Оптимізація адміністрування кадрового потенціалу засобами бізнес-аналітики

Abstract

У статті досліджено адміністрування кадрового потенціалу на прикладі ТОВ “Торго- вий дім “Галка”. Зокрема, проаналізовано теоретичні аспекти адміністрування кадрового потенціалу, розглянуто ключові методи та фактори впливу. Виконано загальний аналіз ви- робничо-господарської діяльності, а також оцінено стан адміністрування кадрового потен- ціалу на підприємстві. Встановлено, що поточна система управління кадровим потенціалом є недостатньо ефективною та потребує вдосконалення. На основі результатів аналізу роз- роблено рекомендації щодо удосконалення адміністрування кадрового потенціалу на підп- риємстві через впровадження системи KPI.The article explores the administration of human resource potential using the case study of LLC “Trade House “Galka”. It examines the theoretical foundations of human resource management, key administration methods, and major factors influencing the efficiency of personnel policies within the company. A general analysis of the company’s production and economic activities is conducted, identifying strengths and weaknesses in the existing human resource management system. Special attention is given to the structure of human capital, assessing both quantitative an qualitative characteristics of employees, as well as motivation, training, and professional development systems. The study finds that the current human resource management system is not sufficiently effective and requires improvements. To enhance performance, the implementation of a Key Performance Indicators (KPI) system is proposed. Specifically, a KPI framework has been developed for market expansion specialists, who play a crucial role in the company’s marketing strategy and directly influence the sales volume of coffee beverages. The percentage of task completion will determine the amount of the monthly bonus, thereby increasing employee motivation. The proposed KPI system is universal and can be applied to evaluate any market expansion specialist, regardless of their specific area of work. It is expected that the introduction of KPI will contribute to increased labor productivity, higher employee engagement, and improved managerial processes. A promising direction for further research is the in-depth study of the impact of the implemented KPI system on the company’s key performance indicators, particularly on employee productivity levels, motivation, and financial results. A detailed evaluation will help determine how effectively the system functions within the company’s specific operational framework, which elements require adjustments, and whether it can be scaled to other company divisions. Additionally, it would be valuable to examine the long-term effects of KPI implementation on the company’s strategic stability, competitiveness in the market, and overall employee satisfaction.