Human resources

"Cadres decide everything" - this phrase is attributed to Stalin. But even in our time, few will argue with this statement. Even with a powerful material and technical base, incompetent workers are able to slow down the production process.

This refers to the so-called "personnel potential". Let us first consider the second part of this definition. So, what is potential? These are certain hidden opportunities, the power that can be manifested at the moment of necessity. Personnel potential is the ability and ability of employees to realize their skills to ensure the life of a company, a company, a plant or any other production entity. It is formed by such aspects as personal qualities, working capacity, level of professional knowledge and skills, experience, creative abilities. Personnel potential of the enterprise is not only the characteristics of individual workers, but also their ability to act in a team, complementing each other and, if necessary, providing assistance.

It is important to constantly improve the efficiency of the enterprise. And this is largely determined by the attitude of management to cadres. At every enterprise, highly skilled specialists are needed , which have an incentive for fruitful work. And this depends on the management of the personnel potential. Above, the definition of this term in a broad sense was given. In the more narrow - it can mean the number of reserve or vacant jobs. It makes sense to distinguish such a concept as "long-term human resources". It includes those employees who are able to solve the pressing problems of production development and has two main components - current and target potential. In the first case, we are talking about employees who are supposed to perform basic operations. And in the second (target personnel potential) - personnel are considered capable of solving certain tasks of production development, strengthening the competitiveness of the enterprise. This is a special reserve, requiring a separate management system. Such personnel are not designed to perform routine operations.

The goals and objectives of human resource management are based on the need to ensure the success of an enterprise in a modern market economy. To work it is necessary to attract qualified specialists, support their professional development and create optimal conditions for their effective work. This is the main task of managing human resources. It is necessary to introduce the following types of technological processes: personnel assessment and development of the information base. The latter is necessary in order to make reasonable management decisions. The personnel evaluation is carried out on the aspects characterizing professionalism. It should be carried out, in particular, to decide on the appointment of a particular employee to a certain position.

The personnel policy at any enterprise should be based on the preparation and promotion of the personnel reserve. That is, experts who can take more responsible posts. This system, among other things, is aimed at improving the skills of managers. So, the personnel potential and the personnel reserve are very interrelated phenomena, although they belong to different categories. The latter is purposefully formed in order that a certain group of employees in the future will occupy higher positions. Its main function is to ensure the reliability of the control system.

In some cases, the most competent personnel is reserved in order to maintain the reliability of the production system. In this case, a specialist who is still in his position receives skills that he would need in another position. Being in another post, he absorbs new knowledge and skills, receives additional competence. Thus, the potential of the worker increases.