Теоретические основы структуризаци кадрового потенциала предприятия

Визначено етапи управління кадровим потенціалом підприємства як складною соціально-економічною системою. З’ясовано, що управління кадровим потенціалом доцільно здійснювати на основі його структуризації. Проведено критичний аналіз теоретичних засад структуризації кадрового потенціалу, що висвітлено науковцями. Представлено авторське бачення компонент кадрового потенціалу підприємства з урахуванням подальшого оцінювання його рівня.The purpose of the article: the theoretical synthesis of the views of scientists on constituent personnel potential of the enterprise and form own view of its components. Understanding the personnel potential of the enterprise (PPE) as the open, rapidly changing, complex socio-economic system, represented by the existing set of skills and capabilities of personnel companies with qualitative and quantitative characteristics necessary enterprise for sustainable development requires continuous management. Process of management PPE should take into the account the retrospective nature of the potential (acquired characteristics), its current status and characteristics, as well as future capabilities and features that will be needed for the sustainable development of the enterprise. This includes the allocation of logically interrelated phases: analysis; evaluation; compliance objectives to PPE management and development of measures to achieve its; organization implementing measures designed; motivation to implement measures developed and objectives; formation of PPE; control. Review of the scientific sources in this area has shown that the stages of analysis and evaluation are closely linked and require substantiation components (component) PPE essential characteristics and indicators that will it’s describe. In modern economic thought taken to distinguish between quantitative and qualitative characteristics PPE. For the purpose of analysis and evaluation of personnel potential is advisable individual indicators and / or groups of indicators (both quantitative and qualitative) tied to the specific component dedicated PPE because it will determine the weakest or strongest side of the checkpoint and facilitate management and human resources in general. As еру result of structuring personnel potential of the company, which is the basis of common quantitative indicators, which are based on the qualitative characteristics of the aforementioned categories of workers, formed certain components: professional qualification, physiological, educational, social, humanistic, cultural, moral, innovation, and economic motivation. Qualitative characteristics are needed to formalize further evaluation as proposed to use the expertise and methods of points. General quantitative characteristics already have some numerical impression, but require defined evaluation criteria, as well as quality. The formalization of the quality characteristics and consideration by quantitative evaluation system can get as the result of evaluation of the certain level of PPE. Structuring components allow for prudent management decisions, stressing the weak elements.Определены этапы управления кадровым потенциалом предприятия как сложной социально-экономической системой. Установлено, что управление кадровым потенциалом целесообразно осуществлять на основе его структуризации. Проведен критический анализ теоретических основ структурирования кадрового потенциала, представленный учеными. Представлено авторское видение компонент кадрового потенциала предприятия с учетом дальнейшего оценивания его уровня