PERSONNEL LOGISTICS AS A TOOL FOR INCREASING THE EFFICIENCY OF MANAGEMENT OF THE ENTERPRISE'S PERSONNEL POTENTIAL

The article investigates the theoretical foundations and practical aspects of applying a logistic approach to enterprise human resource management. It considers personnel logistics as a strategic tool for enhancing the efficiency and adaptability of HR policies in contemporary organizational environments. Based on a critical analysis of academic literature, the study identifies the absence of a unified definition, conceptual structure, and standardized methodology for the notion of “personnel logistics.” It is substantiated that personnel logistics should not be treated as a standalone discipline, but rather as an integrative component embedded within broader logistics systems, including procurement, warehousing, distribution, and transportation. The article proposes a structured model of personnel logistics that consists of three interconnected subsystems: management of inbound personnel flows (focused on recruitment, selection, initial adaptation); internal flows (including staff evaluation, development, motivation, career progression, and talent retention); and outbound flows (involving staff turnover management, layoffs, and coordinated workforce reduction). Special emphasis is placed on the role of professional appraisal systems, informational and psychological support mechanisms, and flexible employment practices that enhance organizational stability and optimize workforce utilization. The article introduces the concept of an employee as an internal consumer of HR services, underscoring the increasing relevance of intellectual capital and human potential in creating enterprise value. Applying logistics-based principles in HR management is shown to enable a cost-effective, process-oriented, and holistic approach to workforce planning and resource allocation. The findings confirm that integrating logistic tools and practices into personnel management can significantly contribute to enterprise sustainability, resilience, and competitiveness in the face of dynamic labor market conditions and shifting external factors. This interdisciplinary perspective opens new avenues for the development of innovative human capital management strategies.