Study of the Human Resource Formation System Components

Abstract

The purpose of the work is to theoretically substantiate the components of the Human Resource Formation System of the organization and develop a methodological approach to assessing the potential for its improvement. To achieve the goal and solve the tasks set in the work, general and special methods of scientific knowledge were used, in particular, a systems approach and systems analysis, when improving theoretical ideas about the Human Resource Formation System, and when developing a criterion-based methodology for assessing the potential for improving the Human Resource Formation System. In addition to the processes that are traditionally distinguished (planning of personnel needs, modeling of positions, personnel search, personnel selection, adaptation of personnel, personnel assessment), the processes of development and retention of talents, as well as optimization of the personnel structure, the importance of which is due to modern trends, are added. Tools, in particular, HR analytics, SWOT analysis of personnel, organizational modeling, career portals, HRM systems, employer branding, interviews, resume analysis, psychometric and situational tests, Assessment centers, onboarding programs, mentoring, KPIs, 360-degree assessment, career development plans. Directions for improving the personnel training system are identified. Internal and external factors are outlined. An algorithm for evaluating the Human Resource Formation System is proposed, which consists of the following stages: interview with the management of the organization, determining the goal; collection of primary materials; filling out the form for assessing the potential for improving the Human Resource Formation System; assessing the potential for improving the Human Resource Formation System according to specific criteria; quantitative assessment of the state of the Human Resource Formation System; identifying areas for improving the Human Resource Formation System; development recommendations for improving the Human Resource Formation System; implementation of recommendations; monitoring of results; development of corrective actions. A criterion methodology for assessing the potential for improving the Human Resource Formation System has been developed, which includes surveys on 100 qualitative and quantitative parameters, which are grouped into 10 criteria. Based on the results of generalization, assessments are given for each of the ten criteria (from 0 to 30 points) and a total evaluation (from 0 to 300 points), according to which a conclusion is made about the general level of formation of the Human Resource Formation System, as well as the potential for improvement for each criterion. Variation of scores in the range from 0 to 10 is a red zone, which indicates the presence of critical problem areas and potential for the development of the Human Resource Formation System; from 11 to 20 – yellow zone, indicating the presence of partial problem areas and potential for the development of the Human Resource Formation System; from 21 to 30 – green zone, a high level of formation of the Human Resource Formation System, the presence of the best and exemplary practices.