“Cadres decide everything” - this phrase is attributed to Stalin. But even in our time, few will argue with this statement. Even with a strong material and technical base, incompetent workers are able to slow down the production process.
We are talking about the so-called "personnel potential." Let's first look at the second part of this definition. So what is potential? These are certain hidden possibilities, the force that can be exerted at the moment of necessity. Human resources - this is the ability and ability of employees to realize their skills to ensure the life of the company, company, factory or any other production entity. It is formed by such aspects as personal qualities, working capacity, level of professional knowledge and skills, experience, creative abilities. The personnel potential of an enterprise is not only a characteristic of individual workers, but also their ability to act in a team, complementing each other and, if necessary, providing assistance.
It is important to constantly improve the efficiency of the enterprise. And this is to a large extent determined by the attitude of management to personnel. At each enterprise, highly qualified specialists with an incentive to fruitful work are needed. And it depends on the management of human resources. Above was given a definition of this term in a broad sense. In a narrower - it can mean the number of backup or free jobs. It makes sense to single out such a thing as “long-term personnel potential”. It includes those workers who are able to solve the pressing problems of production development and has two main components - current and target potential. In the first case, we are talking about employees who are intended to perform basic operations. And in the second (target personnel potential), personnel are considered that are capable of solving certain tasks of developing production and enhancing the competitiveness of the enterprise. This is a special reserve requiring a separate management system. Such personnel are not intended to perform normal operations.
The goals and objectives of human resource management come from the need to ensure the successful operation of an enterprise in a modern market economy. It’s worth attracting qualified specialists to work, supporting their professional development and creating optimal conditions for their effective work. These are the main tasks of personnel management. It is necessary to introduce the following types of technological processes: personnel assessment and development of the information base. The latter is necessary in order to make reasonable management decisions. Personnel assessment is carried out on aspects characterizing professionalism. It must be carried out, in particular, to decide on the appointment of an employee to a specific position.
The personnel policy at any enterprise should be based on the training and promotion of the personnel reserve. That is, specialists who can occupy more responsible posts. This system, among other things, is aimed at improving the qualifications of managers. So, personnel potential and personnel reserve are very interrelated phenomena, although they belong to different categories. The latter is purposefully formed in order for a certain group of workers to occupy higher positions in the future. Its main function is to ensure the reliability of the control system.
In some cases, the most competent personnel are reserved in order to maintain the reliability of the production system. In this case, the specialist, still in his post, gets the skills that he would need in another position. Being in another post, he absorbs new knowledge and skills, receives additional competence. Thus, the potential of the employee increases.