Экономические науки/5. Управление трудовыми ресурсами

Pustovetova I.K.

Siberian State Automobile and Highway Academy (SibADI), Omsk, Russia

Labour potential as a criterion for personnel management

The main purpose of the personnel management system is timely, complete and high quality meeting the needs of enterprise staffing, efficient use and development of its labour potential (employment potential, potential). Common and the main task of the personnel management of the enterprise is, therefore, to ensure compliance with quality and quantity of staff objectives of the enterprise. Implementation of this problem involves determining the extent to which the labour potential of the candidate requirements vacant jobs, full and complete use, comprehensive (professional and social) development of labour potential of the employees, i.e. based HR management is the management of its labour potential.

Thus, the scientific interest is the answer to the question «What is a «labour potential»?

We begin by considering the concept of «labour potential». Various authors in the economic scientific literature gives ambiguous concept of «labour potential» and this, in turn, makes the multidimensional consider its internal structure and identification of patterns and contradictions inherent in the mechanism of its reproduction. Analysis of scientific papers revealed the following approaches to its understanding.

1. Resource-based approach, under which the labour potential is characterized as resource of labour. For example, V.G. Kostakov considering labour potential as reserves of labour, depending on the total labour force and their structure by sex and age, the knowledge, the extent to which the demographic structure of working conditions increase the efficiency of labour, social mobility of the population (the territorial and professional) [2].

2. Factorial approach, whereby the labour potential is a form of embodiment of the personal factor of production. For example, B.M. Genkin considering the employment potential of man as part of its potential as a person, which is based on natural data (skills), education, upbringing and life experiences. In his view, the labour potential, in general, characterized by the possibility of human intervention, the company's employees, the population in the production and exchange of goods [1].

3. Resource-Factor (integral) approach according to which the employment potential is the potential of labour itself. An integral approach to the knowledge of the essence of the labour potential is represented, in particular, in I.S. Maslov, which considers labour potential as a general characteristic of potential measures and quality of aggregate capacity to labour, determining the potential of man, different groups of workers, the working population, associated with participation in socially useful activity, for a given level of productive forces and relations of production [3]. In the works of A. S. Pankratov employment potential is regarded as an integral form, quantitatively and qualitatively characterize the ability of society to ensure that the dynamics of the human factor of production in accordance with the requirements of its development [4].

Analysis of approaches suggests that the essence of the concept of «labour potential» is not clearly defined. The ambiguity of views about the nature of the labour potential, making multifaceted problem of its evaluation, measurement and control. The implementation objectives of the research involves clarifying the concept of «labour potential».

From a methodological point of view of labour potential, acting in unity of temporal and spatial characteristics that concentrates in itself the three levels of communication and relationships:

– reflects the past, i.e. is a set of properties, the accumulated social system during its formation and determine its ability to function and development. The concept of «potential» is actually identical to the concept «resource»;

– characterizes the present in terms of practical application and use of available capacity. This allows us to distinguish between realized and unrealized possibilities. In this function the concept of «potential» is only partly coincides with the notion of «reserve». Considering the structure of the potential from these positions, please note that in one case remaining in the form of unrealized potential of the structural elements will undermine the effectiveness of its operation (for example, unused in the labour skills are lost, destroyed unsold personal capacity), in the second case, «excess» reserve powers and abilities of the employee provides the flexibility and agility of the system with respect to changing conditions;

– focuses on the development of (future): in the course of employment the employee is not only realizes its ability to cash, but also acquires new powers and abilities. Representing the unity of the stable and volatile conditions, the potential contains as «potency» the elements of future development.

A person who has reached working age, has a professional-governmental knowledge, skills, work skills, a certain amount of personal qualities and abilities. Through the labour process is the implementation of its labour potential. Labour potential – is not only the ability to work, but the attitude, the willingness to creative search for ways to improve its effectiveness.

Consideration of the employment potential as a measure of available resources and capacities of the personality to be implemented in the course of work behavior, allows for its modeling. The model can measure the characteristics of the labour potential, record the results of his study, to express their scientific concepts, to explain, to disclose the nature, to predict.

Labour potential as a measure of available resources and capabilities of the employee provides many of the processes in society:

– human interaction (interchange job performance);

– social needs of society at the required quality of the employee;

– the social orientation of the individual;

– forms the basis of assessment of the social significance of the individual.

Analysis of scientific papers on the problems of labour relations, employment potential, economic processes in the manifestations of the human factor can draw the following conclusions:

– employment potential – is a complex integrated socio-economic category, which differs from traditional economic categories of «manpower», «total work force», «aggregate worker», «human resources»;

– employment potential can not exist apart from its basic quantitative (human resources) and qualitative (manpower) indicators. It exists in the unity of these indicators, the labour potential is an integral component of its generating capacity, which is amplified and appears as a result of their connections in the workplace;

– the nature of the labour potential is that it exists both in statics and dynamics, including a result of certain effects of the vital systems of the past, present, and social (family, education, upbringing), exploring the dynamics of the labour potential can identify factors that influence its change, set the pattern of this influence.

Based on the foregoing, it is possible to formulate the following definition of the labour potential.

Labour potential – is objectively existing qualities, abilities and capacities of people to physical, intellectual, spiritual and creative activity (work) is a system and emerging as a result of the spiritual and material investments, realized in the employment behavior at the present level of technology, processes and organization productive activities that are dynamically changing qualitative and quantitative expression.

Bibliography

1. Genkin, B.M. Economics and Labour Sociology / B.M. Genkin. – 7th ed. Ext. – Moscow: Norma, 2007. – 448 p.

2. Manpower. Socio-economic analysis / Ed. V.G. Kostakov. – Moscow: Economics, 1976. – 190 p.

3. Maslova I.S. Labour Potential: Methodological issues socio-economic character / Reports of the All-Union Scientific-Practical. Conf. «Manpower in Soviet society». – M., 1987. – Volume 2, Part 1. – Pp 9.

4. Pankratov, A.S. Management of reproduction of the labour potential / A.S. Pankratov. – Moscow: Moscow State University, 1988. – 279 p.