Methodological tools to ensure economic security in the personnel management system of enterprises

 
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E3S Web of Conferences 135, 04008 (2019)
ITESE-2019
https://doi.org/10.1051/e3sconf/201913504008

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Table 3.
Enterprise personnel assessment test.
№ 
Questions 
Answer choice 
Points 
1.
Age 
Under20 
2 
20 to 24 
4 
25 to 29 
6 
30 to 34 
35 to 39 
40 to 44 
45 to 49 
Over 50 
7 
8 
5 
3 
1 
2.
Education 
Higher professional education 
1 
Secondary general education 
2 
Secondary vocational education 
3 
3.
Experience 
From 1 year 
1 
1 to 3 years 
2 
3 to 5 years 
3 
5 to 10 years 
More than 10 
4 
5 
4.
Experience in the specialty 
Yes 
2 
No 
1 
5.
Advanced training 
On speciality 
3 
Other educational programs 
No 
2 
1 
6.
Chronic disease 
Yes 
1 
No 
2 
7.
Pernicious habits 
Yes 
0 
No 
1 
8.
Alimony 
Yes 
0 
No 
1 
9.
Criminal record 
Yes 
0 
No 
1 
10.
Rent or loan debts 
Yes 
0 
No 
1 
11.
Administrative offence 
Yes 
No 
0 
1 
12.
Absentee days to work 
With good reason 
Without good reason 
Not to miss 
3 
1 
2 
13.
The presence of their own homes 
Yes 
No 
2 
1 
14.
The presence of the vehicle 
Yes 
No 
2 
1 
15.
Do You spend a lot of time on social media during 
working hours (except for activities related to 
professional necessity). 
Yes 
No 
Rarely 
Work only 
1 
2 
3 
4 
16.
Foreign languages skills 
Don't know 
1 to 3 
More than 3 
1 
2 
3 
17.
Knowledge of foreign languages 
Don’t speak 
Elementary 
Intermediate 
Advanced 
1 
2 
3 
4 
18.
PC usage level (Word, Excel, Power Point, 
Photoshop, Internet) 
Basic 
Intermediate 
Advanced 
1 
2 
3 
 
 
 
7
E3S Web of Conferences 135, 04008 (2019)
ITESE-2019
https://doi.org/10.1051/e3sconf/201913504008

---

Table 4.
Assessment test of the enterprise personnel management system. 
№ 
Question 
Answers 
Yes 
No 
Don’t 
know 
1.
Are you satisfied with your position at this place of work? 
2.
Are you satisfied with your salary? 
3.
The presence of trade unions that defend the interests of 
employees to the employer 
4.
With the right offer, are you ready to quit your old job? 
5.
Do you think that many important events in Your life were 
related to work? 
6.
Is the paperwork carried out correctly by personnel services? 
7.
Does the organization control the objective of the analysis 
documentation, eliminating financial and other irregularities? 
8.
Is there control over the document flow for personnel records? 
9.
Are you ready to undergo vocational training or professional 
development, if it will help You in your career growth? 
10.
Does the sequence of control approved by the organization, 
reliability, timeliness, confidentiality, accuracy of registration of 
information? 
11.
Is there a general control of automated information systems in 
the agricultural organization? 
12.
Does this organization program control of economic and 
financial operations? 
13.
Does the organization determine the order of information 
management? 
14.
Are job descriptions observed in the organization? 
15.
Does the organization have a Provision for the protection of 
personal data? 
16.
Do You consent to the processing and transfer of your personal 
data? 
17.
Is it necessary to create a separate Economic Security service at 
the enterprise, to control personal data, confidential information, 
intangible assets, to prevent illegal actions of employees? 
18.
Are you satisfied with the work of the personnel service? 
19.
Would You like to participate in tests or surveys to improve the 
work of the HR Department? 
20.
Would You like to participate in activities to strengthen the 
workforce? 
Table 3 and 4 provide snippets of test questions that will help the employer better assess 
the employee and determine whether he poses a threat to the economic security of the 
organization. 
The main personal characteristic of a potential applicant is age. Any selection of 
employees is based on age division. This figure should be scrutinized and updated in 
respect of the employees of successful and having high performance.
As a rule, most employers try to hire employees based on their level of education. The 
higher the education, the more preferable for employers will be the employment of the 
future employee, as employers strive for a high intellectual potential of the enterprise team. 
However, these indicators should be justified by achievements in work. The employer must 
examine the employee's education and provide appropriate employment. 
Employers most often try to select employees with a level of experience above the 
average. Since they believe that if a person has worked in this position for a certain amount 
of time, then he is not afraid to do the same job and will do it at a high level. 
As practice shows, business leaders often prefer middle-aged employees from 30 to 45 
years, with higher education and with experience of at least 6 years. 
One of the ways to determine the quality of the employee is his experience in the 
specialty and the availability of higher and secondary vocational education. 
8
E3S Web of Conferences 135, 04008 (2019)
ITESE-2019
https://doi.org/10.1051/e3sconf/201913504008

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The employer prefers to see a healthy employee without chronic diseases and bad habits 
at work, assuming the appropriate load or duties to the profession. Knowledge about the 
physical condition of the employee will help to avoid the organization of complaints about 
various compensations. 
Another thing that is very important to pay attention to when assessing the staff is 
alimony, criminal record, administrative offenses, debts. All these indicators are extremely 
negative internal threats to economic security and can have serious consequences. How an 
employee feels about his or her work can be determined by his or her absences from work. 
If a person allowed himself to miss work often and without good reason, then such an 
employee will also be a threat to economic security because of his unreliability. 
An employee's own housing usually implies a more stable social position, which 
excludes the possibility of additional earnings that affect his productivity and ability to 
work at the main place of work. An employee who has a vehicle is more mobile, can use 
personal transport for official purposes. The employee is not connected with social 
networks in his professional activities, and a lot of time devoted to them, is a negative 
factor in terms of his constant distraction from professional activities, and the possible 
disclosure of confidential information discredits the employee and the employer. 
Language proficiency is considered a good advantage in staff selection. An employee 
who speaks several languages will be able to prove himself during foreign diplomacy: 
negotiations or business correspondence.
The level of knowledge of a personal computer largely affects how much time an 
employee spends performing each task. This is determined by their administrative 
competence. High level of PC proficiency means that the organization will not have 
material costs associated with training and elimination of intentional/unintentional errors on 
the part of employees. 
If there are no relevant regulatory requirements for the quality indicators of the 
employee, they must be specified in the internal regulations on the basis of the average 
assessment of successful employees. 
The information obtained during the analysis will be the basis for further planning of 
economic security in the personnel management system. In the future, the human resources 
Department or individual units will be easier to select potential candidates for a certain 
position. If the assessment of all these staff indicators is not taken into account or very little 
attention is paid to it, it can lead to personnel risks. And personnel risks are internal threats 
that directly affect economic security.
During the assessment, tests containing a list of questions that take into account the 
specifics of the work at the enterprise are filled in personified. When scoring answers to 
questions it is recommended to proceed from the following: Yes-3 points; do not know – 2; 
no, never – 1. The level of economic security in the personnel management system will be 
assessed by the formula: 
2
/
n
/
m
/












m
n
PMS
PA
E
E
Е
1
1
i
j
(1)
 
where E-assessment of economic security in the personnel management system; E
PA 
- 
personnel assessment; E
PMS
- assessment of the personnel management system; m-the 
number of participants in the assessment; n-the number of participants in the assessment. 
The final assessment of economic security indicators is recommended to be determined 
depending on the values of the indicators for both questionnaires on the basis of table 5, 
which is the resulting methodology and describes the final result of the assessment[15].