Trends in the formation and development of personnel potential in the context of transformational changes in the economy of Ukraine

Purpose. The purpose of the article is to develop a toolkit for assessing the readiness of personnel of high-tech enterprises to change as a key prerequisite for the innovative transformation of the national economy and increasing the efficiency of using human resources. Methodology. The research uses general scientific methodology: analysis, synthesis, systematization, comparison method. Data from statistical reporting, which are publicly available, were used for calculations. A sociological study was used to assess the level of readiness of a company’s personnel for changes, within the framework of which the authors’ own form of employee questionnaire was created. In the process of creating the questionnaire and assessing its reliability, the criteria of asymmetry and kurtosis, Cronbach’s α coefficient, the Kaiser-Meyer-Olkin consistency criterion, as well as indicators of questionnaire norms (arithmetic sample mean and standard deviation) were used. Based on these approaches, an authors’ model for diagnosing the level of personnel readiness for change was formed, which allows quantitatively and qualitatively measuring key parameters of personnel adaptation. Findings. As a result of the study, the specifics of the assessment, use and development of the human resources potential of modern enterprises were substantiated, a set of organizational measures and management tools aimed at increasing the flexibility, stability and innovative activity of personnel was determined. A questionnaire was developed and tested to assess the individual and group readiness of employees for organizational changes, which provides the possibility of operational diagnostics of the level of human resource adaptability at enterprises operating in the field of research and development. Originality. The novelty of the research lies in the formation of an authors’ toolkit for assessing personnel readiness for change, which combines quantitative indicators of work behavior and qualitative characteristics of psychological and professional mobility of employees. Principles of adapting the system of human resource development to the conditions of innovative transformations are proposed, which expands the theoretical basis of personnel management in the period of deep structural transformations of the economy. Practical value. The practical significance of the results lies in the possibility of using the proposed questionnaire by managers and personnel management departments to increase labor productivity, optimize management decisions, form motivational programs, and strengthen the personnel stability of the enterprise. The recommendations obtained contribute to the improvement of the personnel development system in conditions of increased dynamism of the external environment and the need for rapid adaptation to innovative changes.