Personnel Management Process Research Articles

К ВОПРОСУ ОБ АВТОМАТИЗАЦИИ УПРАВЛЕНИЯ ПЕРСОНАЛОМ

The article considers the components of the personnel management process, as well as the trends that affect this process. The generalized functional requirements to the information systems of personnel management are formulated. Barriers are identified that hinder the classification of personnel management information systems, which, in turn, makes it difficult to make informed decisions by company managers and volume managers when choosing an adequate personnel management information system. A classification of such systems from the point of view of the functional structure is proposed. Trends in the development of information systems for personnel management are indicated.

Game mechanics application in the optimization and automation framework of personnel management processes

The article examines the processes of applying game mechanics to optimize and automate the management and development of company personnel. This allows one to free up resources for solving tasks that require high qualifications, enhances the quality of work performed by reducing the factor of human errors in monotonous actions, and also ensures the engagement and motivation of employees. It is concluded that solving problems of optimization and automation of personnel management processes is an integral part of the competitive companies’ activities. Employees’ motivation and engagement in these processes increase their efficiency and loyalty to the company. The use of game mechanics in the implementation of corporate HR management processes increases the motivation and engagement of employees, and, as a result, greatly enhances their efficiency.

Сучасна діяльність апарату управління на ринку праці

It is proved that an important element in the formation of a market mechanism for employment regulation is the problem of the management link. First of all, this concerns the mechanism of cooperation between regional, regional, local and sectoral governing bodies. The priority task of the regional link of the system of management of labor resources and employment of the population is to ensure the reliable functioning of district and city systems, inter-district accounting and regulation of employment, as well as to provide economic conditions for the redistribution of labor in order to increase its efficiency and prevent it. It is determined that forecasting with parallel conceptualization of labor market management serves as a basis for organizing work to ensure the balance of employment of the working population. The levels of practical realization of management activity are analyzed. It is noted that the modern activity of the management apparatus in the labor market is not open enough and therefore ineffective. It is proposed to introduce and disseminate mental special qualities of managers and areas of competence of heads of state institutions. Attributes of the system-cybernetic approach in labor market management in Ukraine have been developed. It is stated that only highly organized and motivated work can produce positive results. It is determined that in the personnel management process the employer should develop a strategy and methodology based on managing the information flow of case management, implementation of the software product in specific conditions. The causes of aggravation of problems of regional management in the labor market are analyzed. It is proposed to bring the Constitution of Ukraine in line with international perceptions of socio-economic human rights in order to increase the social status of pro-empirical problems. The basic elements of the organizational and governance mechanism of labor market management are identified. The main requirements for exit from the workplace tax are analyzed. It is noted that the experience of working of Ukrainian citizens in industrialized countries helps to improve their skills, to strengthen their well-being and their families living in Ukraine, to introduce advanced technologies at home,  to establish joint ventures, to develop business activity and entrepreneurship.

Quest for Improving Performance and Quality of Bangladesh Civil Service: Contemporary Practices and Recommendations

Civil Service has a task to secure, support and improve the nation it serves. All over the world, each and every public and civil servant plays a vital role in fulfilling this task and so improving the lives of their corresponding citizens. Over the generations civil service has helped successive governments to overcome exclusive and complex challenges. Hence, performance and quality of civil service is very important. Improving performance quality of civil service is a public personnel management process by which the public organizations determine how effectively the employees are performing the job and improve performance to achieve the ultimate goals. Public sector organizations are playing an increasingly important role towards development of Bangladesh by providing a range of services. Bangladesh started promoting quality of civil service under the rubric of the ‘Structural Adjustment’ in the era of New Public Management. This paper attempts to analyze the present state and limitations of performance management and provide some suggestions to promote quality of civil service in order to improve the overall performance of the Government of Bangladesh.

ЕКОНОМІЧНІ АСПЕКТИ УПРАВЛІНСЬКОГО ПРОЦЕСУ У СІЛЬСЬКОГОСПОДАРСЬКОМУ ВИРОБНИЦТВІ

Introduction. The article discusses the most pressing scientific issues, basic economic laws and concepts that affect the process of management and motivation of hired personnel, based on the position of increasing the efficiency of agricultural enterprises functioning. Results. In modern conditions, interests between the actual owners of enterprises and operating personnel have sharpened. The first strive to maximize profits. To do this, they use official, and mainly shadow income. In the second category, they apply simple management methods (dismissal from work, violation of labor laws, payment of salaries in envelopes, etc.). In this situation, it is necessary to clearly monitor the actions of the owners. It is advisable to assign this function to the personnel of the enterprise and trade union bodies. Conclusions. The relationship process of the concepts of expanded market production, distribution by labor and the cost of agricultural products, as well as labor prices is considered. The article proves that the interconnection of the concepts of value and labor regulation is reduced to free pricing and acceleration of the cash flow rate. Effective organization of the personnel management process reduces the cost of production and products sales and, automatically, increases the income of the owner. Therefore, it becomes possible to form motivation funds and accrue dividends. In the article, the authors substantiate the opinion that the interaction level of the concept of distribution according to work and the law of value is due to their essence and manifestation form in specific economic reality. The distribution process can be based on a specific or abstract work, as well as their combination. There is no consensus among economists on this issue. Key words: economic laws, concepts, industrial enterprises, factors, interconnection, material motivation, employees, employees, management.

The use of information technology in human resource management in American enterprises

<p><strong>Theoretical background</strong>: The ongoing development of information technology (IT) has caused IT solutions to be increasingly applied in human resource management (HRM). The implementation of such solutions is highly advantageous to enterprises because they streamline the provision of services to job candidates and employees, and save time and money. This is particularly important for high-tech enterprises using the latest scientific and technological advances and innovative solutions.</p><p><strong>Purpose of the article</strong>: The objective of the study was to examine the use of IT tools in recruitment and selection, development and training, motivation, talent management and personnel services. Research methods: The research employed the case study method. Documentation analysis, interview techniques and observations were carried out in enterprises. The paper describes three case studies of high-tech companies headquartered in Silicon Valley in the United States.</p><p><strong>Main findings</strong>: High-tech enterprises in Silicon Valley deploy a wide range of IT tools for recruitment and selection, development and training, motivation, talent management and human resource (HR) services, thus supporting personnel management processes and increasing the efficiency of administrative tasks. The type and scope of the applied IT solutions depended on the size of the company. Large enterprises had a tendency to integrate specific tools used in HR processes into one employee management system. The research showed a number of advantages regarding IT tool implementation in HRM, such as improved HR management efficiency due to data integration, obtaining a better match between employee competences, their development capacities and company demands. Moreover, the use of IT tools increased employee engagement in the performance of tasks. The implementation of IT tools in HRM produces certain limitations since technologies can be static and information can be transferred in one direction only. Therefore, face-to-face relationships, opportunities for sharing opinions between employees and prospects for development are essential in enterprises because they impact employee engagement.</p>

Modern tendencies of development of HR-management at domestic enterprises.

The necessity of development of HR-management in modern domestic enterprises is analyzed in the article. The difference between HR management and HR department is noted. Perspective practices in HR management within the framework of crisis management according to HR management are identified, for example: formation of a strong HR brand as a manifestation of the specificity of personnel and PR policies; application of social networks in recruitment; formation of the competencies of HR manager as a strategic business partner and more. The basic personal qualities required for a present-day HR-manager are given, namely: high moral standards; physical and mental health; internal and external culture, justice, honesty, responsiveness, optimism, care, benevolence. The main requirements for the personal qualities of the HR manager are presented and characterized, such as: honest work and job satisfaction; establishing strong and favorable relationships with employees. The complex of functions to be performed by a specialist in HR-management is revealed, namely: investigation of the labor market tendencies, keeping the company manager informed about the personnel situation in the market, monitoring the average level of salaries by the target industry and profession; analysis of work performed in the field of activity and preparation of reporting documents; development of local normative acts, regulations, instructions aimed at the description, systematization and clear regulation of the personnel management processes of the organization; creation of a multifunctional system of work motivation, etc. The list of HR indicators in such areas as: organizational efficiency, bonuses and privileges, efficiency of recruiting and adaptation of personnel, training and personnel development are given and the requirements for HR indicators are defined and described. The most probable trends that will be characteristic of changes in HR management are considered, namely. It is predicted that : the internal HR system will decrease and outsourcing will increase; strategic thinking will become a core internal competence of HR; the pendulum is likely to be directed towards a specialist (the general management will disappear); HR will look more like marketing.

Формирование международных команд в гостиничном бизнесе на основе развития кросскультурных коммуникативных компетенций

The modern period of development of tourist and hotel business is characterized by the further development of the processes of globalization and internationalization of markets. This article is devoted to the improvement of hotel personnel management processes in a cross-cultural environment. We consider cross-cultural relationships in the hospitality industry, an ethnocentric approach in the formation of a hotel chain culture, and cross-cultural aspects of personnel management that contribute to the formation of a corporate value system. The article discusses the problem of recruitment and effective management in a multicultural workforce. An analysis is made of the influence of national peculiarities of personnel from different countries on the formation of a corporate culture and, as a result, on the management style. The authors argue that the intersection of various national cultures in the conditions of the functioning of the international hotel chain leads to the formation of a new type of hotel personnel management. Based on the analysis of the problems existing in the hotel management of international hotel chains, a grouping of cross-cultural personnel competences was proposed using the reception and accommodation services as an example. Arguments are presented justifying the need to take into account the differences of each group in the work of the managers of the contact zone of the reception and accommodation services and in the process of serving the guest during their stay. Cross-cultural communication competences in the hotel industry are a new, higher level of personnel management. The expediency of applying effective methods of selection, continuous professional retraining and hotel personnel management that would take into account the cultural characteristics of employees, which is a key success factor for the organization of the hotel business, is argued. An algorithm for introducing cross-cultural competencies in hotel management through the use of educational management tools is given. The intercultural, interlingual competences used in hotel management represent the basis of a new approach to the high level of customer service of hotels. The authors come to the conclusion that this is one of the features and conditions for the safe existence of international chain companies of the hotel business.

Public Personnel Management Process Capability Assessment

Personnel management plays a critical role in the success of public organizations. Our literature review shows that there is a lack of systematic guidance on how to improve Public Personnel Management Process (PPMP) quality. Software Process Improvement and Capability Determination (SPICE) is a process assessment framework that is successfully used by software organizations during the past two decades. The framework can also be used as a baseline to generate process capability models for different specific domains/sectors. We have utilized this approach for the government domain and we developed the process definition of PPMP. To observe the benefits and usability of the model, we have performed a multiple case study, including the assessments of three organizations’ PPMP capability levels and the development of action plans for PPMP improvement. The findings show that the proposed approach is applicable for identifying the PPMP capability levels and is capable of providing a roadmap for moving to the next level.

The team building effectiveness in the modern process of personnel management

The article theoretically investigates the issues of efficiency of team building at the present stage of personnel management development, analyzes their features in modern Russian conditions. The most important and significant criteria for increasing the efficiency of the team’s work have been considered, the priority types of work needed to rally the team have been highlighted. And also, one of the most key success factors of an organization has been determined - human resource management. The issue of team formation and the stages of team development has been actualized. A general outline of the stages of team development for the overall efficiency of personnel management has been presented. Each of the stages has been disclosed in detail and has a clear relationship with the development of the team at the adaptation stage to the final stage of the disbandment of the team, where all intensive team relations are fading away, in view of achieving the goals set. The author pays special attention to the most significant and important elements of the success of the team in view of the effective development and growth to the highest quality team. Based on a comparative analysis of controversial approaches to team building, objective and subjective factors have been highlighted, influencing the efficiency of team building in the modern personnel management process. The role of the head of the organization in the development and integration of employees into a team has been noted. Conclusions have been drawn about the overall effectiveness of team building in the modern process of personnel management, where the leading factor of efficiency is the effective group interaction of the team, as well as the recognition of team members of both personal and group goals and interests.

Practical aspects of HR management in digital economy

In the context of formation of digital economy and continuous introduction of innovations as well as reduction of permanent costs of organizations to management by automation of various business processes the automation of HR management becomes especially relevant as the organization personnel is its key capital. The modern level of development of information and communication technologies, availability of internet and various technical means allow to automate collection, storage and processing of personal data on potential or current employees, provide business estimation, provide 24-hour access to various educational resources. Consequently the range of suggested software and services is wide. The authors have analyzed the key functionality of integrated software solutions for HR management as well as possibilities of services automating individual personnel management processes for instance video interview, estimation, electronic training. As well the authors provided the recommended staged of introduction of automated systems to HR management. At the end of the article there are results of analysis of HRM systems at the Russian market, its tendencies and characteristics.

Методичний підхід до оцінювання ефективності процесу управління персоналом підприємства на засадах збалансованої системи показників

The article discusses approaches to the performance evaluation of personnel management. The conclusion is made on the necessity of a thorough revision of conceptual and methodological foundations of the systems of evaluation and analysis of the enterprise performance, formalization of diagnostic and monitoring procedures, as well as achievement of high reliability of prognostic models. It is noted that modern enterprises need a new system for performance evaluation of all subsystems, which is able to reflect the path dependency in achieving the goals of their development strategies in balance and reliably estimates changes in their current operations. In this regard, the essence of the balanced scorecard (BSC) for evaluating the level of enterprise development and performance is considered. It was concluded that personnel training and development is the basis for achieving the goals of the highest level groups: finance, clients and business processes. To improve the performance of personnel management using the BCS, the technology of building the BCS for the personnel department of the enterprise is proposed; a number of indicators for evaluating the efficiency of the personnel management system was developed; the optimal value of each indicator is established, on the basis of which it will be possible to conclude on the efficiency of a particular direction; recommendations on organization of the implementation process of the BCS at the enterprise were developed. It is proved that the introduction of balanced scorecard for the performance evaluation of the personnel management process will encourage the management of the enterprise to the achievement of strategic goals. Keywords: efficiency of personnel management, methods of performance evaluation of personnel management, balanced scorecard.

EFFICIENCY IMPROVEMENT OF PRODUCTIVITY BY EMPLOYEES’ PARTICIPATION IN THE DISTRIBUTION OF ENTERPRISE PROFIT

It is considered the relationship between the efficiency of productivity and the participation of employees in the distribution of enterprise profits in the article. It is substantiated that employees’ participation in the distribution of net employer's income should be an integral part of the organization of personnel management processes. The income distribution for salary payment and the provision of social and welfare needs of workers creates conditions for preservation and restoration of their physical and mental health, increasing the duration of their life, and, accordingly, prolong their working life. Payment of labor, formed from part of the company's profit, will also stimulate the labor activity of the employee, increase his aspirations for labor productivity and production efficiency, which in its turn, is a direct interest of the owner of the means of production. It is proved that the construction of the domestic system of labor payment is necessary through: a) the participation of employees in the distribution of enterprise profits; b) strengthening the discipline of labor through the financial and immaterial incentives of the employee. The work defends the viewpoint that the participation of the labor collective in the distribution of profits of the employer should be subject to the requirement of strict adherence to labor discipline in the collective. Effectiveness of stimulating labor potential of employees should be formed on the basis of labor standards, using incentives to increase employee interest in achieving high employer performance, strengthening labor discipline and good attitude towards work. Rationing labor in this process is a key condition, because if the rules of labor are overrated, it will be impossible to increase labour results. In case of lack of labor standards, stimulation loses its predictive character, because it is unclear how to estimate the labor productivity (the norm is above the norm). In this case, the all incentive system will be reduced to a subjective solution of the issues by the employer, which in itself reduces the participation of the labor collective in the distribution of enterprise profits and the definition of specific socio-economic incentives for members of the labor collective.

Mechanism of development of personnel-social strategies of management by personnel of tourism enterprises

The subject of the study is to determine the mechanisms of development of personnel and social strategies and the peculiarities of their implementation in the process of managing the development of tourism enterprises. The purpose of the work is to develop theoretical and methodological principles and recommendations for the formation of conceptual measures for the implementation of personnel and social strategies of tourist enterprises. Methodological basis of the article became general scientific and special methods of scientific knowledge, logical generalization and abstraction, structural analysis, method of comparative analysis, historical and other methods of research. Results of work. It is determined that special significance in the management system of tourism enterprises is given to the human factor, which is of fundamental importance for ensuring efficient and competitive activity of enterprises in a market economy. Therefore, personnel management is a multi-faceted and extremely complex process characterized by its specific features and regularities. Strategic approach to ensuring the effectiveness of personnel policy involves the development and implementation of personnel and social strategies that have a direct impact on the overall state of the enterprise, the formation of high-quality human resources, ensuring its development and effective use. The field of application of results. The results of the study can be used to improve the process of personnel management and to formulate measures to increase the effectiveness of the personnel policy of tourism enterprises. They are important for the management, systematic management of tactical and strategic activities of enterprises as a whole, as well as by structural subdivisions. Conclusions. The proposed human resources and social strategies of the tourist enterprise are a progressive approach to personnel management at the strategic level allowing to take into account the needs of the enterprise in personnel, depending on the level of business development, the environment and the market situation of tourist services.

Інформаційно-методичне забезпечення управління персоналом

Досліджено особливості застосування інформаційно-методичного забезпечення процесу управління персоналом підприємства. Обґрунтовано вплив інформаційного забезпечення на ефективність професійного навчання персоналу. З'ясовано, що під інформацією розуміють сукупність даних, що зменшують рівень невизначеності знання про конкретний суб'єкт. Визначено, що інформація з розвитку персоналу повинна відповідати таким вимогам: повнота й точність, своєчасність та оперативність, корисність, об'єктивність, доступність, стислість, оброблення та зберігання. Розглянуто наукові підходи щодо інформаційної системи професійного навчання персоналу в контексті широкого застосування ЕОМ, сучасних інформаційних технологій, економіко-математичних методів та методів моделювання. Проаналізовано наукові дослідження і публікації щодо ефективності застосування інформаційних технологій в управлінні персоналом підприємства. Визначено, що основу інформаційної системи персоналу на підприємстві становить єдиний масив, що містить інформацію про кожного працівника. Запропоновано способи запровадження автоматизованого вирішення управлінських завдань. Досліджено технологію вирішення управлінських завдань за допомогою автоматизованих систем. Обґрунтовано, що інформаційне забезпечення (ІЗ) є з'єднувальним ланцюгом між функціональними можливостями системи управління і їх програмною реалізацією. Виокремлено окремі аспекти інформаційного, методичного і алгоритмічного забезпечення процесу управління кадрами.

Theoretical Approaches to Studying Psychological Ensuring of Personnel Management in Scientific Organizations

Introduction. The paper addresses the issue of psychological ensuring of personnel management in Russian scientific organizations. For the first time, the types of scientific organizations in the Russian Federation are analyzed to account for their opportunities and limitations of employing existing international techniques for personnel management under the conditions of growing globalization and informatization in the field of research activities.
 Theoretical Basis. When choosing a theoretical approach for psychological ensuring of personnel management, it is important to take into consideration the type of scientific organization in terms of its research activities (theoretical/applied), form of financing (budget/commercial/mixed), and the place the research activities occupy among a researcher’s professional responsibilities (central/peripheral).
 Results. The study reviewed the following theories and theoretical models: the model of the peaks of a scientist’s creative productivity (G. J. Feist), the model of gift economy in the field of research activities (K. Vermeir), and various hybrid models. According to the study analyses, the concept of motivation for scientific activity (T. V. Razina) can be instrumental in assessing the role of ten types of motivational subsystems when carrying out research activities and developing the means of stimulating them. The study concentrates on the following theoretical models for establishing creative environments: (a) the dynamic theory of organizational knowledge creation (I. Nonaka and colleagues) that is applicable for any organization and (b) the model of creative environments for the research process in academic circles or commercial research laboratories suggested by A. P. Wierzbicki and Y. Nakamori. The paper also analyses certain characteristics of virtual organizations that determine specific aspects of personnel management process and reflects on particular models for its implementation.
 Discussion. The theories and theoretical approaches to managing research teams, encompassed in the study were analyzed specifically in application to scientific organizations in Russia. The main obstacles for their ‘direct’ use there lie in ethnic, national, and specific cultural characteristics of Russian research facilities, limited use of information technology, and the lack of socio-economic and political stability in the country.
 Highlights
 
 Cultural and historical specificity, as well as the vast variety of types of scientific organizations in Russia, determine the need for the development and considerable modification of the existing methods and techniques for personnel management.
 Gradually establishing creative environments in Russian research teams that would take into their specific characteristics has a great potential for the practice of personnel management.
 Carrying out empirical studies on creative productivity – its peaks and the factors that determine them (e.g., age, academic degree) is important for psychological ensuring of personnel management in Russian scientific organizations.

ШЛЯХИ ПІДВИЩЕННЯ ЕФЕКТИВНОСТІ УПРАВЛІННЯ ПЕРСОНАЛОМ ГОТЕЛЬНО-РЕСТОРАННОГО БІЗНЕСУ

The paper discusses the ways to enhance the personnel management efficiency in hotel and restaurant business by suggesting an integrated method of traditional personnel management and new strategies and techniques affecting the employee motivation in the hotel and restaurant sector. The relevance and the need to implement the key personnel management tools in the hotel and restaurant business to increase its competitiveness in the services market have been grounded. It has been estimated that human resources management in the hotel and restaurant business employs a range of methods and managerial decisions which directly affect the overall business processes arrangements for hospitality industry personnel to attain the organizational objectives through ensuring high service quality. During the study, the following research methods have been applied: analysis and synthesis – to identify the strengths and weaknesses of personnel management methods and styles in the hotel and restaurant business; a method of statistical observations – to analyze the HoReCa hospitality industry development indices. Based on the study of best practices of HoReCa world market leaders, the most effective management styles have been identified. It is argued that successful and efficient use of primary, fundamental theoretical concepts in the personnel management context will facilitate further economic development and business stability under market uncertainty and volatility. Evidence is provided that the modern personnel management process in the hotel and restaurant business accumulates the major research findings on employee management and a set of contemporary mechanisms associated with their interaction, promoting creativity of staff, integration of efforts to achieve the goals set. Proactive employee-management interaction proves to be a positive indicator of hotel or restaurant effective performance.

INFORMATION AND SOFTWARE SUPPORT OF THE HR MANAGER OF AN IT-COMPANY

The subject matter of the article is the processes of developing and testing the personnel of an IT company. The goal is to ensure the qualitative structure of personnel by automating data processing and testing candidates while hiring them for an IT company. The following tasks are solved in the article: the activities of IT companies and the responsibilities of the HR manager are analyzed; the methods of personnel management of the company are studied; the database for staffing and testing the personnel of a company is developed; the software application for staff testing is developed. The following methods are used: the systematic and analytical ones, the method of project management and object-oriented design. The following results are obtained: the problems of personnel management are considered; the duties of the personnel manager and their objectives are analyzed; the pattern of the interaction of internal and external divisions of the company while managing the personnel which reflects dual subordination of the personnel manager is designed. The process of personnel management is considered as a set of projects of the company, each of which is implemented according to certain standards, has its own requirements, requires its resources. The pattern of the connection of the program process phases with the branches of knowledge is developed. The areas the IT companies’ activities, the main types of projects, the phases of development and the areas of knowledge that are involved in the IT sphere are considered as well as the existing positions and specialities of employees. The pattern of the structure of the IT company's positions is developed depending on the stage of the project development. The main input and output parameters of the system are determined, which enables analyzing the links among individual elements which help form the company staff. The database that provides information support for the HR manager is developed as well the application for working with this database and its support. Conclusions. The process of personnel management of an IT company must be systemic, it is not homogeneous, that is, it depends on the internal environment in each company. The system is relevant for the use in enterprises that are interested in the automation of the workplace of the personnel manager, which will ensure the quality control and management of personnel throughout the enterprise.

Формування дієвого резерву кандидатів для просування по службі та його використання під час підготовки і прийняття кадрових рішень

The analysis of the personnel management process regarding the formation and use of candidates' reserve for promotion and career management of military personnel was conducted. The proposals for improving the process of forming a reserve by a rating principle based on the application of IT technologies are grounded.

УДОСКОНАЛЕННЯ УПРАВЛІННЯ ТРУДОВИМ ПОТЕНЦІАЛОМ ФАРМАЦЕВТИЧНОЇ КОМПАНІЇ ЯК ФАКТОР ПІДВИЩЕННЯ ЇЇ КОНКУРЕНТОСПРОМОЖНОСТІ

The article is devoted to the issues of improving the process of managing the labor potential of a pharmaceutical company (PC) to increase its competitiveness. On the basis of theoretical studies, a definition of the category "labor potential of PC" was given, which should be considered as the synergistic possibilities of its labor resources to provide effective activities and the necessary productivity, which depends on the complexity of social, communication, organizational, economic, material and technical and other capabilities of the enterprise. The requirements for managing the labor potential of PC in terms of quality management in accordance with ISO 9000 and 9004 and the OHSAS system are considered. A process model for managing the labor potential of a pharmaceutical enterprise has been built and critical control points for the quality of labor potential management have been identified. The main processes in the proposed process model include personnel planning, recruitment, recruitment, and adaptation of personnel; organization of work and motivation; development of personnel, certification of personnel, and assessment of the qualities of labor potential. The following are identified as management processes: analysis of the existing labor market, analysis of the educational services market, development of a management strategy and development of labor potential in accordance with the general development strategy of PC, monitoring, and audit of the results and efficiency of labor potential management processes, HR risk management. The supporting processes include the development of business culture and corporate culture, the development of social infrastructure, the development of communication, the development of material, technical and financial support for the personnel management process. The following are identified as critical points of control over the quality of management of labor potential of PC: recruitment and adaptation of personnel; personnel certification and personnel development. It has been established that the certification of personnel is a key stage in assessing their professional qualities. Proceeding from this, the article proposes an algorithm and a program for assessing the qualities of personal characteristics of the labor potential of PC in order to increase its competitiveness.