{'fraction_non_alphanumeric': 0.011612021857923498, 'fraction_numerical': 0.0047814207650273225, 'mean_word_length': 5.976190476190476, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
METHODOLOGICAL APPROACH TO ASSESSING THE EFFECTIVENESS OF ORGANIZATIONAL DEVELOPMENT OF ENTERPRISE

The organizational development concept has been developing since the 1930s. And there are two main trends: research and practice of laboratory training; analysis of the organization and feedback systems. The classical concepts and definitions of organizational development were based on the fact that the main way of organizational development professionals is to help organizations solve problems that hinder the efficient use of human resources; create an organizational environment that stimulates the development and self-improvement of the employee of the organization and achieve more successful and productive functioning of the organization as whole. Modern concepts of organizational development emphasize the maximum integration of individual needs and interests of employees, goals and objectives of the organization as whole, as well as the creation of structures, systems and processes that would provide continuous improvement of the organization. The set of characteristics developed by us for determining the state and evaluating the effectiveness of organizational development fully meets certain requirements for these characteristics. All indicators are calculated as a percentage, their optimal value is 100%, thus, the better the state of the enterprise in terms of organizational development, the higher the values of the developed indicators