ТЕОРЕТИКО-МЕТОДОЛОГІЧНІ АСПЕКТИ ФОРМУВАННЯ ІНТЕЛЕКТУАЛЬНОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

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The article updates the problem of intellectual potential formation, emphasizes its role in creating competitive advantages and achieving market leadership. But human resources are recognized as its basis. The purpose of the article is to review the processes and develop methodological recommendations regarding the organizational aspects of human resources management in the context of the formation of intellectual potential in order to increase competitiveness and bring the enterprise to leading market positions. In the framework of the article, we used general scientific methods of analysis and synthesis for the theoretical generalization of the studied materials. This made it possible to formulate the author's approach to the specified problem. As a result of the research, the authors developed and schematically presented the process of intellectual potential formation, where the impact on the development of human resources at the internal and external levels is considered. When supplementing the conceptual apparatus, the authors singled out the concept of "intellectual reaction" as the speed of application of management measures aimed at developing the intellectual capabilities of the company's human resources. For the same purpose, in terms of capital-forming and resource components, it is proposed to review the structure of the system of intellectual potential. The resource component involves the combining of intellectual and innovative activities. The capital-generating component combines human resources and intangible assets. Considering the fact that human resources provide an enterprise from 40% to 80% of economic growth, the authors concluded that they are the most significant component of both intellectual and innovative potential. So, the primary task of management should be the development of measures aimed at the formation of quality personnel characteristics enterprises. In this context, the expediency of continuous education, the concentration of necessary resources on qualification improvement, professional retraining, participation in professional and career trainings, measures to exchange experience are essential. But they do not underestimate the importance of the social component. On the basis of research, it is possible to form a practical human resource management apparatus at a defined enterprise, creating favorable conditions for increasing the intellectualization of the enterprise.