In the conditions of economic uncertainty, serious requirements are put forward for the personnel management system. Special skills and qualifications of personnel are increasingly prevailing as the main competitive companies’ advantage in the struggle for a leading position in the market. In the short term, highly dynamic employment processes are expected, as many organizations aim to significantly adjust existing labor relations. Personnel consulting reflect the activity to solve the tasks set for the top personnel management in order to increase the profitability of the organization. The object of the personnel audit is the internal labor market, that is, the available human resources are considered, in particular, the workforce, various aspects of the organization’s production activities. Effectiveness evaluation of the methods of vocational guidance and adaptation, identification and diagnosis of problems arising during the adaptation period is also one of the main parameters. Thus, the specific diversity of personnel audit is determined by the goals and objectives. The lack of personnel assessment and development systems in the company entails serious risks in forming and implementation of management decisions, which can also lead to serious costs for the organization. Personnel assessment using transparent and understandable criteria, organization of trainings and training for employees, formation of programs for the development of professional competencies are not only conditions for retaining employees, but also a tool for developing the organization’s HR brand.
Theoretical and methodological aspects of the competence approach to the evaluation of the organization’s personnel
