HR-СТРАТЕГІЇ ТА ТЕХНОЛОГІЇ УПРАВЛІННЯ КОМПАНІЄЮ В УМОВАХ ПАНДЕМІЇ COVID-19

Abstract

In 2020, one of the main factors influencing international business processes was the spread of the COVID-19 pandemic. In response to the COVID-19 pandemic, there have been significant changes in the activities of many countries and companies around the world. The development of personnel management technologies is characterized by modern ones trends, among which can be distinguished such as technological progress; mobility and other features of the new generation; new guidelines in communications and group work staff. Certain trends are intertwined. Technological progress in first of all it changes people, their habits, mobility in communications. In addition, the structure of the organization, its information environment changes. Emphasis in management staff focus on such human qualities as emotional intelligence, creativity, emotionality. Clear balancing of different activities of the company, reduction of routine operations and their executors, increase of a share of creative work, giving more weight to creative staff - trends in the organization of the future. Management technologies are changing under the influence of the COVID-19 pandemic and have their own characteristics. According to the mission of the organization and the individual, from development strategy to specific operational plans. The organization of relations with the employer also suffers changes both in the formal plane (today employees have several employers; work as freelancers, contractors, etc.). In addition, technology is changing interaction and organization of group work. The development of the management system of an international company involves the formation of a strategy for the development of the organization, HR-strategies that contain the values of the organization as a producer of goods and services and as an employer; enables the development of corporate culture and positioning of each employee in relation to the development of the organization. This approach allows us to consider modern technologies of personnel management in accordance with the main sub-functions. Among them: strategic workforce planning; search, selection of personnel; staff training and development; personnel efficiency management; staff motivation through recognition and rewards; career development of staff, motivation for leadership.