Assessment of career potential of employees in the system of the enterprise human capital management

The relevance of the study is due to the need to improve the human capital management system of enterprises, due to the problem of shortage of qualified specialists. It is shown that for enterprises, a comprehensive assessment of the career potential of employees is of great interest among the tools for managing human capital, the results of which can contribute to the formation of recommendations aimed at increasing labor productivity. The purpose of the article is to develop a comprehensive methodology for assessing the career potential of employees as a systemic tool for managing the human capital of an enterprise. The scientific novelty of the study lies in the development and substantiation of a comprehensive methodology for assessing the career potential of employees of an enterprise, which integrates objective and subjective indicators, and also contributes to the formation of individual trajectories of employee development to improve the efficiency of the enterprise as a whole. The theoretical basis of the study is the works of domestic and foreign authors devoted to the development of ideas about the career, personnel potential of employees and the management of human capital of the enterprise, as a whole. The use of the index research method made it possible to form integral assessments that give an idea of the objective and subjective indicators of employee performance. Visualization of the results is presented in the form of a positioning map. The empirical basis of the study was formed by the data of the questionnaire survey of employees of three structural divisions of the machine-building enterprise, as well as the information provided by the HR department. A total of 31 employees were surveyed. The result of the study was the developed methodology for assessing the career potential of employees, which is aimed at identifying promising employees with the necessary competencies and qualities. The proposed methodology is based not only on the assessment of objective indicators of employees characterizing their productivity and experience, but also on the assessment of subjective indicators reflecting the personal characteristics and internal motives of employees. This methodology was tested, in each of the three divisions of the enterprises (technological, design departments and production) employees were identified for the career reserve. The results obtained made it possible to give recommendations on the development of career potential to all assessed employees, depending on their placement on the positioning map.