Tereshchenko L. Efficiency of personnel management in the process of organizational changes of an enterprise

The dissertation is devoted to deepening and improvement of theoretical positions, development of practical and methodical recommendations for ensuring the effectiveness of personnel management in the process of organizational changes of an enterprise. The conceptual approach to the formation of terminology of the research of the effectiveness of personnel management is proposed. It includes: definition of the subject area of the study, specification of the object and subject; selection of terms and creation of a terminology field of the research; definition of the correspondence of the terms of the subject area of the study by their analysis and ordering; verification of the obtained terminology for quality and conformity with the tasks of the research. Formation of the terminology of the study of the effectiveness of personnel management allows to: uniquely interpret the concept by the elaboration of the terms studied; level the confusion in terms; define connections between concepts and construct a structural model of the research; identify unexplored issues and problematic areas. In this work the types of organizational changes are investigated and their classification is systematized. Using this classification of organizational changes of an enterprise will allow to systematize the planned changes and properly select the tools for their implementation. The factors influencing the effectiveness of personnel management in the context of organizational changes of an enterprise are substantiated. External factors of influence include economic, social, scientific and technical, political-legal, globalization-integrative, internal - productive, marketing, personnel, innovation-investment, organizational and managerial potential. The methodical approach to the evaluation of the effectiveness of personnel management of an enterprise is proposed, the feature of which is the use of the dynamic standard method. Important stages of this approach are the formation of the structure of a dynamic normative model (establishing a hierarchical link between the indicators and their ordering in the hierarchy) and constructing a graph of normative ordering. Usage of this approach allows to obtain a qualitative assessment of the current state of the personnel management system.