Optimizing OSH Management Decisions Through Quantitative Evaluation

This work presents a novel methodology combining managerial competency assessment with mathematical modelling to support senior decision-making in the field of Occupational Safety and Health (OSH). The tool objectively predicts candidate performance across stable and crisis conditions, mitigating suboptimal decision risks that contribute to increased levels of injuries and occupational diseases. The methodological framework for evaluating candidates for the position of OSH Department was structured around four professional criteria, identified based on the specific requirements of occupational safety management in an industrial enterprise, and four potential operational states of the enterprise. Following expert assessment and the assignment of weighting factors, the alternatives were evaluated using the Hurwitz criterion for different confidence coefficient values. Candidate scores were largely uniform, indicating that unweighted expert surveys are inadequate for selecting an OSH Department manager capable of ensuring safety across all stages of organizational development. Effective personnel development requires flexible, production-specific training, regular knowledge assessment, interactive and remote learning methods, and structured knowledge exchange among industry organizations, supported by a centralized database of best practices in HR management and occupational injury prevention. The present findings indicate that, to enhance human resource decision-making in the OSH field, the adoption of advanced personnel analysis methods and systematic HR audits is recommended. The Hurwitz criterion has been shown to constitute an effective instrument for the formalized evaluation of senior management personnel responsible for OSH, facilitating both flexibility and objectivity in the selection of management alternatives. Furthermore, the study highlights several critical avenues for the optimization of HR potential in OSH organizations. These include the reinforcement of regulatory frameworks, the establishment of structured professional development programs, the implementation of mathematical decision-support models, and the enhancement of transparency and objectivity in personnel assessment procedures.