APPROACHES TO QUALITATIVE COMPOSITION ASSESSMENT OF THE ENTERPRISE PERSONNEL

The article considers methodological approaches to the formation, development and evaluation of the staff quality of the enterprise; systematizes scientific opinions to determine the content of the definition "personnel evaluation"; in the article the interrelation of personnel management functions and its composition evaluation functions are established; the main goals of personnel evaluation are determined; the characteristics of the main methods of employees selection of the enterprise are given and the requirements concerning the criteria of their estimation are specified; the main criteria and methods for assessing the competencies of employees and evaluating the results are identified; approaches to personnel evaluation and the main stages of evaluation are indicated; the advantages and disadvantages of personnel evaluation methods are identified. Personnel management is a rather complex process, the effectiveness of which will be largely determined by the achieved level of staff quality. Therefore, for the enterprise management the question of a thorough choice of methods which application would allow to carry out procedure of an estimation of the personnel with the minimum expenses of time and resources becomes rather actual. The paper proves that for effective personnel evaluation the following conditions must be met: interest from the enterprise management; objective choice of evaluation criteria; availability of competent experts to assess the professional qualities and achievements of employees; transparency of evaluation results application in the enterprise further activity. The expediency of systematic personnel evaluation procedures has been proved. The relationship between the functions of personnel management and the functions of evaluating its composition has been established. The methods of employee evaluation are systematized and the requirements for their evaluation criteria are set. The advantages and disadvantages of using each of the selected methods of personnel evaluation are identified. Further research should be aimed at justifying the limits of use of each method of personnel evaluation, compliance with which in practice will increase the validity of the evaluation conclusions, improve the moral and psychological climate in the team and stimulate growth of staff and enterprise final performance.