Indicators of the personnel security companies

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Indicators of the personnel security companies

Businesses are faced with a variety of factors adversely impact every day. Sometimes the very existence of the company becomes problematic as the threat environment affect its economic security. In this regard, the economic security ensuring is very importance for the effective functioning of the enterprise. The one of the important components of economic security is the security personnel. While businesses seek to protect themselves from external threats (competitors, suppliers, customers, contractors, the general environment - political, social economic status, etc.), their employees can be held no less a threat to the enterprise. And the threat of personnel companies recently increased. Therefore, the leadership of the business is the issue of personnel security, which applies to recruitment, selection, adaptation, testing, training, and staff. Research in the field of personnel security allow find detection by personnel and methods to ensure staff security.

Issues related to personnel security, dedicated work of many domestic and foreign scholars, such as Dzhobava A., Kibanov A., Kirichenko A. [1], Mihus I. [2], Mitrofanov А., Pidluzhnyi N., Chumarin I. [3], Shvets N. [4], Shchelokov V. et al. Issues analysis and evaluation of personnel safety entities surveyed experts: Balabanov L., Gorodnytsky B., Horowitz E., Kolot A., Krasnomovec V., Tsymbaliuk S. et al.

In the research of specialist in the field of personnel security Chumarina I. [3] essence of personnel security are defined as the relevance in modern terms, presents the factors that affect staff security.

In the research of Shvets N. [4] internal and external risks associated with the activities of personnel are considered, methods for detecting threats to security personnel are presented, ways of crime prevention personnel are proposed.

The group of the personnel security criteria, measures providing intellectual and human resources component of economic security, the steps and procedures for the selection of personnel to ensure personnel safety are presented in the book of Ortynsky V., Kernytskyy I., Zhyvko Z. [5].

The modern methods of estimation personnel security staff, based on using entities independent experts are presented in paper Mihus I. and S. Chernenko [2].

Despite the importance and relevance of these publications, personnel security issues of the nature and definition of analysis of enterprise security personnel indicators are not sufficiently studied.

The urgency of the issue and appointed a need for further research to identify indicators that are used in the analysis of personnel security, led to the choice of theme and purpose of the study. The purpose of this report is the studying of the nature and parameters of personnel security analysis.

The personnel safety is an important part of economic security each entity. Experts believe that the security personnel plays a dominant role in the economic security of the entity as Human Resources is primary. In this case, your own staff can carry a serious threat to economic status of the entity.

However, firstly, ensure that the definition of personnel specialists provide security. Shvets N. believes that security personnel - a state protected the company from risks and threats associated with personnel [1].

Kalinichenko L. understood personnel security as «a state of individuals, group company, its human potential and human resources management system that provides for the efficient use of economic capacity and development of the company. Accordingly personnel danger appears in the form of personnel risks and associated threats that rise to the crisis at the plant» [6, p. 86].

Kirichenko A. understood personnel security as «legal and informational support HR processes: addressing legal issues of labor relations, preparation of regulations that govern them, providing all the necessary information HR departments that are more personnel security functions or objectives» [1].

Chumarin N. examines the personnel security as «a process to prevent negative impacts on the economic security of the enterprise due to the risks and threats associated with the staff, his intellectual capacity and labor relations as a whole» [3].

Cherednychenko N. interprets the term «personnel security» «as a set of actions and interrelations of staff, in which an efficient economic operation of the business, its ability to respond to internal and external influences and risks related to the staff, diagnosis and prediction of the impact of staff on performance his intellectual capacity and labor relations in general» [7].

Thus, there are several approaches to the definition of «security personnel»: as a condition, as a process, as a set of events or actions.

Combining important components of each of the definitions, we consider it necessary to treat the security personnel as state personnel and management capacity in which the company opposes the external and internal threats associated with its own staff and operates effectively.

The importance of human resources component of economic security due to the fact that the main risks the company generated its own staff. These statistical studies show that about 51% of cases of economic crime has a staff of enterprises [8]. The structure of economic crimes according to their subjects are presented in figure 1.

personnel security qualification

Only an effective system to ensure personnel safety will allow the company to protect itself against threats attributed to staff.

Considering the nature of the threats to security company personnel necessary to identify such key factors of the internal environment [5, p. 34]:

- discrepancy qualification requirements for them;

- poor qualifications of employees;

- poor organization of personnel management;

- poor organization of training;

- inefficient system of motivation;

- errors in planning resource personnel;

- reducing the number of innovations and initiatives;

- departure of skilled workers;

- staff focused on solving internal tactical tasks;

- staff focused on the interests of the unit, the lack of corporate policy or it is «weak»;

- substandard test candidates for hiring.

Presented kinds of threats do not exhaust the whole list of them, as connected with people.

However, the safety of personnel by component influences of the environment, so we present the main types of external threats to the security of the personnel of the enterprise [5, p. 35]:

- provided motivation competitors better (not difficult for a lay schedule predict the transition to competition);

- guideline competitors for poaching;

- pressure on workers from outside;

- hit workers in different types of addiction;

- inflation (need to be considered when calculation over period of wage and planning).

Important in determining the most effective ways to ensure the safety of personnel is an analysis of the security personnel at the facility. The main groups of criteria in analyzing the safety of personnel is as follows [5, p. 36]:

- the size of the staff and its dynamics;

- skills and intellectual capacity;

- efficient use of personnel;

- quality of motivational system.

To begin the analysis of personnel security features appropriate to the dynamics of the number of employees in the company. This analysis makes it possible to assess how the company fits into the market economy, how well it can withstand competition in the market of the product and the labor market. On the availability of enterprise workforce dependent performance of the company, and thus economic security. Downsizing, for example, if it is not offset by productivity growth needs to clarify the specific reasons for the outflow of labor and develop recommendations to stabilize the situation.

To characterize the movement of workers and expect to analyze the dynamics of the main indicators [9, p. 378]:

- staff turnover rate of adoption - the ratio of the number of new employees into the organization for a certain period to the average number of employees for the relevant period;

- rate of turnover of personnel on disposal - the ratio of the number of laid-off workers with the organization for a certain period to the average number of employees for the relevant period;

- turnover ratio - the ratio of released on their own and for violation of labor discipline of the average number of employees for the relevant period;

- coefficient constancy of personnel - the ratio of the number of employees who have done all year, the average number of employees for the relevant period.

Amend figures are also possible as follows:

- intensity factor turnover - ratio and proportion of workers, and groups in the number of departures for reasons of fluidity to the share of the i-th group in the total number of workers [10, p. 23];

- «fixing» coefficient - the ratio of the number of people with some work experience, who left the organization for a certain period, the average number of employees during the corresponding period [10, p. 23];

- internal factor mobility - the ratio of the number of workers who changed jobs within the organization, the average number of employees during the corresponding period [11, p. 349350];

- subjects factor - the ratio of absenteeism (man-hours) to the total number of man-hours for the relevant period [12, p. 136-137].

Additional parameters that characterize the movement of personnel to analyze security personnel consider appropriate use of these indicators (from the work [13]):

- factor release staff working permanently - the ratio of the number of redundant workers on a regular basis for a certain period to the average number of staff in the relevant period;

- rate of release of personnel employed on a temporary basis - the ratio of the number of redundant workers on a temporary basis for a specified period to the average number of staff in the relevant period;

- factor released from the initiative of the organization - the ratio of the number of laid - initiated organization for a given period to the total number released for the relevant period;

- factor probation - the ratio of the number of employees who have passed probation for a certain period, the number accepted for a trial period for the relevant period;

- rate adaptation personnel - the ratio of the number of staff working up to 2 years in a given period to the total number of personnel involved on an ongoing basis for the relevant period;

- factor interprofessional internal movement of staff - the ratio of the number of intermovement in a given period to the total number of internally displaced staff in the relevant period;

- factor mizhkvalifikatsiynoho internal movement of staff - the ratio of the number mizhkvalifikatsiynyh displacement for a given period to the total number of internally displaced staff in the relevant period;

- ratio of internal organization personnel - the ratio of internal candidates (employees) in a given period to the total number of new positions, movements and replacements in existing positions for the period.

The analysis of these indicators is important for the assessment of the safety of personnel, as domestic and international movement of personnel directly and indirectly affects productivity, quality of work, the possibility of information leakage, etc. The important indicator of the security personnel state is the personnel turnover. The fluidity is the result of some workers recruiting and sacking other in the organization. Fluidity expressed additional ineffective cost, including:

- the social security cost and unemployment benefits;

- pay interim vacations benefits;

- idle machinery and equipment;

- costs for personnel selection;

- administrative expenses;

- decrease productivity.

The reason of these costs is necessity to have time for adapting the new employees and reaching the level of productivity laid-off workers.

However, some staff turnovers are useful for the company, for example, when the employee sacking would not have negative consequences.

Staff turnover calculating gave much information for management solution, but it is necessary accumulating staff turnover information. Ensuring economic security is important part of the enterprise. Human resources is an important part of economic security in an unstable economy and business personnel safety. It also comes one of the top positions, as threat of enterprise personnel recently increased. Therefore, the leadership of the business is the issue of security personnel.

Reason for leaving workers is that their needs are not being met at this job and they are looking better and favorable conditions of work.

It will track the trends in changes of personnel and to predict the likelihood of staffing problems. In the case when it comes to the movement of labor, due to dissatisfaction with the employee's workplace (working conditions, the amount of compensation rewards of work) to talk about the active form of fluidity. Staff changes arising from dissatisfaction of the employee usually referred to passive changes in personnel layoffs are different reasons for the organization [9, p. 378].

The negative effects of staff turnover can be a demotivation of employees who left their distrust of leaders, reduced productivity, personnel security breach. Therefore, dismissal of staff management is one of the most important functions of HR and requires concerted actions the company's management and personnel services.

Another group of indicators characterizing the enterprise security personnel are qualified and intellectual potential personnel. These parameters include [12, p. 136-137]:

- coefficient matching training to the level of complexity of work (Kk.v.) - the ratio of the average tariff level group of employees to the average tariff level of work performed;

- factor structure of staff (Ks.p.o.) - the ratio of the share of each of the constituent groups of staff to the average number of employees for the period. Thus, it is important factor that characterizes the number of highly qualified and skilled workers in the total number of employees.

We believe it is necessary to calculate and analyze as a factor that describes the proportion of staff with relevant experience (experience) of the total number of employees. In this regard, we present data describing the situation in the labor market in relation to the requirements for work experience. In 2012 requirements for experience professionals significantly decreased. Previously a core group of vacancies was marked «3-6 years», in 2012, significantly increased the number of sentences for those who worked only 1-3 years. Accordingly, group jobs «3-6 years» enriched by vacancies in the requirements for previously indicate experience of more than 6 years [14]. Structure of the major groups of jobs on the experience of experts is presented in Figure 2.

On the one hand are the factors that have the positive labor market because managers (institutions) provide better chances of employment of graduates. On the other hand not enough skilled workers can be a threat to personnel and economic security. This situation makes further action by management to enhance the experience and skills of their employees.

The third group of criteria for personnel security of the company describes the efficiency of the staff.

Completeness of staff valued by the number of working days and hours of one employee for the period of time and the extent of the fund of working time. Comparison of the nominal stock of working time actually spent time employee gives a general idea of the condition of working time in the company [9, p. 382].

Loss of working time can be caused by various objective and subjective reasons, not the plan: additional leave with permission, illness of employees with a temporary disability, absenteeism, downtime due to faulty equipment, machines, because of lack of work, materials, materials, electricity, fuel, etc. Each type of loss is analyzed in detail, especially those who depend on the company. Reducing the loss of working time for reasons independent of the labor collective, is for increasing production.

Fig. 2. Structure of the major groups of jobs on the experience of experts

Losses associated with the disease - a serious indicator that indicates conditions. This means you need to pay special attention to improving the conditions under which carry out their work duties of employees.

For estimating the intensity of staff using the system generally, private and subsidiary labor productivity.

Synthesis rate is average, and the average hourly production output by one worker and the average output per worker output in value terms.

Among the sacrament parameters include time spent per unit of production of a certain type (product complexity), or the output of a certain type in bulk at a m.-day or one m.-hour. Time spent on the execution unit of a certain type of work or amount of work performed per unit time are auxiliary parameters [9, p. 386-387].

Thus, the parameters that characterize the efficiency of personnel show the performance of the enterprise. That, in turn, shows the state of economic security.

The latter group of the personnel security evaluation criteria is the quality of the motivational system. This group includes such criteria as salaries and other financial remuneration. However, staff motivation is not limited by material means, and includes the so-called moral incentives. In general motivational techniques to include: - the use of money as a reward and incentive - imposition of penalties - the development of belonging - motivation through the work itself - recognizing achievements - encourage and reward group work - training and development of employees - restrictions limiting negative factors.

Motivation is considered a quality system that:

1) working environment meets the requirements (easy job, good physical working conditions, low noise, cleanliness, etc.);

2) the remuneration is competitive and fair (for performance), available social benefits (medical care, cultural holidays, paid meals, etc.);

3) the employee is experiencing its own identity and the need for the company, respect, acceptance, approval from colleagues and managers, there are good relationships in the team;

4) there is an opportunity for employees to training, career development, self-expression;

5) work with employees is of interest, the work is complicated, requiring skill growth, etc.

Analyzing these criterias is probably the most difficult thing because that that is subjective. But the lack of motivation is one of the main factors reducing personnel safety. Doing progressive system of financial and other incentives, in addition binds employees to the company, so that the staff cannot get them in competing organizations.

Thus, the analysis and assessment of the personnel safety by using these indicators will allow looking for more effective ways to ensure the personnel safety, and thus the safety of personnel. However, the range of presented indicators are basic and can be expanded depending on the goals and objectives of the personnel security analysis.

Providing economic security is possible only if the establishment of appropriate systems to ensure personnel safety. Systematic analysis of enterprise security personnel using these indicators creates conditions for effective enterprise development.

Mentioned topic is very relevant to enterprises and institutions in modern terms. Analysis and maintenance personnel security are requiring to further study.

Literature

personnel security qualification

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