Company Personnel Research Articles

ФАКТОРНИЙ АНАЛІЗ МЕТОДІВ ТА ПРИНЦИПІВ ЕФЕКТИВНОГО ЛІДЕРСТВА

Abstract. Тask statement. The purpose of the article is comprehensive analysis of the key methods and principles of effective leadership through the use of factor analysis, which is based on the systematization of the main factors affecting successful leadership in organizations. A variety of methods and key principles underlying successful management, based on the principles of effective leadership and maximum involvement of the company's personnel, have been explored. A systematic analysis and identification of factors that contribute to the formation of an effective leader, as well as their interrelationship and influence on the effectiveness of the organization as a whole, was carried out. Research results. Modern dynamics in management and leadership are determined not only by changes in the functions of managers, but also by rethinking the very concept of effective leadership. One of the key aspects is precisely the combination of a deep understanding of business models with the ability to adapt to the rapid pace of change. A modern leader must be not only skilled in solving tasks, but also flexible, ready to adapt to unpredictable situations. Along with this, according to modern research, the role of the leader has moved to the plane of interaction and is largely based on empathy. Strategic management and team development are no longer limited to standard methods: they require a new approach aimed at a culture of cooperation and mutual understanding within the team. The key to the success of a modern leader is not only a certain set of skills, but also the ability to adapt them to the needs of a changing business environment. Conclusion. The analytical conclusions of the study clearly indicate the essential importance of adapting the methods and principles of effective leadership to modern realities. Factor analysis allows you to identify key aspects that affect the success of leadership in the modern business environment. As already noted in the study, the main factors that are important in the way of optimizing and increasing the effectiveness of leadership in modern corporations today are flexibility, the ability to adapt and interact with changes, as well as the ability of the manager to quickly respond to new challenges and risks.

Раціоналізація політики управління персоналом підприємства: аспекти планування штату

The article emphasizes the relevance of new research in the field of personnel management, namely the expediency of improving methodical approaches to planning the company's workforce. Accordingly, the purpose of the study is to improve the theoretical and methodological principles of staff planning in the system of rationalization of the company's personnel management policy. The existing and the differentiated approaches to planning the number of different categories of personnel of the enterprise are proposed. It is shown that when forming the staff of the enterprise, this task is solved according to the criterion of the minimum time required for the execution of the production program. The linear model determines the optimal number of employees of each specialty, taking into account certain restrictions. The main tasks of enterprise staff planning are defined as follows: increasing the efficiency of the production process and labor, increasing the competitiveness of the enterprise in market conditions, in particular, achieving maximum profit; ensuring high social efficiency of team functioning. It is proved that the work on planning the number and structure of the company's staff should be built based on the interpretation of the content of this process and should include a number of additional components. It is determined that the organizational structure of the personnel planning system is a set of interdependent divisions of the personnel management system together with officials. At this, divisions perform the role of personnel management functions bearers, they can be considered, in a broad sense, as a personnel management service. It is established that the specific place and role of the specified service in the general system of management of the enterprise's activities should be determined by the place and role of each specialized personnel management division and also by the organizational status of its direct manager. It is concluded that such an organizational status should be a confirmed set of powers and responsibilities.

TECHNICAL AUDIT OF SECURITY OF INFORMATION - TELECOMMUNICATION SYSTEMS OF ENTERPRISES

The content of the audit and vulnerability testing of the information and telecommunication system (ITS) of any enterprise is considered. Based on the results of the information security audit, the overall security of the company's ITS is assessed. It is proposed to assess the security of IT using penetration testing in the following areas: penetration testing from outside and inside the information infrastructure, social engineering testing of the company's personnel and testing for resistance to DDoS attacks; assessment of the security of the mobile application, web resource and wireless networks. The proposed general algorithm for IT infrastructure penetration testing (analysis of vulnerabilities and security of information resources) in the form of stages: initialization, passive and active intelligence, operation and post-exploitation, systematization and presentation of the results of security assessment, risk and vulnerability assessment, recommendations regarding them elimination. In stages all operations are carried out without causing real damage to the ITS. The purpose of a technical audit is shown, which covers the components of the ITS and can be considered as an independent examination or a procedure for their investigation in order to assess the condition and identify reserves. Technical audit as a result of checking the software and technical part of the resource provides an opportunity to form a list of key problems and get comprehensive recommendations for their elimination. It is noted that in accordance with modern requirements, technical audit can be used as an audit in the form of remote technical support, and information security audit can be considered as a variant of technical audit. Conducting an information security audit includes: analysis of risks associated with the possibility of information security threats to resources; assessment of the current level of ITS security; localization of "bottlenecks" in the ITS protection system; assessment of ITS compliance with existing standards in the field of security; providing recommendations on the implementation of new and improving the effectiveness of existing ITS security mechanisms. The content of the detailed report of the technical audit of the enterprise's ITS security has been revealed.

Research on the current situation of personnel turnover in small and medium-sized enterprises and countermeasures—take X technology company as an example

With the continuous acceleration of economic development, people's living standards continue to improve, the importance of food safety is also increasing, in this opportunity, many third-party testing small and medium-sized type of enterprises developed rapidly, and for this type of enterprise, the level of technical personnel directly determines the level of development of the enterprise, how can attract and retain excellent technical personnel become the key to the development of the management of such enterprises. Therefore, the study of third-party testing of small and medium-sized enterprises on the loss of technical personnel, through the investigation and analysis of research to find out the problems, and to address the problems put forward real-time operational measures, for the stability of the third-party small and medium-sized testing company's talent team and to achieve sustainable development of enterprises is of great significance. In this paper, we take X-Tech, a start-up company with food and Chinese herbal medicine testing as its main business, as an example, and in the process of its growing business and scale, some important problems have emerged that affect the company's development. In this context, this paper analyzes the causes of the company's personnel turnover and proposes targeted solutions for optimization.

СОВРЕМЕННЫЕ ТЕНДЕНЦИИ ПОВЫШЕНИЯ КАЧЕСТВА ТРУДОВЫХ РЕСУРСОВ (НА ПРИМЕРЕ СТРОИТЕЛЬНОЙ ОТРАСЛИ)

This article is devoted to modern trends in improving the quality of labor resources (using the example of the construction industry). The relevance of the research topic is due to statistics showing a significant increase in construction over the past year. In addition, the relevance of the issue under consideration is determined by the fact that modern construction companies operate in the context of the introduction of modern technologies, new materials and digital solutions, leading to rapid changes in the labor market. In the article, the author studied the specific features of the construction industry, considered an algorithm for assessing human resources in the construction industry, analyzed the consequences of the transition of the construction industry to digital technologies; the set of professions required in the conditions of digital transformation in construction is outlined, the directions of work with labor resources in the conditions of the transition to digitalization are determined, the possibilities of the digital duplication system for improving the quality of labor in the construction industry are revealed. In the article, the researcher paid special attention to the need to retrain personnel of construction companies in the context of the transition to digital transformation. Moreover, this must be done at all levels, starting with line workers and engineers (work managers, foremen, etc.) at construction sites and ending with the management team of companies, because the work order cannot be changed if even one link continues to work as before technical mode. The author concluded that rapid expansion and increasing construction rates highlight the critical importance of maintaining quality standards. Education and training of the workforce, as well as external control, are necessary to ensure fast and high-quality construction in today’s digital transformation environment.

LOGISTIC ORGANIZATION PERSONNEL - GENERAL ISSUES

The article contains a presentation of the results of analyses of studies relating to investing in the personnel of modern organizations. Conclusions from these analyses were related to the need to improve competences by the personnel of logistics companies. The conditions of their functioning and the resulting need to improve or acquire new knowledge and qualifications by employees were emphasized. The role of managers in the process of influencing personnel was highlighted, mainly in the context of creating work teams and striving for their high efficiency.

Modern technologies of personnel management in the conditions of digital transformation

The paper considers modern technologies of personnel management necessary for the digital economy. Nowadays, in the process of transforming HR approaches due to the pandemic and economic situations, most companies in general and HR management in particular are faced with an acute question: what to do with the HR strategy. The study is aimed at identifying relevant areas of digitalization of the HR management process in a business organization. The paper authors identify basic reasons hindering the transition of personnel management to digital technologies, as well as opportunities for their further solution. The authors believe that the digitalization process is irreversible in modern conditions and enterprises should pay attention to this significant aspect. Most business leaders are not ready for the introduction of digital technologies and believe that they may negatively affect the employment level. On the contrary, another part of managers is introducing digital technologies, trying to improve the skills of employees in order to meet labor market standards. The authors conclude that a large role in the efficient formation of personnel management is the presence of personnel, formed from specialists with a psychological education and with the ability to solve mathematical tasks. The authors believe that the demand for such specialists will increase every year. Besides, high-quality personnel management is becoming a strategic center for the enterprise development, which the corporate brand formation depends on. Most enterprises prefer to do business online; it becomes a trigger for the formation of new approaches in the field of the company personnel management, which has always been a complicated and multifaceted phenomenon.

ФОРМИРОВАНИЕ КАДРОВОЙ СТРАТЕГИИ КОМПАНИИ В КОНЦЕПЦИИ ИНДУСТРИИ 5.0

In the modern world, the competitiveness of an organization is determined by many factors. One of the main ones is the human capital that the company possesses. Forming a staff of talented and proactive employees aimed at creating high-quality products is the most important task of the company’s management. At the same time, it is necessary to understand that many classical approaches to finding new employees, their adaptation to a new place and further development are not applicable in the modern world. Industry 5.0 defines the requirements of personnel for the company in which they want to work, for the problems they want to solve, and for the opportunities that will open up for them. High salaries and benefits packages are no longer the main factors in attracting highly qualified specialists. Interesting challenges and development opportunities come to the fore. This work summarizes the available research results on the issue of company personnel strategy in the modern world of Industry 5.0. A comparison is made of traditional approaches to the formation of a company’s personnel strategy and new “human-centric” solutions that make it possible to create attractive conditions for the formation and development of an integral team of professionals. The object of the study is the organization’s personnel strategy. The purpose of the study is to determine the principles for creating a personnel strategy that allows developing and increasing the company’s human capital in modern rapidly changing conditions.

ФОРМИРОВАНИЕ СОВРЕМЕННОЙ МОДЕЛИ ЦЕННОСТНОГО ПРЕДЛОЖЕНИЯ РАБОТОДАТЕЛЯ В УСЛОВИЯХ ГЛОБАЛЬНОЙ ТРАНСФОРМАЦИИ РЫНКА ТРУДА

The relevance of the work is due to the need to develop new approaches to organizing remuneration and motivation systems at enterprises. The subject of the study is the organization’s activities in the formation and development of its own value proposition (EVP) model, as well as the features of the organization of the value proposition in companies. The purpose of the paper is to develop a new EVP model. The objectives of the study are to analyze existing theoretical positions on the employer’s value proposition and to summarize materials from the practical activities of organizations in the field of employer brand management and EVP. The research hypothesis is that in modern conditions there is a need to form a new model of the employer’s value proposition. The main methods of the study are content analysis of internal organizational documents and other components of corporate culture, economic and structural analysis, modeling, and forecasting. The methodological and theoretical basis of the study was domestic and foreign publications, reporting data, materials from agencies and research companies, as well as policy documents in the field of developing the employer’s value proposition. The article discusses aspects of the use of EVP as a new mechanism for positioning a company in the labor market. It is noted that the construction of remuneration systems in the modern market is determined by the peculiarities of the formation of value propositions on the part of specific employers. The characteristics of the traditional model and the new modern EVP model are given. The results of the study can be used to formulate methodological, regulatory conditions and factors for the development of the employer’s value proposition, to prepare an economic mechanism that ensures the implementation of EVP management policies aimed at the rational use of labor resources, expanding the labor market and developing a system of motivation for company personnel. The author concluded that the analysis of the employer’s brand in modern conditions requires the development of methodological tools that will expand the capabilities of employers in the field of forming and improving the brand for the purposes of the most effective positioning in the labor market in order to win in the competition with other employers.

Reform of Talent Training Mode of Mechanical Manufacturing and Automation under the "1+X" Certificate System

In recent years, in order to cultivate the skills of vocational college students, major vocational schools have increased their professional skills training. At present, in the course of mechanical manufacturing and automation, the school mostly adopts the cooperative learning mode. It conducts computer manufacturing skills practice for graduates. At the learning stage, middle school students and company personnel assess them together to improve their professional skills. Under the background of "1+X" certificate, the education of mechanical manufacturing and automation major in vocational colleges continues to realize the "1+X" certificate system, helping students practice knowledge in the process. Based on the "1+X" certificate system, this paper studies how to realize the effective combination of mechanical manufacturing and automation teaching and the "1+X" certification system.

Knowledge sharing and perceived risk in transportation business in terrorist areas

The case study has purpose on the knowledge sharing behavior requires other variables to be involved. The pattern of human resource development and transportation management needs to understand the behavior of employees and consumers that lead to the return of consumption, which in this case means the business process, to formulate the human resource management to organize the specialize knowledge to do transportation job in the risky province. It is evident that the implementation of the predominant behavior is often ambiguous. This is necessary to explore the effect of the transmitted behavior in order to identify the outcome that guild to desirable behavior for transportation business. Policy plans in existing risky areas that adjust people's attitudes should adjust the management in the area to make employees aware of safety, including formulating strategic plans that highlight the quality of service leading to the satisfaction for stakeholders, and enhancing the capability of company personnel who have to regularly interact with consumers. Therefore, the model adopted in this study is considered to be an important part in improving the management in people that facing the risk of terrorism area and epidemic crisis, as well as providing future guidelines to crisis management.

Employee and managerial competences in logistics companies

The article presents the basic conditions for the functioning of logistics companies. The implications of globalisation processes have been strongly emphasized. It has been highlighted that the internationalisation of business activity is one of the important factors influencing the need, even the necessity, to constantly improve employee and managerial competences. They were the subject of surveys, the results of which are presented in the final part of the article. Research has shown that the basic competencies of logistic company personnel are interdisciplinary knowledge, effective skills for coping in various situations, and the ability to resolve various problems quickly, regardless of the conditions under which the company operates.

Reimagining training and development programmes in municipalities of South Africa: A qualitative enquiry

Business organizations face more issues due to globalization and continually changing customer expectations. To overcome these challenges, businesses must invest in the training and development of their employees. Training and development are essential nowadays. Employee performance is improved via training and development. A company's personnel determine its efficacy. In this era of globalization, training is crucial for the competitive and challenging corporate environment. The nerve must contribute to raising employees' quality of life at work and expanding the business. This paper aimed to investigate the impact of training and development programs on employee performance and productivity in the selected municipality of OR Tambo District Municipality, South Africa. To conduct this study, the researchers embraced an exploratory qualitative approach. The rationale for implementing qualitative methodology emanates from the need to understand the effectiveness of training programs in the Oliver Tambo district municipality in Eastern cape province, South Africa.The administration of the Nyandeni Local municipality conceded permission. The researchers acquired the letter, which permitted them to gather information from employees from the local municipality. Ethical clearance was affirmed genuinely. Non-probability sampling was used for its convenient strength. Precisely, data was obtained using semi-structured face-to-face interviews for this study. Thirty-five participants were included in this research study. According to the results, poor training and development were seen as a cause for the poor performance of employees. Capacity building was seen as a tool to increase employee commitment. Training programs were only visible to some in the municipality and the present study recommended that the Skills office conduct roadshows so that all employees could understand the office's role in the municipality. The study further recommended that training and development be closely monitored to determine its effectiveness.

USE OF INNOVATIVE TECHNOLOGIES IN PERSONNEL MANAGEMENT

Introduction. Personnel management is considered to be one of the mechanisms for the implementation of the personnel policy of the managementsubject, including a system of organizational, socio-economic, psychological, moral and other factors founded on the regulatory and legal basis, ensuring the rational use of the abilities of a person both in his own interests and and ininterests of the enterprise. Today, the task of introducing the latest changes in personnel management technology is especially acute. The process of creating innovative approaches in personnel management is no less important than technological innovations. These are the innovative technologies of the personnel management system through recruitment, training, motivation and evaluation of personnel which allow building effective enterprise activity, that confirms the relevance of the research topic. Goal. Monitoring of innovative approaches in personnel management and substantiation of the expediency of its use by modern enterprises. Research methods. In order to achieve the defined goal and fulfill the defined tasks, modern research methods were used, in particular: historical and logical analysis - to reveal the process of formation and development of innovative technologies in personnel management; system analysis - to determine the essence of basic categories; analysis and synthesis - to study the existing personnel management system; expert evaluations and the index method – to evaluate the effectiveness of innovative technologies in personnel management. The results. The latest technologies of HR processes have been identified and analyzed: recruiting, staff training, evaluation and motivation of employees. It was determined that the innovative approach is implemented in the form of new, improved HR processes used in the practical activities of the company's personnel management. Modern technologies of search, choice and selection of personnel, development and motivation of personnel are analyzed. The conditions for the use of innovative technologies in personnel management are substantiated, which will allow developing relationships and ensuring the harmonious satisfaction of the interests of the enterprise’s management and its employees. Conclusions. The main provisions of the scientific article will contribute to the implementation of innovative technologies in HR processes (formation, training and development, motivation and evaluation of personnel), which will significantly affect the improvement of the formation of qualitative strategic goals of the enterprise. Keywords: innovative technologies, recruiting, personnel development, personnel motivation, HR processes, personnel evaluation.

Aнaлiз cтaну кадрової безпеки аграрних пiдпpиємcтв зa її складовими

Abstract. Introduction. The article examines the activities of enterprises, as well as the definition of a unified approach to the use of a comprehensive system of safety indicators for the personnel of enterprises, and the definition of the structure of its indicators. Provision of enterprises with a systematized structure of personnel security and unity in the selection of indicators for its evaluation is considered. The reluctance of company managers to study the impact of each risk and threat is shown. The peculiarities of the construction of systems and mechanisms for managing personnel safety at agricultural enterprises are determined. Emphasized features of managerial activity in the department of personnel management and a critical analysis of current approaches to the investigation of the personnel safety situation, approaches to the assessment of personnel safety. The indicators of the analysis of the state of personnel security as basic parameters for assessing the state of personnel security of the enterprise are determined; the current level of nuclear security of the enterprise in the system of economic security of enterprises based on the determination of the level of nuclear security with the use of its indicators in the process of management of the power at the stages: recruitment and adaptation, development and control, motivation and formation of loyalty. Purpose. Theoretical generalization and substantiation of the theoretical and methodological principles of the dependence of the successful functioning of agro-industrial enterprises on the self-detection and prevention of threats, the question of the analysis of the security situation acquires special importance. Identifying the peculiarities of building systems and mechanisms for personnel safety management at agricultural enterprises. Results. Weighted daily indicators of the company's personnel security in the process of hiring and adaptation; development and control of the sales force; motivation and formation of loyalty to the company; Instruments for preventing any risks and threats. __________________________________________________________________________________________________________________________ __________________________________________________________________________________________________________________________________ 66 Conclusions. The harmonized system of indicators for assessing personnel security can be considered balanced because it takes into account both quantitative indicators, and what indicators are used to assess the system of governance in the context of creating the necessary conditions for ensuring personnel security.

COMPETITIVENESS OF POLISH DAIRY PRODUCTS IN THE OPINION OF MANAGERIAL PERSONNEL

In this paper we aim to recognize competitiveness of Polish dairy products by surveying managerial personnel in dairy companies. The opinions of dairy plant managers on dairy product diversification constitutes a valid research problem. The study was conducted in 100 dairy companies in Poland in 2021. An online questionnaire was initially designed for surveying all dairy plants in Poland (163). However, the survey proved to be problematic, and the study was ultimately carried out with the personal involvement of the research team. The results were processed and presented with the use of tabular, graphic, and descriptive methods. To check if COVID-19 pandemic had impact on competitiveness we used the logit model.
 The respondents evaluated dairy products, variations in product prices, determinants of product success, product-related activities, and other factors. Dairy products received the highest scores for quality, demand, and brand on a scale of 1-5 points. Production, marketing, and reputation were regarded as the key determinants of market success.. We wanted to recognize which factors decrease the negative impact of COVID-19 in Polish dairy enterprises. We found that it was ease of shopping, use of transport companies and competition in the sector.

The Influence of Directive Leadership Style, Motivation, and Discipline on Performance Personil Kompi 1 Batalyon B Pelopor Brimob Sumbawa

Performance really needs to be considered, where performance is used as an expression of a person's ability to carry out a job. Good performance can be seen from the directive leadership style. Where leadership style is the way a leader influences the behavior of subordinates, so they are willing to work together and want to work productively to achieve organizational goals. In addition to leadership style, motivation is also needed in improving performance. Then performance can also be influenced by the discipline of human resources in the environment. This research was conducted at Company 1 Battalion B Pioneer, where there are still obstacles in improving the performance of its personnel including those related to directive leadership, where there are still Company 1 Battalion B Pioneer personnel aged over 40 years and in rank (Nintara and Tamtama) as well. many senior personnel. So this study aims to analyze the influence of directive leadership style, motivation, and discipline on the performance of Company Personnel 1 Battalion B Pioneer – Brimob Sumbawa. This research is a quantitative research. The sampling technique used by the researcher is a saturated sample, that is, the entire population is used as a sample. Where the number of personnel of Company 1 Battalion B Pioneer – Brimob Sumbawa is 120 personnel. Data collection techniques carried out by researchers by distributing questionnaires. The data were analyzed using a statistical software (statistical software) in the form of a statistical package for social science (SPSS) application. Based on the results of the study, it can be concluded that: 1) The directive leadership style has no effect on the performance of the personnel of Company 1 Battalion B Pioneers – Brimob Sumbawa; 2) Motivation affects the performance of Company 1 Battalion B Pioneer personnel – Brimob Sumbawa; 3) Discipline affects the performance of Company 1 Battalion B Pioneer personnel – Brimob Sumbawa

Social warfare for lithium extraction? Open-pit lithium mining, counterinsurgency tactics and enforcing green extractivism in northern Portugal

The European Union (EU) is highly dependent on importing raw materials for low-carbon infrastructures from around the globe. This material dependence has, since 2019, initiated legislation and efforts to intensify mining within the EU. The Iberian Peninsula remains a principle target area for the EU's critical raw material (CRM) mining initiatives. This article explores the making of the “Mina do Barroso” (Barroso Mine) in northern Portugal, which threatens a “Globally Important Agricultural Heritage System” and will potentially become the largest open-pit lithium mine of Western Europe. This prospective mining project represents an investment and public funding opportunity for mining companies. The European Commission and the Portuguese government are applying increasing political pressures to establish this mine to make international decarbonization benchmarks through rapidly expanding electric vehicles (EVs) and energy storage system (ESS). The Barroso agrarian communities are threatened with extensive socio-ecological impacts, leading locals, (some) climate activists and environmental organizations to reject this mining project. Company personnel and the Portuguese government are confronting growing opposition, blockades and a resolute “Minas Não!” (No to Mines!). We explore the subtle efforts attempting to engineer the social acceptance of the Mina do Barroso, revealing the ‘slow’ social warfare tactics employed by the company to infiltrate rural social bonds, exploit psycho-social vulnerabilities and attempt to disable anti-mining organizing and unity within the region. This article demonstrates the insidious social technologies of pacification employed to engineer extraction and assemble an open-pit lithium mine with severe socio-ecological impacts in northern Portugal.

FEATURES OF BUILDING STAFF EVALUATION SYSTEMS AT ENTERPRISES IN MODERN CONDITIONS

The role of staff assessment as a key element of the effectiveness of the formation, use and development of the personnel potential of the enterprise in the modern conditions of the enterprises and the functioning of their human resources management systems has been determined. To ensure the effectiveness of staff assessment, it must be carried out in stages, systematically, using certain technologies and tools, which will allow to objectively evaluate employees and make effective management decisions on this basis. All stages, technologies and tools that must be used in the organization of staff assessment at the enterprise were described in the study. At a modern enterprise, in order to implement an effective labor process taking into account innovative development and trends occurring in the economy, it is necessary to take into account not only the qualifications of employees, but also their social behavior, the ability to work in a group, initiative and willingness to take risks and potential opportunities to develop in the future. In turn, this created the need to find a scientifically based basis for the effective implementation of all human resources management processes at the enterprise, including staff assessment. Such a basis is the competence approach, which presents ample opportunities for describing knowledge, abilities, skills, personal and business qualities, motivational and goal settings, experience and potential of employees, which are necessary to achieve a high level of efficiency of the labor process. A competent approach to staff assessment increases the effectiveness of the evaluation in various economic, social, and psychological aspects. The characteristics of the staff assessment system based on the competence approach and its main elements are provided. The article proposed a general algorithm and a logical scheme for evaluating the company's personnel based on the competency approach.
 
 
 
 
 © В.А. Кучинський, І.В. Долина, 2022 
 
 
 

Создание корпоративного портала в качестве инструмента управления персоналом в организации

This article discusses the processes of creating a corporate portal as a tool for managing personnel in an organization. It is noted that at a time when part of the employees work remotely, and communication with them is carried out through internal networks, or by telephone, the formation of a new corporate portal modified for these tasks becomes a necessary condition for organizing their effective work and the process of controlling it. If an organization is developing dynamically, has employees and divisions located in different cities, working in the office and remotely, and is interested in forming a cohesive, unified internal corporate culture, maintaining traditions, systematizing communications and processes of its activities, the corporate portal becomes the most powerful tool for company management and personnel management services in achieving these goals.