The formation and development of innovative potential of the company’s employees

Abstract

Modern economic development is possible on the basis of increase of efficiency of activity of enterprises, which is based on the rational use of the labor potential of employees. The current research is formulated and enriched the concept of labor potential, but there are still many unresolved theoretical and methodologically aspects related to the study of labor potential and its components, as they arise in connection with changes in the economy, the modern requirements to enterprises in the period of their innovative development. Innovative activities of enterprises should be based on the use of highly skilled, highly intelligent, high-performance staff able to generate, develop, apply new ideas, technologies and products. The requirements of the environment to stimulate enterprise in the formation of personnel, concerned in the results of the enterprise, upbeat and generating innovation. Particular attention should be given to the formation and development of innovative potential of employees as part of the labor potential, its planning, that will be reflected in improving the efficiency of the personnel and the efficiency of enterprises. It is necessary to further develop approaches to the formation and development of the capacity of workers in relation to the innovation component of labor potential, aimed at improving the competitiveness of enterprises. Results of the research outlined in this paper are aimed at deepening and broadening of theoretical bases in this area. The authors of the necessity of innovative development based on employee motivation structure and the level of their claims, professional, intellectual level, as well as realize their innovative potential. The necessity of its correction and give you strength-of planning in the direction of determining acceptable and normative values of the innovative potential of each category of workers, determination of deviations of actual values from the standard followed by the elaboration of measures to eliminate such deviations and described the mechanisms of their implementation. In conclusion emphasizes that in the period of modernization of production, corresponding to the level of development of scientific and technological progress, the need to ensure improvement of the innovative potential of employees, taking into account the intensity of the renovation of production.

Innovative Potential Of The Personnel In The Organization

“…The main factors of effective development of innovative potential of personnel include the creation of innovation climate organization focused on openness and receptivity to innovation. With all this, one of the main problems of introducing innovations in practice is the lack of readiness and resistance of both subordinates and the managerial personnel of the organization to upcoming changes, which significantly complicates the implementation of innovative activities in the field of human resources of the organization (Liu, Chow, Zhang, & Huang, 2019;Garipova, Semenov, & Khaertdinov, 2011;Kipervar & Trunkina, 2016;Leonova, Zakharova, Zaladina, & Zolotov, 2019).…”

“…The purposeful introduction of innovations should be determined by obtaining financial, or social benefits, which in the future will play a key role in the development of the organization. And innovative potential should be defined as the ability of personnel to perceive new information, to generate new competitive ideas, find solutions in non-standard situations, develop new approaches and methods for solving traditional problems, strive to obtain new general and professional knowledge and have the ability to apply this knowledge to implement ideas and innovations (Kipervar & Trunkina, 2016;Simonova, Levchenkova, & Butyrina, 2019).…”