Abstract. Personnel training is a significant part of a management system of any organization; for instance, ISO 9001 standard discusses it in detail. However, it should be defined, who and what is to be trained. Training should increase the personnel qualification level, thus increasing the probability of successful task performance. If we determine the probability of not performing a task for each task, for which a staff member is responsible, we will be able to design a professional development program effectively. It should also be taken into account, in which period a specific staff member should be trained. The paper suggests a method for designing a professional development program that considers such factors as probability of successful task performance, suitable training periods and offers of professional development programs at a specific labor market.Keywords: risk, personnel, quality.
IntroductionPersonnel qualification plays an important role in achieving a higher quality level of operation and production in an organization, therefore solution of quality assurance problems is closely related to personnel. Modern market situation of total competition makes clear that not money and material resources are the main capital of a company, but people making them. Moreover, people are not merely a resource, but the most valuable asset of an organization; they differ from other types of resources, because human resources are a self-increasing value. Like any other resource, the human resource requires all the necessary and ongoing investment, as its quality directly affects the quality of products, the speed of execution of all necessary works and the overall level of costs [1; 2].Staff training and development becomes a permanent item of expenditures and a core responsibility of management. Therefore, the improvement of procedures for production and technical activities is achieved by improving the skills of the staff, developing its knowledge and skills. The purpose of the present paper is development of a methodology for reducing the risk of non-fulfilment of functions (work) by personnel.Risk assessment methods in human resources management are usually based on surveys among employees and the assessment of the employees' satisfaction. These methods suggest selecting several companies, organizing a survey and analyzing the results of the survey, what serves as a basis for developing measures to improve the working environment. Such surveys allow to identify risks stated by employees; however, they may be useless in detecting conflicts between functions. In other words, an employee can describe the problems related to his/her working functions but he/she is unable to identify problems related to the whole system of functions [3].The present paper approaches the problem under study differently. The general procedure includes the following steps. At first, we assess the functions performed by a specific employee, what allows to identify functions, which can be performed by several employees and functions per...
