Purpose: The article studies the motivational issues of managerial staff in the context of ensuring the growth of enterprises and organizations. Design/Methodology/Approach: Eurostat data have been used within the framework of the disclosure of the article. Such methods of economic analysis as generalization and comparison have been applied for processing statistical data. Findings: It has been established that in the countries of European Union, such as Great Britain, Spain, Germany, Poland and France, there is an acceptable, in particular high level of satisfaction of their own job by employed persons, including managerial employees (managers). It has been established, that timely identification and diagnosis of problematic situations that arise on the path of development and growth of enterprises and organizations substantially depends on the level of qualification and professionalism of the head, that is, the manager. Practical Implications: The results are interesting from the theoretical and practical aspects to be applied for the improvement of the motivation to employees, including managerial staff at the enterprises and organizations. Originality/Value: The insight of the article's subject matter requires an analysis of such key indicators as the occupational level, population's education index, individual level of the population's digital skills, the proportion of people who speak a foreign language, the proportion of people employed and at the same time are satisfied with their job.
Modern conditions of operation of enterprises bring threats which frequently can be characterized by incomplete or inaccurate information about the business environment. They allow for the possibility of losing some resources, loss of income or additional costs as a result of doing business. This leads to the study of theoretical aspects and causes of uncertainty, the role and importance of risk management in ensuring the sustainable operation of the enterprise. As well as the need to identify ways to eliminate uncertainty and identify effective risk management instruments under these conditions. The article analyses the theoretical aspects of uncertainty that can be used by business leaders to detect and prevent this phenomenon. The work presents the stages of risk management, which are the basis of strategic management of the organization by its leaders. Entrepreneurs and managers can use suggestions on ways to eliminate uncertainty and choose effective risk management strategies under these conditions, adapting them to the needs of the enterprise. The results of this study can be used by enterprises of different types of economic activity under different unstable external and internal conditions. Other tools to ensure the sustainable operation of the enterprise in conditions of uncertainty should be explored in future studies.
The current crisis in doing business requires more trained staff who are able to solve problems, respond quickly to changes in the environment and adapt. However, today insufficient attention is paid to the use of the human factor, improving the quality and creative impact of intellectual and human resources, improving the training and use of skills and abilities of specialists. Thus, the formation and use of human resources is becoming increasingly important as a factor in increasing competitiveness, long-term development of trade enterprises. The article examines the theoretical issues of human resources of trade enterprises: the essence and methods of assessing the effectiveness of its use. The theoretical foundations of the concept of "human resources" are considered. Based on the results of the analysis of publications, it was concluded that there are differences in its interpretation. However, research on human resources does not sufficiently reveal the methodology of its evaluation and does not reflect the relationship between determining the level of human resources and managing its development, which negatively affects the activities of Ukrainian enterprises. As a result, the existing methods of analysis of the level of human resources with the allocation of cost, revenue, comparative approaches and personnel audit. Indicators of various methodological approaches to the diagnosis of human resources of enterprises and methods of assessing the competitiveness of human resources of enterprises are formed. Indicators of personnel policy evaluation are determined. The scheme of the process of diagnostics of the personnel potential of the enterprise is given. An algorithm is proposed and an assessment of the constituent groups of competencies of human resources of trade enterprises (personal, professional, instrumental, interpersonal and systemic) is performed. In addition, the indicators of diagnostics of their human resources are analyzed, as well as a number of reasons that hinder the quality organization and conduct of diagnostics of human resources based on the results of the survey.
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