IMPROVEMENT OF THE PERSONNEL DEVELOPMENT SYSTEM AT THE ENTERPRISE

Abstract

The article examines the current problems of the personnel development system of the enterprise, highlights the specifics, negative and positive trends of this process. It is determined that the implementation of the personnel development system at the enterprise is carried out based on the strategy of its development, features, communication orientation, features of the external environment. The algorithm of development of the personnel of the enterprise is offered, considering the following stages: definition and systematization of problems in work of the personnel, and also identification of sources of their occurrence; determining the need for staff development of the enterprise (training, motivation, incentives, professional development); identification of goals, principles and methods of staff development; development of the program (plan, strategy) of development of the personnel of the enterprise; formation of resource support for the implementation of the proposed measures for staff development (equipment, materials, premises, personnel, finance); control over the implementation of the program (plan, strategy) of staff development, monitoring and evaluation of learning outcomes and staff development; assessment of the level of influence of new acquired knowledge, skills and abilities on the results of the staff of the enterprise. During the implementation of personnel development measures, it is important to ensure that these measures cover the main aspects of personnel management, including the processes of personnel evaluation, selection, adaptation, career planning, work with the personnel reserve using a set of different methods. The methods of enterprise personnel development, which differ in time period, material costs and efficiency, are singled out. They are divided into group (trainings, master classes, professional seminars, advanced training and retraining courses), individual (delegation of authority, planning and career development of staff, projects and tasks, internships, mentoring, coaching) and remote (online training, e-mailing of classes, lectures, tasks, tests, online courses and programs). It is emphasized that when choosing the most acceptable method it is necessary to take into account its advantages and disadvantages.