Certification of personnel in the conditions of innovative development of the enterprise

In today's environment, the problem of creating an innovative microeconomic system as a new effective management structure becomes extremely urgent. And the innovative development of the microeconomic system, in turn, depends entirely on the effectiveness of the personnel, each subject of innovation activity, individually and in interrelation with each other.

Therefore, personnel certification is a comprehensive assessment of not only the narrowly professional knowledge, skills and skills of employees, but also determining their willingness to work in an innovative economy. The key moment in understanding the role of attestation in such conditions is that the personnel in such an economy becomes a direct part of capital, it forms the human capital proper , which forms other forms of capital: financial and economic capital, production and technological, scientific and technical, organizational, managerial, marketing , Information technology. In a word, personnel evaluation should, in addition to assessing the employee's current contribution to the activities of the enterprise or institution, assess its prospects for capital, and make an analysis of the influence of its basic forms on innovative development.

As the main parameters of the study of the quality of personnel, which should be sent to the certification, it should be named its components: initial (basic), labor, intellectual, social, mobile capital, cultural, moral and organizational-entrepreneurial potentials, as well as an important health capital.

At certification it is necessary to consider principles and conditions at which specified forms of the human capital are capitalized, that is become the direct factor of creation of profit of the enterprise:

- accumulation of a stock of health and knowledge of a person in stages of life;

- the use of a stock of knowledge and abilities for development;

- Increase in labor productivity (will lead to increased earnings of the employee);

- income growth (motivates an employee to make additional investments).

A person is a carrier of knowledge, which is formed and developed in the course of his professional activity. In this aspect, attestation is designed to assess a person's ability to develop, produce, implement innovation, and thus manage it.

The marketing tool necessary to implement and promote the innovation is also an important subject of certification activity.

The labor potential is created and developed throughout life as experience, skills, and education accumulate. Qualification is its integral part and represents the level of the employee's professional life. A person with a higher level of education receives more profitable and highly paid work. Attestation is designed not only to assess the current level of these indicators, but to determine the willingness of the employee to continue education and professional development. Now it is profitable not only to receive education, but also to invest adequately in it, since education directly affects the productivity of labor and the effectiveness of the innovation system as a whole. Investing in it is much more effective than in another factor of production. The importance of intellectual capital is manifested directly in the activation of innovative processes in enterprises.

Intellectual potential has acquired its relevance relatively recently. Investments in it are becoming more widespread. This sphere is developing rapidly now, therefore, personnel assessment should evaluate all these trends and consider them in the context of the development prospects of the enterprise as a whole and the contribution of each employee to this development. The definition of intellectual potential, as a rule, is very vague and relative, and usually involves the sum of the skills of the company's personnel, ensuring competitiveness. Depending on the type, complexity and scale of innovation, the role of knowledge in the innovation process is crucial. For more radical innovations, new knowledge must be created and applied in a variety of contexts.

Social capital can be assessed through its functions - it is the totality of certain characteristics that a person has. They are such aspects of social qualities that contribute to human activities within social structures. A group of employees (that is, personnel) works more efficiently than one in which there is no favorable interpersonal relationship. Social capital is a common good that is created through serious efforts and a long time.

Mobile capacity is particularly significant in the context of continuous and dynamic development of the base of the innovation system. In these conditions, the employee as a result of the necessary labor transfers acquires knowledge that is comprehensive in relation to the activities of the enterprise.

The organizational and entrepreneurial potential has a significant specificity in comparison with others. Possession of huge resources, know-how, commercial secrets makes it possible to turn organizational and entrepreneurial capital into a special kind of human potential. Entrepreneurship should engage representatives of all levels of government. It is necessary to identify and stimulate the entrepreneurial potential of workers. Specific human abilities to address the tasks in a non-traditional, non-routine manner, his initiative and awareness of risk, the desire for effective action are expressed as entrepreneurial abilities. A new stage of rethinking the concept of "entrepreneurial abilities" and increasing the role of human potential in general, and entrepreneurial abilities in particular. For the development of an innovative enterprise, it is not so much natural resources and production capacities that are important, as much as the intellectual level and innovative capabilities of business participants. It is there where such a resource exists, and innovative development takes place.

The complexity of human potential analysis is determined by the fact that its impact on sustainable innovation development is multidimensional and ambiguous. In addition, personnel certification plays a special role and stands out among other forms of work with personnel within the framework of innovative development of the enterprise. An example of this can serve as a situation that has developed in the domestic business with cadres of accountants. On the one hand, the labor market is full of offers, on the other - enterprises are experiencing acute hunger in professional accountants. Solving this contradiction is just, and can certification of professional accountants. Practice shows that neither the self-evaluation of the competitor of his professionalism, nor the formal sources that characterize his labor potential, can not provide such comprehensive information about the employee and his prospects.