Организационно-экономические методы обеспечения роста индивидуальной производительности труда рабочих кадров высокотехнологичных промышленных предприятий
The object of the research is the aggregate of organizational and economic relations in the process of managing the improvement of high-tech industrial workers individual labor productivity. The subject of the research is the concept of improving the methods of managing the growth of the individual labor productivity of high-tech industrial workers, which are formed within the system of staff training as a factor in the labor productivity growth. The aim of the research is to find and conceptualise the organisational and economic methods for achieving the labor productivity growth at the individual level in high-tech production. Basic theoretical conclusions of the article. The research revealed that while defining the essence of the high-tech production workplace it is necessary to take into account the following factors: - Standardisation at the level of the enterprise and the sphere of economy of unique (new) types of professional activity for the labor market and the competencies of workers; - Specialisation of workplaces differentiated by the number of working operations; - Equipment with highproductivity intelligent equipment and technologies; - Increased requirements for the production standards implementation; - Increased requirements for the quality of compensation package. There determined a correlationbetween the mentioned above factors and organisational and economic functions, due to which the aggregate of strategic responsibility zones for the achieving the labor productivity growth at the individual level in high-techproduction is formed. Competency approach implemented in resolving the problem of labour productivity growthhelped to form oraganisational and economic model “3 A” aimed at management of the potential growth of workers labour productivity. The model is based on competency element: assessment and development such corporate competencies as “activeness” and “ability to analyse”, actualization at the level of the enterprise of the organisationa and economic elements: the mentioned above factors of high-technology workplace. All in all, in order to resolve the problem of individual productivity growth of workers it is necessary to accurately choose strategic responsibility zones for the individual productivity growth, to ensure that the system of staff training aimed atforming the corporate competencies is developed. The research conclusions form an aggregate of perspectiveresearch tasks on formation of mutual agreement between the directions of individual labour productivity growth and the system of staff training based on competency approach.