Usachev V. A., Naydenko K. V.

National University of Economics and Trade named after M. Tugan-Baranovsky Donetsk, Ukraine

WORKFORCE AS A COMPONENT OF ENTERPRISE COMPETITIVENESS

The article examines the impact of workforce competitiveness of enterprises. The role of human resources to improve the efficiency of the company.

Statement of the problem. In today's environment to ensure the competitiveness of enterprises both in domestic and foreign markets, is of particular relevance as a result of the rapid development of international competition.

Based on the normal and proper operation of any enterprise is its resources. Effective management of human resources is a major factor in improving the competitiveness of enterprises as a strategic human resources determine the success of the enterprise. Accordingly, the provisions of the human factor should be considered as the main reserve of production. And the lack of attention to human factors in the implementation of business solutions tend to result in lower economic effect. That economic development is not possible without increasing enterprise employment potential.

The impact on the workforce of an enterprise undeniable. On the availability of a sufficient number of Company employees required level of training and experience determines the level of productivity of the company. In particular, improving the efficiency of HR positive effect on efficiency of equipment, machinery, tools, on-time performance, and as a result, the volume of production, its cost, profit, performance. [1]

Employees are "motor" of any organization. Without the human factor is no organization. Without skilled professionals, no organization can achieve its goal. That is, under the human resources implied level of specialization and qualification of personnel workers. The experience of many foreign companies indicates strengthening of the role of human resources in the system factors that drive competitiveness.

For example, L. Iacocca says that "all economic activities together three concepts : people, products and profits. First of all, the main role is played by people. If there are talented professionals, all efforts will be in vain" [2].

To achieve a sustainable competitive position of the company must continually develop staff development programs. That these programs are provided to employees meet many needs, develop and enhance professional and educational level. Based on the identified dispositions motifs treatment of workers being offered a fairly wide range of incentives that would ensure their positive attitude to work and a higher return. So between them should be called programs to attract workers to the production management, work in targeted groups of prospective development of special projects; horizontal rotation within the company and its subsidiaries, including foreign and so on. Steady growth of professional skills, acquisition of knowledge, skills and abilities continuous education - an objective the development of staff, including management. It is dictated by the market.

For H.V.Osovskoyu main features competitive workforce qualifications are: versatility, a high level of general and technical culture, dynamism [1].

Multidisciplinary expertise is based on the fact that the worker is expanding its activity profile and combines multiple disciplines. This helps to increase productivity and increase creativity. Another feature of the training - a high level of general education and technical staff.

In order to meet the production demands of the times, creating a system of training and improve their skills. L. Shevchenko defines the following forms of staff development [3] :

- Organized and unorganized (self);

- Professional or problem;

- oriented ( if necessary) , aimed at creating the necessary organizational behavior ;

- Based on standard or special ( general and specific ) programs;

- Designed for target groups (managers, specialists) or to the entire staff.

Practice has proved that the social costs - effective investment in human capital. Since it is the employment potential leader of competitiveness. Manpower have a specific impact on competitiveness. A sufficient supply of enterprise workforce appropriate level of training and skills, their rational use, high productivity are important to increase production and improve production efficiency. In particular, the provision of enterprise workforce effectiveness and their use depends on the amount and timeliness of all work, efficient use of equipment, machinery, tools, and as a result of the volume of production [4].

Conclusions. Thus, the main factor shaping the competitiveness of enterprises is the most labor, namely an effective management. Manpower required to operate according to their characteristics and environmental conditions. Effective strategic plans to be on staff management, created new systems development, promotion and retraining of personnel hired. That is why human resources should be seen not only from the economic but also the social aspect. Enterprises in the process of human resources management and improve its competitiveness must not only comply with the laws, but also to follow ethical standards and requirements of trade unions. You have to understand that a very important condition for the formation of an effective team is a continuous development of personnel in the future will necessarily lead to effective personnel policies, which in turn to a high level of staff, which, as is known to lead to efficient production and growth of competitiveness.

Literature:

1. Osovska GV, AV Crushelnytska Human Resource Management: Training. Guide. - K.: Condor, 2009. - 224 p.;

2. Iacocca, L., Nowak W., Career Manager. - 2nd ed. / Per. with the English. - Moscow: Potpourri, 2008.;

3. Shevchenko LS Konkurentnoe management. - H.: Espada, 2008.;

4. MO Zhukovsky Manpower as a part of the competitiveness of enterprises / / Actual problems of economy № 2 (68), 2009.