The concept of Smart City urban development began to be actively discussed in the early 2000s. At the same time, the first cities began to appear, forming their development strategies based on the concept. Today, the number of Smart Cities is actively growing and, according to McKinsey research, their number will reach more than 600 in the coming years. The popularity of this concept is growing due to the fact that it is based on the latest trends in sustainable urban development, and successful practices of applying the concept of Smart City are becoming a model for the formation of the strategy of cities that are just starting this path. The first mentions of the Smart City concept in scientific publications were related to the topic of digitalization of various spheres of the city's life. However, at present, in the world more and more attention is paid to the formation of an appropriate system of city management, which makes it Smart and ensures the implementation of the city development strategy, taking into account the Smart City concept. The article analyzes the international practice of formation and development of leading smart cities. The main tendencies of the formation of management systems are revealed, and the main principles of the development of the city's strategy are formulated. The article discusses an approach to systematic work to improve the city's target indicators in the selected strategic areas, which has shown its effectiveness in practice. The author's model of modern city management has been developed, based on the best world practices for the development of Smart Cities, corresponding to the standards and principles for the formation of world Smart Cities ratings

In the article, the scientific and practical relevance of the development of theory and methodology of the personnel competitiveness management has been examined. The article considers theoretical ideas about the relationship of the concept of the personnel competitiveness with such interrelated phenomena as competitive potential , labor potential , enterprise competitiveness , competitiveness of goods and services , and more. Based on the conducted theoretical studies, an original methodological approach to assessing the competitiveness of personnel has been developed by the author. The results of the conducted empirical studies on the influence of the personnel competitiveness on the labor efficiency indicators with substantiation of the representativeness using the method of cluster sampling have been presented. Direct empirical dependences of labor efficiency on indicators of the competitiveness of personnel have been established and theoretically explained.

The article presents a comparative analysis of the innovative activity of small and large enterprises of the most technologically advanced industry in Russia: medicines and materials production. The results of the foreign studies review made it possible to clarify the small innovative businesses’ role and their innovation processes' specific features. As a result, the posed task was to identify and substantiate the specifics of the innovative activity of domestic enterprises of various scales of the most technologically advanced industry in Russia. To this end, an empirical study of the innovation processes' patterns was carried out using data from 345 Russian pharmaceutical companies' sample. As a result, a matrix of the industry's innovation profile and positioning maps of innovative enterprises of various production scales were developed. The matrix made it possible to identify the features of the innovative activity of enterprises depending on the business' age and size. The small and large enterprises positioning maps were built in the coordinates “Share of intangible assets in assets” – “ROS” and “Age” – “Frequency of innovations”. They did not confirm the linear relationship between the relevant criteria. However, it allowed us to draw an important conclusion about the influence of the regularity of investments in innovations (over 80% of the company's life) on the companies' life expectancy, that is, on their survival. In addition, the study results confirmed the relevance of the development of methodological tools for assessing innovative potential, adapted to the small businesses specifics

The article describes the authors' methodology for staffing innovation activities, provides the requirements for information support in the management process, including the principles, methods and algorithms for collecting and processing information necessary for making decisions. The model has been tested at a large industrial enterprise in the city of Chelyabinsk. Within the framework of approbation, the consistency of the proposed tools has been confirmed, and the implementation of the methods of allocating human resources proposed by the authors makes it possible to increase the efficiency and speed of implementation of innovative projects of the enterprise