ГОТОВНІСТЬ КАДРІВ ДО ЗМІН ЯК СКЛАДОВА РОЗВИТКУ КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

Abstract

In the conditions of the modern economy, which is under the constant influence of innovative transformations and changes of business mechanisms, enterprises of all sizes and industries must quickly respond to all new challenges and changes in order not to lose their place in the market and remain competitive. One of the basic conditions for rapid response and adaptation to changes is the readiness of the company's personnel for changes and personal development. That is why the actual direction of research is the study of the essence of personnel readiness for change, its structure, and methods of promotion. The article examines the essence of the concept of readiness of the company's personnel for changes and personnel development as components of increasing the personnel potential of the organization. An analysis of approaches to determining the terms of staff development, their psychological readiness for change, and the concept of readiness for change of managerial personnel was also separated. The components of the readiness of the company's personnel for changes and the influencing factors on its formation were considered. A detailed study of methods that develop the potential capabilities of personnel and diagnose their readiness for career changes has been conducted. In each of the methods, the essence, the usefulness of the application and the possible risks of its use are revealed. In further studies, it is planned to analyse possible ways to assess the readiness of the company's personnel for changes and directions for its improvement. The readiness of personnel for changes is the level of awareness of employees about changes due to understanding the essence and consequences of the implementation of innovations, as well as the level of interest of employees in the results of the implementation of innovations. In the conditions of innovative changes in the economy, the readiness of the personnel of the enterprise for changes, the ability to adapt and assimilate new information, using it in practice, are key factors of personnel development. The readiness of personnel for changes can be considered the ability of employees to release their actual and potential opportunities in the labor process for the effective performance of work tasks, which will ensure the successful achievement of the company's goals in the conditions of innovative transformations in the economy.