Аннотация
The article examines the organizational contradiction that arises between the formal formalization of employment relations and the employee's actual readiness to perform the assigned work.The objectives of the development focus on: The signing of an employment contract, the issuance of an order, and the assignment of a personnel number confirm the emergence of employment relations, but in themselves do not guarantee that the employee has been assigned a workplace, provided with the necessary access, issued with the necessary tools, has their qualifications confirmed, has received training, has completed safety procedures, and has ensured the correct transmission of data to the payroll system.As a result, the organization may simultaneously consider the employee to be hired and yet be unable to fully utilize their labour.The methods and approaches used include: To address this problem, the authors propose the concept of the threshold of personnel readiness to control state of the personnel process in which documentary, organizational, qualification, production, digital, resource, and calculation conditions are aligned and allow an employee to begin work without critical personnel gaps.The results of the study present: A seven-circuit model of readiness has been developed; formulas for integral and diagnostic assessment have been proposed, as well as indicators of the synchronization gap between the planned start date, the actual start of work, and the moment when full readiness is achieved.Special attention is paid to the digital gateway for personnel readiness, which does not replace the decision of the manager responsible but combines the confirmations of various participants in the personnel event.The main conclusions prove that: It is shown that the digitalization of hiring should culminate not in the creation of a personnel document, but in the confirmed inclusion of the employee in the human and production circuit of the organization.The proposed model can be applied when designing processes for hiring, transfer, admission after training, return from a long-term absence, and changes in job functions.