Economic Confidence as a Factor in Personnel Certification

• Published in: Problemi ekonomìki Vol. 3; no. 37; pp. 69 - 74
• Main Authors: Bonetskyy Orest O., Zhelizniak Roman Yo
• Format: Journal Article
• Language: English
• Published: PH "INZHEK" 01.09.2018
• Subjects: confidence; economic confidence; loyalty to the organization; personnel certification
• ISSN: 2222-0712; 2311-1186

In the article there developed a model of personnel certification of an enterprise, which takes into account two factors: loyalty of employees to the organization (based on other studies, the factors determining loyalty are used) and level of economic confidence of managers of the organization in its employees. The interpretation of the category “career growth rate of an employee” is proposed, and favorable and unfavorable conditions for career progression of an employee are substantiated. It is recommended that in the model of personnel certification of an enterprise, the threshold of economic trust be taken into account, i.e., the level of economic trust, which differentiates economic trust in an employee and economic distrust to him/her. There identified the ranges of economic trust, in which, in combination with clusters of employee loyalty to the organization, an accelerated, average, slowed career growth rate or lack thereof is possible when setting new important or complex tasks. The study substantiates the procedure for determining the belonging of an employee in the organization to a cluster of employee loyalty (an employee’s belonging to the core or periphery of the organization is additionally differentiated) and the level of economic trust of managers to an employee, as well as the number of clusters. The procedure for certifying employees depending on whether his/her belongs to a cluster and on talents to solve more complex or important tasks of the organization is argued. It is revealed that an employee’s belonging to a cluster is a time-varying value (through a time-varying personality structure, which changes priorities and motivation of the employee, or changes in the organization’s internal environment in a direction that does not coincide with the employee’s expectations), therefore employees should be checked with a certain frequency for their loyalty to the organization, and the level of economic trust should be recalculated based on the results of their work and achievements.