THE ROLE OF HUMAN RESOURCE POTENTIAL IN ENSURING THE EFFECTIVENESS OF THE MANAGEMENT AND PRODUCTION SYSTEM IN THE CONDITIONS OF MODERN TRANSFORMATIONS

Abstract

With the development of production systems, there has been a need for more effective involvement of enterprise personnel in labor activities, which is currently a central element in the management and production system. To this end, the concept of “human resource potential” was introduced as a way of defining the “human factor” both within individual production teams and at the level of society as a whole.

The concept of human resource potential is considered in the article primarily as the long-term capabilities of employees, taking into account their personal characteristics, qualities, abilities, and motivation. The importance of human resource potential in achieving the company's strategic goals is emphasized.

Particular attention is paid to both the synonymity and the differences between the concepts of “human resource potential” and “labor potential of an enterprise.” The main difference is that human resource potential is described through specific quantitative and qualitative characteristics of employees, while labor potential characterizes both the actual and potential abilities of people to work. In general, human resource potential should be considered an integral part of labor potential, as it is based on such aspects of labor potential as: qualifications, level of consciousness, social maturity, intellectual and physical abilities of employees, and other traits important for professional activity. Thus, labor potential characterizes the resources of a country or region, while human resource potential more narrowly covers the specific capabilities of a particular field of activity, industry, or enterprise, taking into account the specifics characteristic of that particular field.

The article identifies groups of employees, each of which plays its own role in ensuring the development of production. The main components of human resource potential are considered. Particular attention is paid to issues of increasing labor motivation and improving the social climate in the team.

A structural and logical model of the formation, use, and development of human resources at various levels, taking into account current transformations, is presented.