The thesis is a complex research of theoretical, methodological and practical aspects of diagnostics cadre’s potential of trade enterprises. Based on the analysis of scientific literature, the difference was substantiated and the own definitions of the concepts "labor resources", "personnel", and "cadres" were proposed. Labor resources (at the macro level) - the aggregate of persons of working age (excluding unemployed disabled persons of the first and second groups, as well as non-working people receiving a pension on preferential terms), working pensioners and persons under the age of 16 who are currently employed, previously worked or potentially able to be involved in work at the enterprise. Personnel - all personnel of those who work in this enterprise on a hired basis (on a permanent basis and on a temporary basis), skilled and unskilled workers, including working at the company of its owners. Cadres is a part of the staff, which includes only qualified staff members, whose professional training and work experience enable them to perform their functions within the enterprise.
The theoretical approaches to the definition of the essence of the concept of "cadre’s potential of the enterprise" are systematized and it is proposed to define it as a set of qualified full-time employees whose professional training and labor experience allow them to perform their functions, and their competencies (or competences) entrusted to them within the framework of the activity of the trade enterprise. The analysis of available methodical approaches to the diagnostics of the cadre’s potential of the enterprise (expert, ballroom (or score), rating, integral, functional-purpose methods, methods of comparative and system analysis of potential diagnostics, economic-mathematical modeling, procedures of assignment centers, etc.), as well it has been determined that there are three main approaches to the diagnostics of cadre’s potential, namely, income, comparative and costly approaches, their advantages and disadvantages are determined. It is estimated the importance of human resources in ensuring the effective activity of trade enterprises, typing of personnel policy (by the influence of the administrative apparatus and their essence, it is proposed to allocate an anarchistic type of personnel policy, and for the enterprise in a crisis - a type of sustainable or satisfactory maintenance). There are three groups of approaches that define the concept of "personnel policy", namely, principled, routine (or principle-oriented and normative) and goal-oriented approaches. The system of quantitative and qualitative indicators for the estimation of the cadre’s potential of the trade enterprise has been formed. Qualitative indicators include: level of education, level of qualification and level of correspondence with the position occupied, and quantitative - labor productivity, staffing, personnel turnover coefficient, personnel stability ratio, factor of discipline, coefficient of personnel consistency, coefficient of internal mobility, and the share of employees who trained and retrained. The technology of complex diagnostics of cadre’s potential at the trade enterprise was worked out and substantiated, and the diagnostics of cadre’s potential at the existing trade enterprises of the Chernivtsi region was performed according to the following groups of competencies: personal (that is related to the presence of such qualities in an employee); professional (determined by the ability to successfully act on the basis of practical labor experience, skills and knowledge in solving professional tasks); instrumental (including cognitive abilities, linguistic, technological skills and interpersonal skills, which assume that the employee has such individual characteristics as the ability to express feelings and form relationships, critical thinking and self-criticism, social skills, etc.); and systemic (combining understanding, knowledge and ability to perceive the relationship between parts of the whole and to evaluate the place of each of the components in the system). The decision-making model (concerning the formation / reconfiguration of personnel policy) in the personnel management system was based on the diagnostics of the cadre’s potential of the trade enterprise, and a methodology was developed for increasing the efficiency of personnel use based on the results of the diagnostics of the cadre’s potential of the trade enterprise. A methodological toolkit for diagnostic cadre’s potential at a trade enterprise has been developed, which, unlike the existing one, will require the application of an integrated approach to diagnostics at different stages of the company's life cycle, and will take into account the multivariate nature of the constraints associated with the balance of market opportunities and threats for the development of the trade enterprise.
