STAFFING AS A FACTOR FOR OPTIMIZING SOCIAL TENSION AT THE ENTERPRISE: ANALYSIS METHODOLOGY
DOI:
https://doi.org/10.31891/mdes/2023-7-23Keywords:
enterprise, personnel, HR, social tension, staffing, analysis techniqueAbstract
The article emphasizes the relevance of the issue of effective personnel management of enterprises, in particular in terms of preventing an excessive level of social tension due to the formation of a rational provision of personnel for the enterprise.
The purpose of the research is to improve the methodology for analyzing the company's personnel supply in the context of its impact on the level of social labor tension.
It is shown how the formation of a staff of highly qualified specialists capable of generating and developing knowledge and skills, initiating, effectively managing and introducing innovations into business processes, the results of scientific and research activities provides a relaxation of the social tension of labor, in turn, is a guarantee of stability, long-term financial and economic efficiency, existence of prerequisites for development, protection of enterprises from internal and external risks and threats. Such an approach in the field of personnel management is defined as promising in the context of stabilization and minimization of the level of social tension in the enterprise.
An analysis of the methods of assessing the state of social and intellectual capital was carried out based on the results of the research works of domestic and foreign scientists. We will single out methodological approaches to analyzing the staffing of enterprises. In view of the inadequacy of the development of methodological support for assessing the state and level of intellectual and personnel support of enterprises, as well as the identified shortcomings of the integrated approach to assessment, the applied nature of the application of the following sequence has been proven: (1) analysis of indicators of the efficiency of personnel use, working time and labor costs; (2) evaluation of quantitative indicators of providing the enterprise with intellectual resources and personnel; (3) assessment of prerequisites for the development of intellectual and personnel potential.
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