Economic Sciences/5. Human Resource Management

М.N. Dyussekeshev, G.A. Saymagambetova

Caspian State University of Technologies and Engineering named after Sh.Yessenov, the Republic of Kazakhstan

Factors that characterize the labor potential

Working potential of employee (WPE) is the total capacity of the physical and spiritual qualities of the individual worker to achieve the specified conditions of certain results of its production activities on the one hand, and the ability to improve in the labor process, to solve new problems arising from changes in production - with other.

Working potential of employee includes:

• psychological and physiological potential - the ability and inclination of man, his health, performance, endurance, type of nervous system, etc.;

• qualifying potential - volume, depth and diversity of knowledge and expertise, skills and abilities, resulting in the ability of the worker to work a certain content and complexity;

• personal potential - the level of civic awareness and social maturity, degree of assimilation of employee attitudes toward work norms, values, interests, needs and demands at work, based on the hierarchy of human needs.

Consider psychological and physiological potential. According to the World Health Organization (WHO), "health - a state of complete physical and social well being. Well-being - this is a dynamic state of mind characterized by a harmony between the mental abilities, needs and expectations of the employee and the demands and opportunities that presents and provides the environment ". [1]

Qualification component of labor potential, on the one hand, characterizes the trained workers to perform increasingly complex job functions, change of work, and on the other - is a factor in shaping the attitude toward labor, labor discipline, labor intensity. It can be classified according to the following attribute, reflecting the individual characteristics of each employee.

Qualification component of the labor potential:

1. The level of training

1.1. Stage of basic education

1.2. Wide profile

1.3. Monotechnics

2. Creativity

2.1. Initiator

2.2. Experimentalist

2.3. Theorist

2.4. Mixed type

3. Ambition for increase personal potential

3.1. Knowledge

3.2. Skills

3.3. Proficiency

3.4. Age

3.5. Type of nervous system

3.6. Gender

3.7. Work experience (general and specialty)

4. Labor activity

4.1. Creative worker

4.2. Performer

5. Labor mobility

5.1. Macro mobility

5.2. Micro mobility

6. Productivity of work

6.1. The quality of work

6.2. The amount of work

6.3. The efficiency of labor

6.4. Rational use of the work time

Allocation of social and personal part in the labor potential should accept the attention of potential or future, or simply as "unused", social opportunities of the employee. This component describes the ability of a person to self-education and self-development [2].

The structure of personal potential includes the following main elements:

• ability to cooperate, collective organization and interaction (communicative potential);

• creativity;

• value-motivational properties (ideological, philosophical and moral potential.);

• assessment of the labor potential employee should establish the quantity, quality, consistency and measures of this potential for the organization.

In general terms the nature of human resource management through assessment of its capacity is reduced to the solution of three interrelated tasks. Firstly, the formation of productive abilities that best correspond to the requirements of the quality of labor which head. Second, the creation of socio-economic and industrial and technical conditions for the production, in which there is a maximum use of the ability of workers to this work. Third, these processes must not cause damage to the body and the interests of the individual worker.

Due to the diversity of natural, environmental, and social characteristics of the individual territories formed various conditions affecting the size and structure of the population's material goods and services. This predetermined significant differentiation cost of living, inequality of consumption of various parts of certain goods and services. Therefore, according to S.M. Buhanovoy and A. Doroshenko, when assessing the value of the labor potential is also required consideration of the following groups of factors:

· natural-climatic;

· demographic;

· features of life in urban and rural areas;

· features of settlement;

· level of economic development;

· in overall culture of the population.

Assessment of the labor potential employees - rather complicated in terms of methodological and organizational challenge. It should be noted that a single universal method suitable for solving complex problems is currently lacking in statistical practice. Development of a method will depend on the purpose of research, evaluation, characterized category of employees, organizational culture and philosophy of the company and other factors.

The methods used in the evaluation of total employment potential of the company, include a number of indicators to characterize the potential of workers from the qualitative and quantitative aspects.

To characterize the total labor potential quantitatively using indicators such as: number of industrial personnel and not industrial units, the number of working hours, potential for working with a normal level of labor intensity (envelope worker participation in labor). Number of industrial personnel is one of the most important indicators of the production capacity of the enterprise. The higher the number, the other conditions being equal, the more the volume of output. Such a way of increasing the volume of production is classified as extensive.

As a complex and multi-structured socio-economic formation, the working potential of the organization includes the following components: personnel, professional qualification and organizational. This release is conditional, not absolute, and is designed to better define the extent of targeting a particular group of factors shape each of the components of the working potential of the organization. It is more than necessary in the present conditions, when the structure of the labor potential of the organization is not determined by the rigidity and stability and mobility and flexibility, the ability to rapid restructuring.

In contrast to the labor force, uniting all workers with a "generic" ability to work, to the staff is only the part which has the professional ability to work,  has special training. Thus, the value of the enterprise workforce more "frame" on the part that are unskilled and low-skilled workers.

The organizational component of the employment potential of the organization also determines the intensity of individual employment potential for regulated working hours.

Quality of potential  is relative term. It opens with a set of attributes: demographic, biomedical, professional qualifications, social, psycho-physiological, ideological, political and moral.

In practice, the quantitative assessment of the labor potential is usually only part of the components such as gender, age, health status, and level of education. Proposed, in particular, to carry out an assessment of the labor potential employee on a 10-point scale in the context of indicators of age, health, training of employees, potential for professional growth of the profession, etc. The system parameters can be easily calculated at each company, but unlikely to be characterized by the utilization of labor potential.

Economists believe that as the main indicator of the volume of labor potential of playing man-hour. The value of the total potential working time fund the production team to the volume value of the run-time manufacturing jobs to the group of workers. This fund reflects the whole amount of potential employees for any period of time.

Quality characteristics of the labor potential aims to estimate the physical and psychological potential of employees, the amount of general and specialized knowledge, skills and abilities, resulting in the ability to work a certain quality, the quality of team members, as economic agents.

There is also a method of assessing the value of labor potential. For example, Avdeenko V.N. and Kolosova R.P. offer in the price of labor potential, besides value terms of labor costs, also include the costs associated with staff training, retraining and skills [3].

Reduced cost-based approach estimates the labor potential in line with international standard classification of labor costs. However, for the practice of management is more important metrics by which to quantify the side or the other potential to find out where it is above or below, as changed thanks to the measures taken, as far as actually used its value differs from the possible, etc.

Thus, in assessing the needs of the labor potential characteristic of its quantitative and qualitative aspects.

To characterize the labor potential quantitatively using such indicators as:

· number of industrial personnel and non-industrial units;

· the number of working hours, potential for mining the normal level of labor intensity (envelope worker participation in labor).

Quality characteristics of the labor potential designed to assess:

· physical and psychological potential employees (the employee's ability and inclination to work - health, physical development, endurance, etc.);

· of general and specialized knowledge, skills and abilities, resulting in the ability to work a certain quality (education and qualification levels, fundamental training, etc.);

· as a member of the team as business entities (responsibility, conscious maturity, interest, ownership to the economic activity of the enterprise, etc.).

Characteristic quality of the employment potential can also be done with the use of quantitative indicators. For example, to assess the health status indicators used frequency and severity of illness per 100 employees ( health is assessed indirectly through morbidity), to assess the skill level - the average level of the workers, the level of education - the average number of secondary schools, for evaluation of training - the proportion of persons who have completed vocational school, the number of months of training, etc.

Gathering this type of information, particularly in obtaining qualitative characteristics, is difficult and requires special study. Therefore, a simplified approach, where the qualitative characteristics of the labor potential is limited to data that reflect the educational and skill levels, special training and its duration, the age and sex composition.

If would be a single synthetic measure that would characterize the value of the entire set of heterogeneous factors of labor potential, then we would have to compare the value of labor potential at a given point in time for various teams, to identify the effect of individual factors on its total value, which would facilitate the selection of personnel policy and contribute to a more efficient use of labor potential. However, the problem remains unsolved. Used in the practice of general indicators reflect no more than two or three elements of the labor potential, and even then mostly quantitatively. For example, the rate of the total fund of working time, which is possible for mining, is calculated as a weighted average, where the weights is the number of employees who have or that the established norm of working time (weekly or annual, fixed or actual duration of the working day, etc.). In particular, this figure is used to characterize the potential amount of labor in relation to the population of the territory (community) [4] or to assess the potential of the labor at the enterprise level. [5]

Thus, the employment potential should be studied not as frozen category, but as a process with its inherent variability and change and, as a result, the working potential to be developed and used consistently, which must be kept rigid logic and sequence prerequisite for the use must always be its formation and development, and not vice versa.

Literature

1. World Health Organization. Basic documents (Psychological and social factors at work and health) / by editorship P. Kalim, M.A. El- Batavia, K.L. Cooper. Geneva: WHO, 1989. C.19.

2. O.V. Stakhanov On the structure of the labor potential / / Sociological Research. 1981. Number 2. p.75-79, Ivan N., Odegov Y.G., Andreev K.L. Labor potential of the industrial enterprise. Saratov: publishing house SSU in 1988. p.99-122.

3. Kolosov R.P. Analysis of the costs of living labor / / Problems of Economics. - 2002. - № 3.

4. The main provisions of the construction methods and the calculation of aggregate balance of time the population economic area (community) / IEiOPP of the USSR. - Novosibirsk, 1971.

5. Details of the method of calculation and analysis of the potential cumulative fund of working time at the enterprise level can be found in the book.: Analysis of employment indicators / by editorship P.F.Petrochenko. - Moscow: Economics, 1989.