personal qualities of the employee, taking into account the needs of the enterprise;

– distribution and reallocation of employees by field of activity;

– rational use of professional knowledge and skills of personnel;

– the use of various types of motivation in the activities of personnel;

– predicting employee behavior that does not meet the requirements of social norms;

– identification of risks associated with personnel activities;

– creating safe working conditions for staff;

– planning intra-production employee movements;

– development of measures to adapt personnel to changing production conditions;

– formation of innovative approaches to the implementation of labor activity;

– performance evaluation and personnel certification, aimed at promoting employees based on their work results;

– a personnel service that provides the company with labor, as well as monitors the social protection of the employee.

The scope of work on each of these issues depends on the size of the enterprise, the characteristics of the products or services produced the situation on the labor market, the qualifications of personnel, the degree of automation of production, and the socio-psychological situation at the enterprise. The diagram of the relationship between the main functions of HR management is shown in figure 1.3 [1].

Diagram of the relationship between the main functions of personnel management

Figure 1.3 – Diagram of the relationship between the main functions of personnel management (animation: 10 frames, 5 repetition cycles, 82.9 kilobytes)

The main task of the company's personnel policy is the continuous professional and qualification development of all categories of employees.

Personnel policy in a modern enterprise is implemented using the following principles:

– maximize the use of internal resources to build human resources that can solve current and long-term tasks;

– motivation of each employee of the enterprise for professional growth and development of creative initiative;

– creating conditions for the timely acquisition of the necessary qualifications and upgrading the level;

– social responsibility of the enterprise for each of its employees;

– continuous improvement of the qualification level of all categories of personnel.

Also, the main object of skillful management is to improve the development of employee competence. Competence includes the following personality factors: knowledge – the result of education; skills – the results of training and work experience; communication methods – the ability to work with people in a team. It is considered as a reasonable combination of knowledge and abilities that employees of a given enterprise possess, and is their corresponding potential. Competence management includes three stages: acquisition, development, and promotion.

The acquisition of competence consists in determining the need for the future period of the number of personnel and their quality characteristics. To do this, you need to know the future scope of work, their types, job functions and responsibilities of employees, and then determine the necessary composition of employees. After that, the selection of competent employees is ensured by moving existing specialists, or by recruiting specialists from outside.

The development of competence in an enterprise is most often carried out by organizing professional education in the workplace. Promotion of competence involves the creation of a flexible remuneration system at the enterprise, the introduction of a fair assessment of labor results, the involvement of personnel in production management, improving working conditions, and the use of employee motivation systems.

Effective HR management promotes the development of human resources and increases the effectiveness of employees' work activities.

Currently, there is a rapid introduction of new advanced technologies, as a result of which the existing knowledge of specialists becomes outdated, that is, the professional competence of employees decreases. In this case, the employee's willingness to self-study and update their basic knowledge is very important. Therefore, it is necessary to prepare the future employee not only for working life, but also for the readiness to learn for life. The system of continuous development of the labor market potential is shown in Fig. 2.3 [1].

System of continuous development of labor potential

Figure 2.3 – System of continuous development of labor potential

From the drawing 2.3 shows that the system of continuing education should consist of three consecutive stages, characterized by independent, but at the same time interrelated goals and means of achieving them.

The level of development of an organization's human resources potential is largely determined by internal and individual factors. An important component is the ability of the human resource management system not only to correctly select and place personnel, but also to reliably conduct an assessment, based on which to Finance staff training and development in order to achieve the level that will provide the organization with the necessary competitiveness [8].

The organization of the personnel management system is carried out using the following basic principles:

1. The principle of continuity. According to this principle, the personnel of the enterprise should be created in such a way that it constantly reproduces the optimal age structure. The older generation should pass on their knowledge and experience to younger employees.

2. The principle of stability training. It plays an important role, because over a longer period of time, an employee gains skills, experience, and the ability to successfully perform their duties, but it is necessary to ensure that there is no personnel stagnation.

3. The principle of transparency. It includes the development of democracy, strengthening social justice, respect for the rule of law, and creating a healthy moral atmosphere.

Conclusion

The most important task of strategic planning for the development of human resources at present is to ensure that the enterprise can achieve the most effective means of achieving the necessary state of stability, strength, profitability, and credibility.

Based on the generalization of the definitions of various authors, the essence of human resources potential is as follows:

– human potential consists of the labor potential of individual employees and depends on the constant development of the labor potential of each employee, and the amount of human potential also constantly changes;

– the personnel potential of the enterprise is characterized by the sum of employees' abilities for collective labor activity;

– human resources potential is a broad and multi-faceted concept that includes:

– personal qualities of a person;

– socio-psychological qualities that are contained in the ideals or motivation of the activity;

– professional knowledge, General and professional culture, desire for professional growth;

– formal team structure, which consists of official structures, educational structures, work experience, personnel and sex composition of staff by age;

– the informal structure of the team – this is the socio-psychological climate in the team;

– organizational and managerial factors, they include the content of work and the degree of satisfaction with it;

– macro structural factors, such as the existing wage system.

The main directions of improvement of the system of formation and development of personnel potential of the enterprise are to improve the inherent human abilities, which is the basis for the development of personnel potential at the enterprise. Staff development consists in increasing their abilities and potential, increasing motivation, knowledge, and understanding. The task of developing the abilities and capabilities of all employees and managers to achieve their goals is equivalent to providing them with the opportunity to improve their standard of living and quality of life.

References

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