Labor productivity remains one of the most reliable indicators of a firm’s competitiveness, yet small business enterprises consistently realize only a fraction of their productive potential. This article examines the mechanisms through which small firms can identify hidden labor productivity reserves and convert them into measurable results. Drawing on a systematic review of the literature, a comparative analysis of management practice, and secondary statistical data, the study distinguishes diagnostic mechanisms that make reserves visible — working-time analysis, factor decomposition, benchmarking, and a system of key performance indicators — from mobilization mechanisms that activate them, including incentive design, lean and continuous-improvement methods, investment in skills and multi-functionality, selective digitalization, and the reorganization of work. The analysis shows that, unlike in large enterprises, the reserves of small firms lie less in capital-intensive technological change and more in work organization, motivation, and the quality of managerial attention. An integrated strategic cycle is proposed that treats the identification and mobilization of reserves as a single, continuous management process. The findings are applicable to entrepreneurs, advisory institutions, and policymakers, particularly in emerging economies where this sector carries a growing share of employment.

The article provides a theoretical and practical analysis of the evaluation of the labor activity of employees based on the system of important performance indicators (KPIs) at industrial enterprises of Kashkadarya region, analyzes the material and non-material incentives that affect the system of evaluating the effectiveness of labor activity of employees, the organized labor and management system, as well as staff turnover based on the results of a social survey, considered as the final result, relevant conclusions and proposals have been developed.

This article is devoted to the fact that as a result of the consistent implementation of economic reforms in the country, changes are occurring in all sectors of the economy, including in the sphere of material production, and the place and role of agriculture, which is an important component of the sphere of material production, is becoming increasingly important in the occurrence of these changes. In particular, it is emphasized that it is an objective necessity to pay attention to the problems of providing the sector with personnel in the conditions of multi-structured agriculture in the context of the further development of market relations in Uzbekistan.

The purpose of the study is to study the theoretical and practical foundations of
human capital development factors in the process of implementing concepts and strategies for the socio-economic development of Uzbekistan. Analysis of practical work aimed at improving science, education, health and culture for the development of human capital in the new Uzbekistan, development efforts along with world civilizations and countries of the world. In the process of forming human capital in the interests of innovative development, it is aimed at education, knowledge, skills, abilities, motivation, professional orientation of the individual, training of carriers of new knowledge, the formation of social demand and the development of competencies
that satisfy needs.