HUMAN RESOURCES OF AN ENTERPRISE: WAYS OF IMPROVEMENT AND EFFECTIVE USE

Abstract

The paper considers strategic directions for improving the personnel management system, increasing the professional competence of employees, and developing effective mechanisms for attracting and retaining highly qualified specialists. In today's unstable economic environment and fierce competition, the human resource potential of an enterprise is becoming one of the key factors for its effective functioning and long-term development. The labor market requires enterprises to ensure a balance between the professional development of employees and the creation of conditions for well-being and job satisfaction. A high level of professional training, competence, and motivation of employees provide the enterprise with competitive advantages, contribute to the introduction of innovations, and increase productivity. However, in the context of dynamic changes in the labor market, digital transformation, and globalization of the economy, there is a need to find new ways to improve and effectively use human resource potential. Developing the enterprise's human resource potential is one of the key factors in ensuring its competitiveness, efficiency, and sustainability. In the context of globalization, digitalization, and rapid technological changes, it is important to implement strategic approaches to human resource management. The development of the organization's human resources potential is a complex function in the human resources management system, which involves direct investments in employees to strengthen them and, therefore, their competitiveness. The relevance of researching ways to improve human resources potential is due to several factors: modern business increasingly needs qualified employees who can use digital technologies effectively, adapt to innovative changes, and quickly make strategic decisions; the problem of staff turnover and insufficient level of staff involvement negatively affect the efficiency of the enterprise, which makes it necessary to implement new models of human resources management; the development of the knowledge economy requires companies to create conditions for continuous staff training, advanced training and the formation of a corporate culture focused on self-development and innovation.