Economic indicators of the use of the enterprise's human resource potential in the context of post-war reconstruction

Анотація

Introduction. In the context of the post-war reconstruction of the national economy, the use of traditional approaches to the economic assessment of human resources is insufficient. Enterprises face the challenges of restoring staff numbers, retaining key specialists and ensuring their adaptation to new working conditions, the need for rapid retraining, etc. Therefore, the classical indicators should be supplemented by other characteristics that reflect the peculiarities of the post-war period. The purpose of the paper is a set of economic indicators for assessing the potential of human resources in enterprises during post-war reconstruction has been improved, based on the principle of "value for post-war reconstruction". Results. The proposed system allocates five groups of indicators related to the restorative, adaptive, innovative, social, and economic value of human resources. This approach allows for the combination of classical financial and economic parameters with other characteristics that are important in the period of post-war reconstruction. A set of indicators has been developed for each group. For example, the replacement value parameter includes the average time to fill a vacancy, the share of the formed personnel reserve, and the share of employees who returned to the enterprise. In turn, the indicators of adaptive value include the share of employees who have been retrained over the past year and the level of use of flexible forms of employment. The group of indicators reflecting innovative value includes the share of employees involved in innovative or reconstruction projects, the number of implemented innovative employee initiatives, and the share of employees participating in continuous learning programmes. The proportion of employees from socially vulnerable groups integrated into the workforce is an indicator of social value. The indicators of economic value include the added value per employee and the efficiency of personnel costs. Such a systematisation ensures the comprehensiveness of the approach and its applied value, allowing a business entity to measure the economic return on human resources and assess its contribution to the recovery process, resilience to challenges, and social significance. The set of economic indicators was tested in practice on several enterprises in various industries. Conclusions. The results of such testing confirmed the tool's suitability for comparative analysis, identifying strengths and weaknesses of HR policy, and developing sound management decisions during the post-war economic transformation period.

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