Field Of Personnel Management Research Articles

Staffing of the electric power industry of the Russian Federation under conditions of digital transformation

The article considers the problem of implementing the process of digitalization of the energy industry, using the example of the Rosseti group of companies, a partner of the state corporation Rosatom in the field of IT development, from the point of view of staffing in the current state of the labour market. The purpose of the research work is to develop relevant mechanisms, search for modern personnel management tools in the context of digital transformation of the electric grid complex of the Russian Federation. The scientific novelty of the research is reduced to the following provisions: the main directions of digitalization of an electric grid company are systematized, on the basis of which the organizational and economic mechanism of the process of digital transformation of an electric grid company is modelled; a classification of modern tools of the business process of personnel management of an electric grid company is proposed. Methodology and methods. To study trends in the digitalization process of electric grid companies, general scientific methods are used (theoretical analysis of scientific works, empirical, logical, classification and modelling methods). A review of publications is carried out, which made it possible to determine the subject area of the research work. Results. The main processes within the electric grid company that will be transformed in the process of digitalization are considered, using the example of the Rosseti Group of Companies. Taking into account the considered areas of digitalization of activities, an organizational and economic mechanism of the digitalization process of an electric grid company has been formulated, which is distinguished by the rationale for the author’s definition of digitalization on the scale of the energy industry. The role of high-quality staffing in the implementation of digital processes and activities of electric grid companies is determined and specific requirements for applicant’s characteristic of the energy industry are identified. The structure of the human resource management business process is considered, digital tools are selected for each subprocess that will help improve staffing levels and the efficiency of using labour resources of the electric grid company. Discussion. An effective personnel policy aimed at maximizing the company's staffing with qualified personnel is one of the key solutions in increasing the reliability and sustainability of the energy industry during the period of digitalization. Standard tools in the field of personnel management may not work in the context of both a demographic personnel shortage and the current migration of labour resources to the defence and military industries. Constant adaptation of the used methods and practices of personnel management is required, taking into account the digitalization of this business process and the challenges that the energy industry of the Russian Federation currently faces.

ОСОБЕННОСТИ ОПРОСНОГО ПОДхОДА ВыЯВЛЕНИЯ КОНФЛИКТОВ В ОРГАНИЗАЦИИ С ПОМОЩьЮ ИСКУССТВЕННОГО ИНТЕЛЛЕКТА

Modern trends in the development of society and the capabilities of information infrastructure require the sustainable operation of existing models for identifying conflicts among employees in an organization, as well as the use of new approaches. The research work examines certain weaknesses of existing survey methods, which can significantly reduce the quality of the model’s results. The use of artificial intelligence makes it possible to minimize the identified shortcomings of survey methods, process large volumes of information of various types, opening up new opportunities for its use in the field of personnel management. This paper examines current problems of survey methods and the good prospects of using artificial intelligence to identify conflicts between employees of an organization.

CONCEPTUAL FOUNDATIONS FOR THE FORMATION OF PERSONNEL STRATEGY AT INDUSTRIAL ENTERPRISES IN THE CONTEXT OF DIGITALISATION

The relevance of research on the conceptual foundations of personnel strategy formation in industrial enterprises under the conditions of digitalisation appears to be very relevant, which is due to the following factors. The digital transformation of industrial enterprises leads to the emergence of new technologies, processes and personnel requirements. The HR strategy must adapt to these changes in order to ensure that the company has the necessary qualifications and skills. Under the conditions of digitalisation, the demand for specialists in the field of information technologies and digital data processing is increasing. Companies need to develop strategies to attract, retain and develop such personnel in order to remain competitive. Digital technologies make it possible to automate and optimise business processes, so the HR strategy must reflect these changes and take into account the new roles and requirements for personnel. As technologies and processes change, there is a need for continuous training and development of personnel. The HR strategy should include training and development programmes aimed at increasing digital skills. Studying the conceptual foundations of personnel strategy development in the conditions of digitalisation will help companies to effectively adapt to contemporary challenges and ensure their competitiveness. The purpose of the article is to disclose the conceptual foundations of forming a personnel strategy at industrial enterprises in the context of digitalisation. The methodology of the study is an interdisciplinary approach based on the idea of effective development of an industrial enterprise as a sociotechnological system, which allowed to combine systemic knowledge that will help to understand how social factors affect the implementation of technologies and the development of the enterprise as a whole. The enterprise as a complex social and technological system should be analysed within the framework of the socio-humanistic approach, which is based on the recognition of the human being as the subject and object of all processes. In the context of a socio-humanistic approach to business analysis, it is important to address aspects related to social relations, human needs and values, and the interaction between employees and management. The fundamental principles of the socio-humanistic approach, such as taking into account the individual needs of employees, supporting their development and satisfaction from professional activities, can be applied to the analysis of an enterprise's performance. This means that the efficiency and success of an organisation is assessed not only by financial indicators, but also by the level of satisfaction and development of its employees. Studying the social interactions, communication and psychological climate of the team can help to understand what factors contribute to or hinder the effective functioning of the organisation. This approach allows to see the company as a living, organic system in which human relationships and values play an essential role. The study opens up the possibility of integrating different scientific disciplines, such as sociology, technology, economics, psychology and management, in order to understand the complex relationships in today's industrial companies. The implementation of the recommendations will help companies improve the efficiency of personnel management, provide the necessary human resources and meet the requirements of the modern market. The research generates new knowledge in the field of personnel management and digitalisation, has direct practical application for companies in increasing their competitiveness and stability in the market.

Международные аспекты в области управления персоналом

актуальность статьи обусловлена тем, что международное управление персоналом продолжает оставаться областью исследований как для ученых, так и для практиков бизнеса. Целью статьи является выявление особенностей международных аспектов в области управления персоналом, связанное с функционирование мультикультурных команд в современных организациях, подчеркивая важность и значение межкультурного менеджмента. В процессе достижения цели настоящего исследования были решены следующие задачи: рассмотрены особенности и значимость мультикультурализма сотрудников в международных организациях; определение фактора, влияющего на форму решений и мероприятий, реализуемых в международном управлении персоналом. Методология исследования основана на анализе тематической литературы в области менеджмента международных организаций и межкультурного менеджмента, а также исследования, проведенные различными авторами в области обсуждаемых вопросов. В статье обосновано, что важным фактором, влияющим на форму решений и мероприятий, реализуемых в международном управлении персоналом, является мультикультурализм сотрудников. Показано, что международное управление персоналом по сравнению с менеджментом на предприятиях, действующих в конкретной стране, характеризуется большей сложностью решений, используемых в кадровой политике, большим количеством выполняемых задач и большей ответственностью из-за культурного разнообразия сотрудников. Использование выводов статьи в практической деятельности поможет руководителям повысить эффективность управления персоналом в международных компаниях. the relevance of the article is due to the fact that international personnel management continues to be an area of research for both scientists and business practitioners. The purpose of the article is to identify the features of international aspects in the field of personnel management related to the functioning of multicultural teams in modern organizations, emphasizing the importance and significance of intercultural management. In the process of achieving the goal of this study, the following tasks were solved: the features and significance of multiculturalism of employees in international organizations were considered; determination of the factor influencing the form of decisions and activities implemented in international personnel management. The research methodology is based on an analysis of thematic literature in the field of management of international organizations and intercultural management, as well as research conducted by various authors in the field of the issues discussed. The article substantiates that an important factor influencing the form of decisions and activities implemented in international personnel management is the multiculturalism of employees. It is shown that international personnel management, compared to management at enterprises operating in a particular country, is characterized by greater complexity of decisions used in personnel policies, a greater number of tasks performed and greater responsibility due to the cultural diversity of employees. Using the findings of the article in practice will help managers improve the efficiency of personnel management in international companies.

ЭКОСИСТЕМА БРЕНДА РАБОТОДАТЕЛЯ: ОБЗОР ЦИФРОВых РЕШЕНИЙ ПОТЕНЦИАЛьНых АКТОРОВ ДЛЯ ПОВыШЕНИЯ ЭФФЕКТИВНОСТИ УПРАВЛЕНИЯ ПЕРСОНАЛОМ

The challenges of recent years — technological progress, the COVID-19 pandemic, SVO and others — have adjusted the values and behavior of people, social relations, business models of companies. The limited number of specialists in the labor market gives them priority in choosing an employer. More than ever, HR managers are expected to provide innovative solutions to improve the efficiency of HR management. The formation and development of the employer brand is the foundation for improving the indicators of attracting, retaining and engaging employees. The transfer of digital values from everyday life to production has determined the need to provide candidates and employees with a quick and convenient service for interacting with the employer company. The inability to conduct their own development of digital solutions across the entire spectrum of HR business processes directs managers to search for relevant intersubject interactions. Cooperation allows us to unite in an ecosystem and solve our own tasks to ensure the sustainable development of the company: for the employer to increase the efficiency of personnel management by working with the employer brand, for developers to test and update digital solutions in the field of personnel management.
 
 The purpose of the study is to review the digital solutions of potential actors of the employer brand ecosystem to improve the efficiency of personnel management.
 
 The results of the study are presented by the author’s definition of the employer brand ecosystem; the characteristics of the key elements visualized by the employer brand ecosystem model; an overview of the digital solutions of potential actors, developers and suppliers, throughout the process of employer brand management.
 
 Throughout all stages of the AIDA model in employer brand management: “I know the company, I observe its activities, I want to work in it, I apply for a vacancy and accept an offer”, it is possible to find an appropriate and effective digital solution by collaborating with actors.

Specific Introduction of Hrm-System in Trade Organizations

A key topic in discussing the development of social and economic systems and state policy has been overall digital transformation. The introduction of digital technologies is a principle line in strategy of the majority of organizations, including trade ones. HR-divisions are also liable to digitalization effect. Providing HR-managers with support tools, advanced IT-solutions could optimize the process of HR management, focus attention on strategic tasks and in general raise the efficiency of personnel management. The article explains the purpose of HRM-systems used to manage personnel in today’s trade organizations, reviews functionality of current IT-solutions and identifies key trends in the field of HR-Tech. The authors managed to solve a set of tasks connected with introduction of HRM-systems with due regard to specificity of trade organizations and highlighted trends in the field of HR-Tech. The theoretical and methodological base of the research was formed by materials of research and analytical companies, provisions given in works by mainly Russian scientists and experts in the field of personnel management. Apart from that, methods of comparative analysis, generalization, systematization, etc. were used.

ПРОФЕССИОНАЛьНыЙ СЕКТОР УПРАВЛЕНИЯ ПЕРСОНАЛОМ В РФ: СОВРЕМЕННОЕ СОСТОЯНИЕ И ПЕРСПЕКТИВы РАЗВИТИЯ

The modern labor market, on the one hand, shows significant stability in terms of the unemployment rate and other basic indicators, on the other, it demonstrates variability and adaptability in relation to current technologies and approaches. One of the important professional sectors of the labor market is the field of personnel management, because it is associated with direct work with employees, considering the needs and goals of the business. The purpose of the study is to study the labor market in the personnel management segment in reflection of several data and to highlight key trends and drivers of development of the professional field. The main research method is the analysis of materials and data from Rosstat, Headhunter, analytical reviews, and expert interviews. The work presents the results of an analysis of the labor market in the personnel management segment (as of the end of 2021), which showed that this professional field is an important component of the labor market, involving up to 1 million people who are engaged in various areas of work with personnel (from selection, personnel document flow, motivation, assessment, training, etc. to general personnel management and HR-business partnership). Understanding the directions of development of this segment makes it possible to assess the demand for professions in the field of personnel work and determine promising development goals, including opportunities for the professional development of young specialists.

К ВОПРОСУ О ГОТОВНОСТИ ВЫПУСКНИКОВ ВУЗОВ РАБОТАТЬ ПО СПЕЦИАЛЬНОСТИ «УПРАВЛЕНИЕ ПЕРСОНАЛОМ»

Work in the field of personnel management has recently become very diverse: This is not only the performance of labor functions in the personnel service, but also the performance of work in all functional areas of personnel management related to recruitment, headcount, selection, evaluation, staff development, remuneration, labor rationing and many others. As a result, the demand for specialists has increased. However, today it is possible to state the fact of a shortage of specialists in this area. This situation develops due to the influence of various factors. One of these factors is the small number of students studying in the field of Personnel Management. The majority of applicants’ understanding of this profession is reduced to presenting a job at the end of their studies as a personnel clerk. Another equally important factor is the poor training of graduates of this field, which in turn is caused by both a change in the training program and a decrease in hours in fundamental subjects. The article considers the professional trajectories of university graduates in «Personnel Management» as a subject of study. The author hypothesized that if a graduate in the field of Personnel Management has competencies that are basic (labor economics, labor rationing), then such a graduate is more in demand, which is reflected in the level of wages, employment opportunities, and a decrease in the likelihood of being among the unemployed. The article examines the experience of attracting specialists in the field of personnel management to teach disciplines to students studying both at the senior undergraduate courses and during practical training (industrial and pre-graduate). The article presents the results of a study devoted to the study of key areas of employment, as well as the issues of employment of graduates studying in the bachelor’s degree program «Personnel Management».

УПРАВЛІННЯ ПЕРСОНАЛОМ В БІЗНЕС-СТРУКТУРАХ

The article delves into the critical aspects of human resource management within contemporary organizations. The strategic importance of effective personnel management for success in a competitive business environment is analyzed. Personnel management helps to organize the process of selecting candidates in order to obtain the maximum return from employees. Successful implementation of personnel management with the help of proper adaptation helps to speed up the process of integration of newcomers and ensures their productivity in the future. Personnel management affects the formation of corporate culture and ensures coherence in the work of the team, which is a key success factor. The article addresses topics such as personnel recruitment and hiring, development and retention, employee motivation, and the significance of corporate culture in creating a productive work environment. The article also explores modern approaches to personnel management, including the use of information technology, data analytics, and open communication between leadership and employees. Research results and feedback from experts in the field of personnel management are provided to illustrate concepts and provide practical examples. It also investigates how changes in the modern business environment affect approaches to personnel management and the need for continuous updates in practices in this field. The article analyzes the impact of corporate culture on the work environment and productivity and emphasizes the importance of ensuring employee health and well-being. In addition, the article emphasizes the importance of adapting management approaches to changes in the socio-cultural and economic environment, inclusiveness and diversification of personnel. Modern challenges and trends in the field of personnel management are analyzed, including the introduction of remote work and flexible schedules. This article is intended for business executives, HR professionals, students, and anyone interested in improving the efficiency of personnel management to achieve success in the modern business world.

HR qualification life path

The article presents the results of a study of the life path of qualifications in the field of personnel management, both at the level of individual employees, and in a historical perspective from the moment the function of personnel management was allocated, to the present, when it was segmented into specific areas, and is already normatively fixed in various professional standards, regulating professional activities in the field of work with personnel, as well as for the future, through an assessment of trends that can influence the function, as well as the results of foresights conducted with experts. The main research methods were retrospective analysis, analysis of documents (professional standards), analysis of HeadHunter.ru data. The study showed that professional activity in the field of personnel management has undergone significant changes over the past 30 years, transformed from personnel work to work with personnel, with the allocation of 2 basic areas: personnel development and labor economics. At the same time, the normative directions for the development of the profession have not yet been fixed. The system of professional standards in use is insufficient or not fully used by employers. Considering the results of the analysis, recommendations were made for employers on the development of the direction in the organization, the data was used in monitoring the labor market in the “HR management” sector, conducted for the SEC on personnel management in 2022.

Creativity development as an imperative for strategic human resource management

The article is devoted to the development of creativity using methods and tools of strategic human resource management. As a result of a number of factors, the need for every organization to create is increasing as the main source of its competitiveness and business success. The author examines different approaches to creativity and gives her own vision of its characteristics with other related concepts. With this in mind, creativity is not just any creative action, but creativity in the field of specific business processes, focused on profit (income) by satisfying certain needs of consumers, both real and potential. Unlike other manifestations of creativity, the article puts forward and substantiates the idea of creativity as a strategic imperative, the achievement of which requires a purposeful and coordinated interaction of all processes in the field of personnel management. To ensure the imperative, it is necessary to develop a human resource management strategy focused on the creative development of personnel and the organization in general. The strategy of managing the creative development of personnel allows you to build a cycle of creativity with a certain sequence of elements, as well as to develop a mechanism for reproducing this cycle. The article analyzes HR technologies that contribute to the development of creativity of human resources. A new look at the problem is the justification of the need for methods of “soft” creativity management by creating a favorable environment for its development.

Self-Employment in Russia: Key Trends, Risks and Opportunities

The relevance of the research topic is determined by a sharp increase in the number of self-employed. Self-employment is becoming a noticeable phenomenon in the labor market, in some regions of the Russian Federation in 2023, the share of self-employed in the able-bodied population exceeded 10 %. Within the framework of the conducted research, self-employed people are understood to be persons who are officially registered as payers of professional income tax. The article presents data on the dynamics of the number of self-employed, the demand for a new format in the regional context, by type of economic activity, an assessment of the income tax on professional income to the budget is given. Based on the provided data, the key risks of self-employment for the economy, employers and citizens are identified. The proposed recommendations can be used in the development of measures of state support for the self-employed. The research materials provide the necessary information base for making managerial decisions in the field of personnel management.

Разработка информационной системы для управления персоналом в малой строительной организации

The efficiency of the functioning of an organization largely depends on its employees, and organizations in the construction sector are no exception, where a properly formed personnel management system will effectively allocate labor resources between projects and achieve the company's strategic goals. The article presents an analysis of the existing regulatory documentation in the field of personnel management in a construction organization, since the creation of an information system responsible for personnel management in a construction organization must be developed taking them into account. In addition, the article describes an approach to designing a database structure and a software application for personnel management in small construction organizations. The functions and tasks of an information system for personnel management in a small construction organization are highlighted, which will become the basis of the database structure for creating an application using the client-server architecture.
 As a result, a block diagram of the relationship between the functions of a program that provides personnel management in small construction organizations based on the current legal documentation has been developed.
 The program includes the following modules: Data Processing, Recruitment, Employment, Vacation Schedule, Dismissal of Employees.
 The program interface is developed using the C# high-level programming language on the Microsoft Visual Studio 2022 platform using the .NET Framework (Windows Forms) development technology.
 The database where data will be stored and processed is developed using the Microsoft SQL Server relational database management system on the Microsoft SQL Server Management Studio 18 platform. Stored procedures and functions are supposed to be used, which will be called from the program interface.

THE IMPACT OF THE DIGITAL ECONOMY ON MANAGEMENT PROCESSES

Purpose of the research is to study changes in management processes under the influence of the digital economy in order to effectively carry out the digital transformation of a company and adapt management to new conditions.Methodology. The methodology and research methodology is based on the use of a monographic method of studying literature and sources, systemic and comparative analysis using observations and analysis of statistical materials.The theory was developed and validated using scientific evidence derived from the data following a literature analysis.Originality / value of the research.The article analyzes the literature on this topic, which showed that the problem is poorly researched. A diagram of the interaction of the digital economy and management processes was built, which made it possible to identify the composition of changes in the management of the company. The content of the transforming impact of the digital economy on the enterprise is highlighted, for which a scheme of the impact of the digital economy on the management of the company is proposed. Analysis of the digital transformation of business in the largest Kazakhstani telecommunications company Kazakhtelecom revealed changes that should be made in the field of personnel management, the formation of corporate culture, the system of working with clients and the organizational structure of management. Particular attention is paid to the digitalization of the company's business processes, on which the digital model of the company depends, which determines the design of the entire company management system.Findings. The results obtained: some provisions on the methodology of the influence of the digital economy on management processes were systematized and developed, an analysis of the digital transformation of business and management of the Kazakhtelecom telecommunications company was carried out, from which recommendations for adapting management processes to digital changes follow.

Ключевые особенности HR-менеджмента в сфере малого предпринимательства и их учет в практике управления

The subject area of the article is the personnel direction of the activity of small businesses and the peculiarities of their management in modern domestic conditions. The scientific position is argued, according to which the above-mentioned direction has a pronounced specificity that excludes the possibility of using a significant part of both strategic approaches and applied HR technologies that are successfully used in the organization of personnel work at large and even medium-sized businesses. Ignoring this specificity is fraught with both market and purely financial losses for the category of economic entities under consideration due to a fundamental decrease in the effectiveness of the internal HR management system, therefore, an increase in the likelihood of negative realization of various personnel risks of a quantitative and qualitative nature. The purpose of the study is to develop proposals for the choice of strategy and tactics of personnel management of small businesses, fully taking into account the specifics of the personnel direction of their activities. The objectives of the study are to determine the specifics of the functioning of small businesses in the external and internal labor markets, the resulting additional requirements for the organization of personnel work, as well as the development of practice-oriented recommendations for the introduction of applied HR technologies that provide a high degree of social orientation of the personnel management strategy. Research results: the features of the organization of personnel work of small business entities that distinguish them from representatives of other business entities on the scale of business are revealed. Taking into account these features, recommendations on: the choice of strategic approaches to solving the main tasks in the personnel direction of the small business; distribution of powers in the field of personnel management between the director (owner) of a small enterprise, its personnel department and heads of structural divisions; introduction of innovative HR technologies that improve the quality of the human capital of a small business as one of the important factors that ensure its competitive position in the serviced market.

DEVELOPMENT TRENDS IN THE USE OF DIGITAL TECHNOLOGIES IN PERSONNEL MANAGEMENT

The purpose of the article. In today's conditions of globalization, the transition to a network digital economy and new opportunities in business, a transition from a traditional company to a technological one using management models that ensure productivity, innovation, flexibility and adaptability is necessary. Recently, the need to use information technologies has been growing, all data at enterprises is being converted into electronic form with the help of such digitalization elements as software, web representations and mobile applications. Digitalization is necessary primarily in order to optimize business with the help of software and IT solutions that will help to make it simpler, more economical and of higher quality in the context of providing services to customers and meeting their needs.
 Methodology. Digitalization is a process of application of modern information and communication technologies by enterprises to achieve their goals, based on the capabilities of the modern IT industry, focused on the transformation of existing business processes through their digitalization. In fact, digitalization involves a radical change in organizational design, management models and methods, centers of responsibility. That is, digitalization is not only the use of digital technologies, but also primarily a change in thinking, management style, incentive system and adoption of new business models.
 Results. Digitalization of the economy significantly transforms all traditional functions of organization management, and above all, the sphere of personnel management. Every year, more and more companies automate HR functions and thereby simplify and make the work of personnel managers and the HR department as a whole more efficient. The research shows that there is a significant gap between those companies that actively implement changes, confidently use new resources and technologies to improve HR processes, and those that take a wait-and-see position. The passivity of many companies leads to significant losses of competitiveness, as they not only lose the opportunity to invest in their own human capital, but also risk losing access to a workforce with unique capabilities. Digital HR combines social networks, mobile applications, cloud technologies, augmented reality and is a new platform for improving the work of both employees and candidates, improving and developing their experience. Developers of digital solutions provide the technical component of digital HR, while company management and HR departments must build their own integrated strategies and programs for digital personnel management. At the same time, the transition to digital transformation should be based on an in-depth analysis of internal and external factors, a study of advantages and disadvantages, as well as industry restrictions and potential partners. 
 Practical implications. Taking into account the general trends and needs of humanity, it can be argued that modern organizations should reconsider their position in the field of personnel management, namely the training of the organization's employees. After all, it is the potential and competence of the company's employees, its main resource that will allow it to remain a competitive player in the market in new, rapidly changing, uncertain conditions, regardless of the specifics of the company's activities. Today, digital technologies have made it possible to automate personnel administration, payroll, and recruiting processes. There are even complex HRM systems that make it possible to work not only with quantitative, but also with qualitative indicators, to automate, in addition to the above-mentioned planning of personnel needs and employee career planning, personnel evaluation, training, motivation and much more.
 Value/originality. The use of augmented reality technologies expands opportunities for talent acquisition, training and development. The virtualization of the internal space allows new candidates to instantly get an idea of the specifics of the organization and performance of work tasks within the company, to understand whether they share the vision, values and corporate culture, to facilitate the onboarding and adaptation processes, while at the same time providing recruiters with information about their behavior, personal characteristics and peculiarities. In addition, augmented reality transforms the processes of learning and development, allowing you to immerse yourself in the experience as much as possible, make it unique, which will later affect the quality of professional skills, promote the development of empathy and understanding.

The concept of the Center for psychological support of resident doctors during the training period.

Taking into account the importance of the profession of medical workers and the need of citizens for affordable, timely and high-quality medical care, it is necessary to develop a set of organizational and psychological measures aimed at preserving the mental health and well-being of medical workers. At the same time, the primary importance is the protection of the psychological health of resident doctors who are at the initial stages of their careers, since not only correction, but also prevention of emotional disorders is possible during this period. The subject of the study is the organization of psychological assistance to resident doctors during the training period, as well as approaches to psychological support of medical activities. The object of the study is the implemented projects on psychological support of medical workers in Russia and abroad. The article describes in detail the directions of psychological support for medical workers, as well as the concept of a Center for psychological support for resident doctors.The scientific novelty of the study lies in the fact that for the first time the realized experience of mental health practices of medical workers in Russia and abroad has been generalized, which made it possible to develop and substantiate the Concept of a Center for Psychological support of resident doctors during the period of training under residency programs. The concept of the "Center for Psychological Support of resident doctors during training" is aimed at the implementation of psychological support for students under residency programs and advanced training of heads of medical organizations in the field of personnel management and creating favorable conditions at the workplace. To achieve this goal, the Center carries out activities in four main areas: psychological and psychiatric care, methodological work, educational and scientific activities, with the involvement of the following specialists: medical psychologists, psychologists of training programs, coach, psychiatrists, researchers and methodologist.

USE OF ECONOMIC AND MATHEMATICAL MODELS TO MAKE EFFECTIVE DECISIONS IN THE FIELD OF HUMAN RESOURCE MANAGEMENT

The role of using economic-mathematical models for making effective management decisions both in the process of managing socio-economic systems as a whole and in the field of personnel management is defined. Modeling is considered as the main specific method of science, which is used for the analysis and synthesis of control systems, as well as a special cognitive method, when the research subject instead of the directly studied object of knowledge chooses or creates an auxiliary object similar to it - an image or model, examines it, and transfers the acquired new knowledge to the original object. Economic-mathematical models allow combining complex and sometimes vaguely defined factors related to a decision-making problem into a logically clear scheme that can be analyzed in detail. Such an analysis allows obtaining and evaluating alternative possibilities for the functioning of the economic system and predicting the consequences of management decisions. In order to ensure the effectiveness of personnel management processes based on the use of economic-mathematical models for management decision-making, the following were defined: classification of economic-mathematical models by purpose and purpose of application, optimization nature of most economic-mathematical models, model building procedure and preparation of a management decision based on economic -mathematical methods, a generalized view of the problem of economic-mathematical programming and typical managerial problems of personnel management, which are solved with the help of economic-mathematical models.

MANAGEMENT SYSTEM DEVELOPMENT OF ECONOMIC RELATIONS SUBJECTS UNDER CONDITIONS OF DIGITALIZATION

Each business entity strives to increase competitiveness and advantageous positioning in target markets. Today’s situation requires leaders to make rapid relevant changes and use the latest technologies to maintain or increase the development level for a stable state in the future. Technological innovations, high-quality service, and fast communication between subjects of economic relations are used for the purpose of development and obtaining socio-economic effects. The purpose of the research is to determine the features of the management systems development of economic relations subjects under the conditions of digitalization. To consider the specifics of the management system development of economic relations subjects under the conditions of digitalization, it is necessary to start from the composition of such subjects, since their actions will be based on certain interests, while being interconnected with other participants. It has been determined that technology is increasingly spreading across various industries as it allows for the automation of production processes, optimization, and visualization for management of business processes and aggregated results, increased productivity of personnel and, as a result, overall reduction of business costs. It has been proven that the significant problem is the formation of digital thinking at the management level, as well as the adaptation of organizational culture to new conditions and the development of mechanisms of interaction with various subjects of economic relations, considering new values and opportunities of digital technologies. The specifics of the development of economic relations subjects in individual spheres of activity have been analyzed. Today, the field of foreign exchange, logistics and retail can be considered advanced in digitalization, which is related to the specifics of the activity. This requires the speed of management decisions and control to ensure sufficient and required quality of output. In recent years, pharmaceuticals, scientific activity, and the tourism industry have remained the leaders in attracting IT specialists to the work of their enterprises. The process of digitalization in the field of personnel management was updated during the period of acquisition of the spread remote work. Keywords: digitalization, subject of economic relations, competitive advantages, business process, digital technologies.

DETERMINING THE PLACE OF HR AND MOTIVATION RESEARCH IN THE DIAGNOSTIC PROCESSES OF THE ENTERPRISE

In the presented article, on the basis of the conducted complex of studies, the place of HR and motivational studies, in general, within the diagnostic processes of the enterprise and their relationship with quality management actions and effective activities of the enterprise, taking into account the author's point of view, is determined. Systematized, taking into account the direction of research and the author's point of view, the components of effective management actions and decisions. It was found that quantitative and qualitative diagnostic studies in the field of personnel management and motivation of their work occupy a central place in effective decision-making at the enterprise to ensure its sustainable development and require significant attention from the administrative and management apparatus. The article also provides a general review of the stages of the diagnostic procedure at the enterprise and presents the author's understanding of the diagnostic procedure, taking into account the interdisciplinary approach. The place of personnel in the business diagnostic processes of enterprises is briefly considered from the standpoint of some authors, and the importance and necessity of observing the concept of human resources management during personnel management and the implementation of analytical and diagnostic measures at the enterprise is determined. The fact that the directions of HR diagnostic research and the motivational aspect can be allocated a significant amount is highlighted. Some attention is paid to the fact that for the effective implementation of diagnostics in the field of personnel management and motivation, high-quality professional training of the company's analyst or the involvement of specialized personnel and motivational audit specialists is necessary to increase its efficiency and the implementation of effective enterprise activities in modern conditions. Thus, it is shown that the efficiency of the enterprise is in a certain dependence on the personnel and motivational component obtained as a result of analytical and diagnostic procedures.