ПІДВИЩЕННЯ ЕФЕКТИВНОСТІ СИСТЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ НА ПІДПРИЄМСТВІ

Abstract

Organizations that can effectively manage their personnel have a competitive advantage and are capable of achieving their strategic goals. Successful personnel management is a key factor in achieving success and sustainable development for any enterprise in the modern business environment. The article proposes key directions for improving the efficiency of personnel management system at the enterprise. Specifically, for more effective candidate selection, it is recommended to utilize personality profiling surveys, which will help the company to more efficiently evaluate and select employees. It is identified that one of the primary approaches to enhancing the efficiency of the existing personnel management system is the implementation of modern methods that consider an individualized approach to employee adaptation, training, and motivation (such as mentoring, job shadowing, and buddying). Developing leadership potential becomes a priority aspect in the process of human resource management modernization, laying the foundation for improving personnel management, professionalizing human resources, and enhancing overall enterprise performance. For establishing a training system for administrative staff, the application of leadership development programs and providing opportunities for management courses for managerial personnel is recommended. In the practice of personnel evaluation at enterprises, several trends can be observed, such as the lack of comprehensiveness, where managers prefer simplified procedures (e.g., certification) that typically focus on short-term perspectives, and a limited set of evaluation methods. To achieve more comprehensive personnel evaluation, it is advisable to expand the range of utilized methods and develop an evaluation methodology. The article substantiates the main methods of personnel evaluation, including human resource analysis (HRA), assessment center method, key result indicators (KRI) method (evaluating based on key performance indicators), management by objectives (MBO), and «360 degrees» feedback.