Кадрове забезпечення якості системи управління підприємством

Abstract

У статті досліджено теоретико-методичні положення щодо кадрового забезпечення якості системи управління підприємством. Розглянуто теоретичні основи використання функціонального підходу до здійснення кадрового забезпечення якості системи управління підприємством. Обґрунтовано теоретичні засади системної методології кадрового забезпечення якості системи управління підприємством, запропоновано практичні рекомендації щодо її вдосконалення в умовах розбудови соціально орієнтованої економіки України. The article deals with theoretical and methodological provisions concerning staffing of the quality of enterprise management system. The concept of staffing is considered: it is a complex of actions aimed at the search, evaluation, and establishment of foreseeable relations with the labour force both within the company itself – for further advancement of career ladders and beyond – for the recruitment of temporary or permanent employees. The theoretical principles of the systematic methodology of personnel quality assurance of the enterprise management system are substantiated, including the following methods: methods of inspection, analysis, formation, substantiation, and implementation. It is proved that line managers and personal managers, as well as the majority of managers, have no ability to organize their work on the basis of financial data with the help of human resource measures. This problem is determined not only by the low level of professional and social competence of HR managers. It is a consequence of the uneasiness of leaders of enterprises of the site and of the many private services in solving the problems of the enterprise, the achievement of objectives of the enterprise. For the organization of staffing, it is necessary to apply different methods, strategies, provide working conditions, provide the necessary information, select staff, improve the qualifications of the employee, constantly analyse the state of staffing. Proper staffing leads to enterprise development. For this purpose, the following methods are mainly used: extrapolation, expert evaluations, Delphi, computer models, balance, normative, mathematical-statistical, nomenclature (on the basis of saturation) and Rosenkranz (based on management norms). It is proved that there are a number of measures, by which the state can take part in the development of an effective system of human resources provision of the enterprise. To do this, measures should be taken to stabilize and properly operate the labour market. Practical recommendations for the formation of an effective system of functional interaction of personnel management and ways to improve the quality of enterprise management system are offered.