Багатопараметрична модель оцінювання трудового потенціалу підприємства зовнішнім стейкхолдером
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Date
2024
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ТОВ «ДКС Центр», Київ
Abstract
UKR: У статті досліджено методичні питання визначення трудового потенціалу підприємства за багатопараметричною моделлю з акцентом на особливості такого оцінювання з боку зовнішнього стейкхолдера, враховуючи недоступність для останнього необхідної вихідної інформації. Запропоновано і обґрунтовано п’ятикомпонентну структуру потенціалу: 1) якість кадрового складу підприємства; 2) розвиток персоналу підприємства; 3) соціальний вектор розвитку та партнерства; 4) стабільність та інтенсивність руху кадрів; 5) витрати та результативність. Сформовано оригінальну систему часткових кількісно-якісних показників у розрізі кожного компоненту для випадку оцінювання потенціалу зовнішньою зацікавленою особою. Висвітлено інші особливості використання багатопараметричного методу із зазначенням авторського бачення. Це стосується, зокрема, питань визначення вагомості компонентів і часткових показників, вибору бази для приведення останніх до порівняного виду, вибору формули для розрахунку групових (за кожним компонентом) і узагальненого індексу трудового потенціалу підприємства за сукупністю всіх компонентів.
ENG: The article examines methodological issues of determining the labor potential of an enterprise using a multi-parameter model. At the same time, the emphasis is placed on the features of such an assessment by an external stakeholder. This is due to the limited possibilities of obtaining the required initial information. Based on the results of a critical analysis of modern scientific views, it is proposed to distinguish 5 components in the structure of labor potential: 1) the quality of the personnel of the enterprise; 2) development of enterprise personnel; 3) social vector of development and partnership; 4) stability and intensity of personnel movement; 5) costs and effectiveness. The correlation and interdependence of the listed components is substantiated. For each component, an original system of partial quantitative indicators and qualitative characteristics has been formed for the case of assessing labor potential by an external stakeholder. At the same time, the basic principles on which this process is based are preliminarily formulated. As a result, the following list of indicators was proposed. The first component does not contain specific indicators and is determined in general by an expert method. The second component: 1) the share of employees who have improved their qualifications; 2) the number of employees trained under the “Personnel Reserve” program; 3) development and training costs. The third component: 1) the number of sanitary and health measures; 2) injury frequency rate (injury severity rate); 3) expenses for sanitary and health measures; 4) level of satisfaction with material motivation for work (expert assessment). The fourth component: 1) staff turnover rate; 2) the level of personnel security of the company (expert assessment). Fifth component: 1) the ratio of growth rates of labor productivity and wages; 2) the ratio of the average monthly salary at the enterprise and in metallurgy; 3) profit from operating activities per 1 production employee. Other features of the use of the multiparameter method are reflected, indicating the author's vision. This concern, in particular, the issues of determining the weight of components and partial indicators, choosing a base for bringing the latter to a comparable form, choosing a formula for calculating group indicators (for each component) and the aggregate index of the enterprise’s labor potential for the totality of all components.
ENG: The article examines methodological issues of determining the labor potential of an enterprise using a multi-parameter model. At the same time, the emphasis is placed on the features of such an assessment by an external stakeholder. This is due to the limited possibilities of obtaining the required initial information. Based on the results of a critical analysis of modern scientific views, it is proposed to distinguish 5 components in the structure of labor potential: 1) the quality of the personnel of the enterprise; 2) development of enterprise personnel; 3) social vector of development and partnership; 4) stability and intensity of personnel movement; 5) costs and effectiveness. The correlation and interdependence of the listed components is substantiated. For each component, an original system of partial quantitative indicators and qualitative characteristics has been formed for the case of assessing labor potential by an external stakeholder. At the same time, the basic principles on which this process is based are preliminarily formulated. As a result, the following list of indicators was proposed. The first component does not contain specific indicators and is determined in general by an expert method. The second component: 1) the share of employees who have improved their qualifications; 2) the number of employees trained under the “Personnel Reserve” program; 3) development and training costs. The third component: 1) the number of sanitary and health measures; 2) injury frequency rate (injury severity rate); 3) expenses for sanitary and health measures; 4) level of satisfaction with material motivation for work (expert assessment). The fourth component: 1) staff turnover rate; 2) the level of personnel security of the company (expert assessment). Fifth component: 1) the ratio of growth rates of labor productivity and wages; 2) the ratio of the average monthly salary at the enterprise and in metallurgy; 3) profit from operating activities per 1 production employee. Other features of the use of the multiparameter method are reflected, indicating the author's vision. This concern, in particular, the issues of determining the weight of components and partial indicators, choosing a base for bringing the latter to a comparable form, choosing a formula for calculating group indicators (for each component) and the aggregate index of the enterprise’s labor potential for the totality of all components.
Description
Т. Ігнашкіна: ORCID 0000-0001-8963-5675
Keywords
підприємство, трудовий потенціал, стейкхолдер, оцінювання, методичний інструментарій, багатопараметрична модель, enterprise, labor potential, stakeholder, evaluation, methodical tools, multi-parameter model, КЕП
Citation
Ігнашкіна Т. Б. Багатопараметрична модель оцінювання трудового потенціалу підприємства зовнішнім стейкхолдером. Ефективна економіка. 2024. № 8. DOI: http://doi.org/10.32702/2307-2105.2024.8.43.