ENTERPRISE HUMAN POTENTIAL MANAGEMENT: AN ANALYSIS OF THE RECRUITMENT AND PERSONNEL SELECTION SYSTEM

The article examines the organizational and economic aspects of developing an enterprise’s human potential through the improvement of recruitment and personnel selection systems. It is substantiated that the quality of human resources is largely determined by the effectiveness of employee attraction, assessment, and selection procedures, which constitute one of the key factors ensuring the sustainable functioning and development of an enterprise. Particular attention is paid to the relationship between the characteristics of human potential and the organization of personnel management processes. The empirical basis of the study consists of data obtained from a food industry enterprise. To assess the state of human potential, an integrated approach was employed based on the analysis of indicators such as employees’ income levels, personnel qualification structure, professional experience, educational attainment, and age composition. The results of the assessment revealed a moderate level of human potential development, accompanied by certain internal constraints related to the personnel structure and the organization of human resource management. The analysis of the existing recruitment system revealed the predominance of traditional candidate search and selection methods, insufficient formalization of interviewing procedures, and limited use of analytical tools for applicant evaluation. These features affect the quality of personnel decisions and the effectiveness of workforce formation. Based on the findings, the study substantiates directions for improving recruitment procedures, including the introduction of structured candidate assessment methods, the development of HR analytics, and the enhancement of objectivity in employee selection. The implementation of these measures will contribute to a more effective development of the enterprise’s human potential.

enterprise human potential, recruitment, personnel recruitment and selection, human resource management system, integrated assessment, personnel qualification structure, employees’ professional experience, personnel movement, staff turnover, effectiveness of recruitment procedures.

1. Avezova M.M., Ishanova S.S., Mansurova F.F. Comparative Characteristics of the Results-Oriented Motivation System of Industrial Enterprises in the Sughd Region of Tajikistan // Bulletin of the Polytechnic Institute of Tajik Technical University (PITTU). – 2023. – No. 4 (29). – pp. 66–79.

2. Akramova Z.B., Solieva M.Q. Analysis of the State of Human Capital and Its Impact on the Innovation Activity of Light Industry Enterprises // Bulletin of Tajik National University. Series of Socio-Economic and Social Sciences. – 2023. – No. 10-2. – pp. 112–121.

3. Akramova Z.B., Tursunova Sh.T. Labor Force Management System in Light Industry Enterprises // Bulletin of the Polytechnic Institute of Tajik Technical University Named after Academician M.S. Osimi. – 2023. – No. 3 (28). – pp. 83–93.

4. Akramova Z.B., Khasanzoda F.A. Study of the Main Factors of Labor Turnover in Industries in the Context of Sustainable Regional Economic Development (on the Example of the Sughd Region) // Effective Development of Regional Socio-Economic Systems in Modern Realities: Innovation, Sustainability and Security. – Vladimir, 2023. – pp. 42–48.

5. Dessler G. Human Resource Management / translated from English. – Moscow: BINOM, 2017. – 800 p.

6. Ivanova S.V. The Art of Personnel Recruitment. – Moscow: Alpina Publisher, 2021. – 318 p.

7. Kibanov A.Ya. Human Resource Management of an Organization: Textbook. – Moscow: INFRA-M, 2020. – 695 p.

8. Odegov Yu.G., Zhuravlev P.V. Human Resource Management: Textbook. – Moscow: KNORUS, 2018. – 640 p.

2026-08-25