The dissertation is devoted to substantiation and development of theoretical and methodological bases and scientific and practical recommendations on personnel development management of an innovatively active enterprise. The concepts of “personnel development” and “professional development of the personnel” are understood as activities that not only improve but rather multiply employee potential by using various methods of development.
It is suggested to supplement existing classifications of innovations by adding classification feature “according to the level of social responsibility” and include responsible and traditional innovations. The system of main concepts related to innovative activity of the enterprise is reconsidered that involves changing the content of the innovation process in industrial enterprises of Ukraine, and the transition from the dominant practices of closed innovation to the practice of open innovation, in particular, the search for innovative ideas outside the enterprise, transfer of rights, attracting technology and knowledge from outside, spin-off innovation, new markets access. The innovative enterprise is determined as an enterprise that by investing in the development of production resources, accumulation and use of knowledge forms, maintains and implements its own innovation potential by organizing both closed and open innovation process, which results in the creation, dissemination and implementation of innovations.
Scientific and methodological approach to managing the development of personnel of the enterprise is improved based on the use of competence approach. Tools for managing the development of enterprise personnel is supplemented by diagnostics of innovative receptivity of the personnel of the enterprise with the indication of directions of use of the received information. The system of principles of formation of innovative culture is supplemented by the principle of psychologically safe work environment. The list of functions of organizational culture of innovatively active enterprise is recomposed into two groups on the individual and group levels, and supplemented by several functions. Assessment of innovative culture is proposed to be conducted by elements “support of innovative potential”, “initiation of innovations”, “motivation and stimulation of innovation activity”, “implementation and realization of innovations”, and also with use of express-diagnostics that is based on secondary data from open sources.
Improved the approach to calculation of the variable component of the material remuneration of the employee-performer based on the results of innovation activities, which in contrast to the existing involves the use of the so-called “bonus for a colleague”, profit sharing, and calculation of bonuses using adjustment factors according to five categories of innovation degree of complexity.
Approach to the introduction of new elements in the system of personnel development of the machine-building enterprise is suggested to include three dimensions that, in contrast to existing ones, along with the introduction of new approaches to training and knowledge sharing also involves mandatory inculcation of innovation culture and implementation of measures that support innovation activities of the staff.
A structural model of the personnel development management system of an innovatively active enterprise has been formed, with the definition of the purpose and tasks, resources, functions and stages of the personnel development process. The list of measures necessary for ensuring the formation and functioning of the personnel development management system of an innovatively active enterprise is determined.
The main elements of the monitoring system of the personnel development management system of the innovatively active enterprise are determined. A list of indicators and indicators that characterize the effectiveness of staff development processes and business results under the influence of these decisions.
