Construction of a Comprehensive Indicator for Assessing the Human Resources Potential of a Company's Divisions

The paper examines the problem of constructing a universal metric for a comprehensive assessment of the qualifications of the personnel potential of an enterprise division. The paper examines in detail the theoretical aspects of creating such metrics based on the principles of qualimetry. The paper considers the theoretical foundations for constructing generalized indicators based on the principles of qualimetry. Qualimetry is a methodology for quantitatively assessing the quality of products, services or other objects, which allows taking into account various factors and parameters when assessing their overall quality. Applying qualimetry principles to assessing the qualifications of personnel is a promising task, since it makes it possible to more accurately assess the potential of employees and predict the effectiveness of their activities. A system of single qualification indicators is proposed: the proportion of employees with higher education, the proportion of employees with specialized higher education, average age, average length of service in the specialty. After determining the main indicators, a process of ranking their significance was carried out with the involvement of a group of experts. The experts assessed the importance of each indicator in the context of the specifics of the work of a particular division. Based on these assessments, weighting factors were calculated, which made it possible to take into account the contribution of each indicator to the final assessment of the qualifications of personnel. The concordance (consistency) of expert opinions was also studied. This made it possible to verify that the assessments of various specialists coincide and reflect an objective picture of the significance of the parameters under consideration. To test the operability of the proposed methodology, an approbation was conducted using the example of assessing the qualifications of employees of company X. The results showed a high degree of correlation between the proposed indicator and real indicators of labor productivity, which confirms the practical significance of the developed approach. Thus, the article demonstrates the possibilities of using qualimetry methods to create complex systems for assessing the qualifications of personnel, which helps to increase the accuracy of human resource management and improve production results.