Human resources development as a part of the enterprise strategy

Abstract

Theoretical approaches to defining the concept of human resources are analyzed. The own terminological basis of research is formed. It is proved that highly qualified personnel is the key to the success of any enterprise or organization. It is found that the main condition for the successful operation of national enterprises is the development of human resources. The hypothesis that human potential is the main element of enterprise strategy is substantiated. The main task of the personnel strategy of any enterprise is to ensure that the interests of all categories of employees and social groups of the staff are taken into account in everyday personnel work. It is established that investing in human resources is determined by the intensity of replacement of low-skilled labor into highly skilled intellectual, creative and humanized one. In the process of management, the enterprise must constantly improve its staff, which generally increases the efficiency of the enterprise. We are convinced that most professionals strive for continuous growth, development, communication with management at the partnership level. That is why investing in talented people will help companies retain ambitious and promising employees, increase the brand of the employer, reduce labour turnover and improve many other factors. It is found out that the main types of investments in talents are investments in improving the skills and qualifications of specialists, security, entertainment, transportation. Human resource management should contribute to the improvement and development of staff. The costs of staff regulation, retraining and training should be understood as capital investment but not as an expense. It is learned that reducing turnover, increasing productivity, building a system of continuity, improving loyalty and motivation of employees are indicators that are achieved as a result of effective human resource management.