кандидат економічних наук, доцент, Вінницький навчально-науковий інститут економіки Тернопільського національного економічного університету Добіжа В.В. кандидат економічних наук, доцент, Вінницький навчально-науковий інститут економіки Тернопільського національного економічного університету У статті досліджено теоретичні аспекти кадрового менеджменту на підприємстві. Розглянуто значення ефективного управління персоналом в економічному розвитку організації. Досліджено сутність поняття «кадровий менеджмент», його мету та основні задачі. Запропоновано, обґрунтовано основні напрями вдосконалення кадрового менеджменту, які передбачають реалізацію сукупності логічно-послідовних етапів робіт, спрямованих на забезпечення ефективного стратегічного розвитку підприємства. Ключові слова: кадровий менеджмент, кадри, персонал, удосконалення, мотивація, навчання. Дончак Л.Г., Добижа В.В. СОВЕРШЕНСТВОВАНИЕ КАДРОВОГО МЕНЕДЖМЕНТА НА ПРЕДПРИЯТИИ В статье исследованы теоретические аспекты кадрового менеджмента на предприятии. Рассмотрено значение эффективного управления персоналом в экономическом развитии организации. Исследованы сущность понятия «кадровый менеджмент», его цель и основные задачи. Предложены, обоснованы основные направления совершенствования кадрового менеджмента, которые предусматривают реализацию совокупности логически-последовательных этапов работ, направленных на обеспечение эффективного стратегического развития предприятия. Ключевые слова: кадровый менеджмент, кадры, персонал, совершенствование, мотивация, обучение. Donchak L.H., Dobizha V.V. IMPROVEMENT OF PERSONNEL MANAGEMENT AT THE ENTERPRISE In the article theoretical aspects of personnel management of the enterprise. The impact of efficient human resource management on economic development of organization is considered. The essence of the concept of "personnel management", its purpose and main tasks was explored. Proposed and substantiated the main directions of improvement of personnel management that involves the implementation of the totality of logically successive stages of work aimed at ensuring effective strategic development of the enterprise.

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Organizations that can effectively manage their personnel have a competitive advantage and are capable of achieving their strategic goals. Successful personnel management is a key factor in achieving success and sustainable development for any enterprise in the modern business environment. The article proposes key directions for improving the efficiency of personnel management system at the enterprise. Specifically, for more effective candidate selection, it is recommended to utilize personality profiling surveys, which will help the company to more efficiently evaluate and select employees. It is identified that one of the primary approaches to enhancing the efficiency of the existing personnel management system is the implementation of modern methods that consider an individualized approach to employee adaptation, training, and motivation (such as mentoring, job shadowing, and buddying). Developing leadership potential becomes a priority aspect in the process of human resource management modernization, laying the foundation for improving personnel management, professionalizing human resources, and enhancing overall enterprise performance. For establishing a training system for administrative staff, the application of leadership development programs and providing opportunities for management courses for managerial personnel is recommended. In the practice of personnel evaluation at enterprises, several trends can be observed, such as the lack of comprehensiveness, where managers prefer simplified procedures (e.g., certification) that typically focus on short-term perspectives, and a limited set of evaluation methods. To achieve more comprehensive personnel evaluation, it is advisable to expand the range of utilized methods and develop an evaluation methodology. The article substantiates the main methods of personnel evaluation, including human resource analysis (HRA), assessment center method, key result indicators (KRI) method (evaluating based on key performance indicators), management by objectives (MBO), and «360 degrees» feedback.

The article analyzes such a concept as “economic potential”, which is the aggregate ability of a country, region, and enterprise to carry out its production and economic activities, to meet the needs of the population, to develop production, etc. With regard to the category of economic potential, an analysis of modern scientific literature shows the multidimensionality of this concept. It is worth noting that when studying economic potential, it should be considered as the present and future ability to create the maximum amount of material goods, taking into account specific resource constraints, and the balance of labor and material resources. Given the study, the author identifies the main four level approaches to the interpretation of economic potential: mega-level, macro-level, meta-level, micro-level. It is noted that at the mega-level the functioning of the country’s economic potential takes place; the macro-level requires the formation of economic potential at the regional level; the meta-level studies the functioning of the sectoral or territorial economic mechanism; the micro-level allocates the economic potential of an enterprise. The author characterizes the essence of each of the levels and the relationship between them, which is quite important for the development of the country’s economy. Thus, summarizing scientific views, some researchers tend to believe that from a methodological point of view, economic potential is an integral sum of lower-level potentials, each of which characterizes the quality of a particular resource or opportunity. Based on the analysis, the article proves the importance of analyzing and structuring the essence of economic potential. The economic potential begins to be formed at the enterprise level, ensuring the creation of the economic potential of the region, and in turn, the country. At the same time, it is worth noting that quite often the highest hierarchical level (country) creates barriers to the development of lower levels. Therefore, there is a need to create a toolkit of regulations and budgetary instruments that could activate economic potential at all levels and not limit the possibility of its use.

The article substantiates the importance of such concepts as “potential” and “economic potential”, which are the main basis for the effective functioning of any country, region or enterprise and formed its own vision of these categories. which can be used in the process of achieving current or future goals. With regard to the category of “economic potential of the region”, it is advisable to consider all economic resources, opportunities, capabilities of the territorial unit to carry out economic and production activities, meet public needs, use all possible components of the region for economic, social and economic growth. The main structural components of the economic potential of the region are characterized, which include environmental potential, financial, resource, human resources, quality of life potential, investment and innovation potential. Thus, the concept of “economic potential of the region” includes not only a set of resources, but also the qualitative characteristics of the regional systems themselves. These characteristics allow us to assess the orientation of the existing system of industrial relations, development priorities, social policy in the regions to address the challenges of modernization. Based on the study, the close relationship between the main structural elements of economic potential has been proven. Thus, the economic potential of the region is a complex, dynamic system that depends on the best combination of certain types of economic resources, opportunities, abilities that are involved in the production process and affect the level of efficiency of its management. And this is the sum of all the potentials of the region, and their optimal use to identify the economic base of the object of study. Thus, the study shows that the use of economic potential should always be associated with the achievement of certain goals and improve the economic development of the territorial unit or the country as a whole.