ECONOMIC EFFICIENCY OF DEVELOPMENT OF THE ENTERPRISE PERSONNEL
Main Article Content
Abstract
Introduction. Today Ukrainian enterprises are just beginning to master various tools of personnel policy in order to ensure the effective functioning of the enterprise. One of the components of personnel policy is the training and development of the company's employees. Everyone knows that the more educated and experienced a worker is the more efficient his work will be. Therefore, each employer tries to attract the most skilled workers to its staff. But over time, their knowledge and skills gradually become irrelevant. Therefore, an enterprise is forced to invest money in employee training. The enterprise spends its own funds in order to gain more profit later. But is it always feasible to justify these costs, and is it generally profitable to spend money on employees? The presented research is devoted to the answer to these questions and to find methods for assessing the economic impact of employee training.
Purpose. The purpose is to study existing methods of assessing the effectiveness of training and the methodology of calculating the economic effect of using one of the main tools of personnel policy, namely the development of personnel of the enterprise.
Results. In modern conditions of management, the main direction of personnel policy of the organization, which determines its successful economic development, is the development of its workers. The policy of personnel development is an important element of personnel policy of the organization. modern companies tend to consider the costs of developing workers as investments, which should accordingly bring returns in the form of increasing the efficiency of the enterprise. Accordingly, one of the main tasks of the policy of employee development is to maximize the return on these investments. Thus, the question of the economic feasibility of personnel development policy is relevant. The economic rationale for the proposed development policy can be based on an analysis of the existing policy, an assessment of the effectiveness of the activities undertaken, and the necessary changes.
Originality. Different methods of estimating the economic efficiency of training are offered in the article. In the most general form, economic efficiency can be interpreted as the effectiveness of economic activity. This is a comparison of the profits received to the cost of training.
A number of methods have been analyzed, namely, the four-level model of the assessment of the effectiveness of training and the methodology of calculating the return on investment (ROI) and models of accounting for investment in personnel, namely the model of assets, which involves accounting for costs for human capital and its depreciation , and utility model, which allows you to assess the effect of investment in staff, economic outcomes from its development.
Conclusion. Planning and organization of personnel development are important functions of personnel management. Using this experience is an important condition for sustainable economic growth. Based on a comprehensive assessment and comparison of the characteristics obtained as a result of the analysis of development policy as a whole and the indicators of the economic efficiency of individual staff development activities, recommendations may be proposed for reviewing or consolidating policy principles, prioritizing work and improving staff training, staffing provision , professional career planning.
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