Udc 331: 005. 95: 338. 45 doi: 10. 12958/1817-3772-2019-4(58)-179-185 I. Smyrnova

parties; 
- Birthday celebration 
Leisure activities 
employees 
Improving the 
living conditions
of employees
Training 
Fig. 4. The mechanism of personnel management of an industrial enterprise 
(developed by authors based on source [16]) 
Industrial enterprise personnel are described by a 
number of quantitative and qualitative characteristics 
that are formed into a system of indicators. After re-
searching and analyzing these characteristics, experts 
determine the various factors of influence on the staff. 
Therefore, staff assessment is a complex process that 
can be divided into several sub-processes, such as cal-
culating a system of indicators that characterize the staff 
of an enterprise; comparison of certain characteristics of 
employees with corresponding parameters, require-
ments, standards; determining the impact of factors af-
fecting staffing levels. 
Therefore, the system of indicators characterizing 
all industrial enterprise personnel in general and by ca- 
tegories (workers, managers, professionals and techni-
cians, technical employees) can be divided into the fol- 
lowing groups: the number of enterprise personnel (to-
tal, in particular, the average number of industrial and 
non-industrial personnel); structure of industrial produc-
tion staff by sex (men, women); age composition of in-
dustrial production staff; 
distribution of industrial production personnel by 
length of service (up to 15 years or more); educational 
level of industrial production staff; qualification of em- 
ployees (discharge on a single tariff grid); level of voca-
tional training (for workers in the interim, for managers, 
professionals and specialists, technical officers for edu-
cation and practice) [17, p. 30–31]. 
Comparison of certain characteristics of employees 
of the enterprise with the relevant parameters, require-
ments, standards is carried out at industrial enterprises 
by means of external evaluation and self-assessment 
with the performance of orientation and incentive func-
tions. The process of comparing certain characteristics 
of an evaluation involves several components, namely 
the evaluation procedure, the content of the evaluation, 
and the evaluation method. 
The evaluation procedure involves determining the 
location of the assessment, the subject of the assess-
ment, its order and the frequency with which it is used. 
The content of the assessment is to evaluate the personal 
qualities of the employees and their performance. The 
method of assessment is to identify and measure indica-
tors. 
Valuation is based on generally recognized princi-
ples, namely the principles of objectivity, comprehen-
siveness, systematic (sustainability), which allows the 
use of staff appraisal for the recruitment and placement 

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I. 
Smyrnova
, K.
Rudyka
184 
Економічний вісник Донбасу № 4(58), 2019 
of new employees; forecasting the promotion of em-
ployees; rationalization of methods and methods of 
work; building the efficiency of the system of work mo-
tivation; assessing the effectiveness of individual em-
ployees and staff. 
Comprehensive assessment of staff on the point 
system is widely used, which makes it possible to quan-
tify the most significant characteristics with the help of 
points, as noted by S.F. Pokropivny [18, p. 87–95]. The 
valuation of the personnel of an industrial enterprise is 
determined by the evaluation of the personnel, ie both 
each employee and the collective as a whole. 
This assessment complements the full characteri-
zation of the resource potential of the enterprise, indus-
try and enables management decisions to be made to im-
prove the functioning of the enterprise or subcomplex. 
Valuation of the personnel of the enterprise encourages 
specialists and managers of the enterprise for its effi-
cient use and profitable functioning, which results in the 
necessity to study the effective use of the personnel and 
in general the management of industrial enterprises.