Abstract
This article discusses the theoretical aspects of evaluating personnel performance indicators in the development of the digital economy. Eight procedures were identified for a comprehensive assessment of staff performance. A mathematical apparatus was built for assess normative or average values of performing job duties, determine many specialties, assess the level of education, evaluate the levels of enterprise management, describe many posts, describe the correspondence and interchangeability of posts, evaluate additional characteristics of employees and describe many additional tasks and their characteristics. Allocated linguistic variables characteristics of employees. The structural model of data mining in HR process management was built. Highlighted the membership function of the input linguistic variables of the staff and conducted a description of linguistic variables.
Highlights
Today, business is forced to solve a whole range of complex and unique tasks
It is stated that we live in the era of the fourth industrial revolution, where the virtual world is combined with the physical world using information technology
The fourth industrial revolution is characterized by a change in economic relations and the widespread use of intelligent technologies (Cloud technologies, Big Data, artificial neural networks and fuzzy sets, data mining and others), which is the basis of the digital economy
Summary
Business is forced to solve a whole range of complex and unique tasks. So, to solve the problems of increasing and stabilizing the management of economic facilities in modern conditions, new approaches and solutions are required, which determined the emergence of a new concept of the German economist Klaus. According to estimates (https://www.emarketer.com/topics/topic/b2b), the share of the digital segment of the global economy in 2020 could be 23% ($ 17 trillion) This leads to the expansion and rapid development of the Internet market using Big. Data, followed by modeling by fuzzy logic approaches. Young specialists are able to quickly make managerial decisions and push new projects forward, and thereby increase the level of work in the enterprise. In addition to these areas, it should be noted that for a long time HR management was aimed at standardization and versatility. Modern HR specialists are beginning to more closely monitor the development of employees within the enterprise, which allows flexible management of career growth, which can be adjusted taking into account the proposals of the employees themselves
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