In today's conditions, the problem of creating an innovative microeconomic system as a new effective management structure is becoming extremely urgent. And the innovative development of the microeconomic system, in turn, depends entirely on the effectiveness of the functioning of the personnel, each subject of innovative activity separately and in interconnection with each other.
Therefore, personnel certification is a comprehensive assessment of not only highly professional knowledge and skills of employees, but also the determination of their willingness to work in an innovative economy. The key point in understanding the role of certification in such conditions is that personnel in such an economy becomes a direct part of capital, forms human capital itself, which forms other forms of capital: financial and economic capital, production and technological, scientific and technical, organizational and managerial, marketing information technology. In a word, certification of personnel should, in addition to assessing the current contribution of the employee to the activities of the enterprise or institution, evaluate his prospects for capital, make an analysis of the impact of its basic forms on innovative development.
The main parameters of the study of the qualities of personnel to which certification should be directed are its components: initial (basic), labor, intellectual, social, mobile capital, cultural, moral and organizational and entrepreneurial potentials, as well as important capital of health.
During certification, one should take into account the principles and conditions under which these forms of human capital are capitalized, that is, they become a direct factor in creating the company's profit:
- accumulation of a stock of human health and knowledge at the stages of life;
- using the stock of knowledge and skills in the interest of development;
- increase in labor productivity (will lead to an increase in employee earnings);
- income growth (motivates the employee to make additional investments).
A man is a carrier of knowledge that is formed and developed in the process of his professional activity. In this aspect, certification is designed to assess a person’s ability to develop, produce, implement an innovation, and also manage it.
Marketing tools necessary for the implementation and promotion of innovation, is also an important subject of certification activities.
Labor potential is created and develops throughout life with the accumulation of experience, skills, education. Qualification is an integral part of it and represents the level of professional suitability of the employee. A person with a higher level of education receives a more profitable and well- paid job. Certification is designed not only to assess the current level of these indicators, but to determine the employee’s willingness to continue education and professional development. At present, it is beneficial not only to receive education, but also to invest money adequately in it, since education directly affects labor productivity and the effectiveness of the innovation system as a whole. Investing in it is much more effective than in another factor of production. The importance of intellectual capital is manifested directly in the activation of innovative processes in enterprises.
Intellectual potential has acquired its relevance relatively recently. Investing in it is becoming more common. This area is now rapidly developing, therefore, personnel certification should evaluate all these trends and consider them in the context of the prospects for the development of the enterprise as a whole and the contribution of each employee to this development. The definition of intellectual potential, as a rule, has a very vague and relative character and usually involves the sum of the skills of the company’s staff to ensure competitiveness. Depending on the type, complexity and scale of innovation, the role of knowledge in the innovation process is crucial. For more radical innovations, new knowledge must be created and applied in a wide variety of contexts.
Social capital can be evaluated through its functions - this is a set of certain characteristics that a person possesses. They represent such aspects of social qualities that contribute to human activities within social structures. A group of workers (that is, staff) works more efficiently than one in which there is no favorable interpersonal relationship. Social capital is the common good, which is created through serious efforts and a long time.
Mobile potential is especially significant in the conditions of continuous and dynamic development of the innovation system base. In these conditions, the employee as a result of necessary labor movements acquires knowledge that is comprehensive in relation to the activities of the enterprise.
Organizational and entrepreneurial potential has significant specificity in comparison with others. The possession of huge resources, know-how, trade secrets allows you to turn organizational and entrepreneurial capital into a special kind of human potential. Entrepreneurship should be carried out by representatives of all management levels. It is necessary to identify and stimulate the entrepreneurial potential of employees. The specific abilities of a person to solve the tasks in an unconventional, non-routine manner, his initiative and awareness of risk, the desire for effective action are expressed as entrepreneurial abilities. A new stage of rethinking the concept of “entrepreneurial abilities” and increasing the role of human potential in general, and entrepreneurial abilities in particular. For the development of an innovative enterprise, it is not so much natural resources and production capacities that are important as the intellectual level and innovative abilities of entrepreneurs. It is where such a resource exists, and innovative development takes place.
The complexity of the analysis of human potential is determined by the fact that its impact on sustainable innovative development is multidimensional and ambiguous. In addition, certification of personnel has a special role and stands out among other forms of work with personnel in the framework of the innovative development of the enterprise. An example of this is the situation that has developed in the domestic business with the staff of accountants. On the one hand, the labor market is full of offers, on the other hand, enterprises are experiencing acute hunger in professional accountants. To solve this contradiction just, and certification of professional accountants can. Practice shows that neither the applicant’s self-esteem of his professionalism, nor the formal sources characterizing his labor potential, can provide such exhaustive information about the employee and his prospects.