Personnel Management Research Articles

Economic prerequisites, development trends and features of the implementation of HR technologies through the prism of digital transfor-mations

Processes of accelerated digital transformations of all spheres of social life are currently the primary trend in the development of the global economy. The rate of penetration and effectiveness of the use of digital technologies in the economy at all levels is a determining factor of its competitiveness and a means of survival, especially in the conditions of modern challenges associated with active hostilities, pandemics, and forced adaptation to threats and obstacles related to it. It should be noted that digital transformation will be the driving force behind the post-war recovery of the national economy. The article aims to determine the economic prerequisites, development trends, and features of implementing HR technologies through the prism of digital transformations. It is emphasized that Digital transformation in personnel management, in most cases, is accompanied by the development of a digital platform that is maintained, a service integrator that ensures the interaction of employers with each other and with the working population, as well as with other digital platforms such as state ones: the "Actions" functionality, the digital platform interactions for business relocation assistance, the automated system "Unified State Electronic Database for Education (EDBO)", Electronic Health Record (EHR), and private: MASTER: Accounting, SMARTFIN.UA, Olyk SaaS, private 24, Liga Zakon, etc. It is substantiated that the competence approach is understood as a system of analytical assessment that allows identifying the correspondence of the potential of the personnel to the goals and priority directions of the organization's development and their results, which are evaluated by economic effects in the conditions of digital transformation. Areas of evaluation of the effects of digitized HR personnel management should cover the effectiveness of personnel work, the work of the HR service in general and its individual divisions, and the effectiveness and feasibility of the implementation of individual HR projects. Based on the calculation of these effects, it becomes possible to monitor the accurate picture of the organization's personnel management, identify the most vulnerable places, and promptly adopt the relevant managerial influences. The goals of the digital transformation of the personnel management system have been determined. The main prerequisites for implementing digital transformations in the personnel management system are outlined. It was determined that the transition of personnel management to the digital environment leads to transforming tasks, essential functions, and the management structure itself. At the same time, the framework of digital transformations, the effects of digital personnel management, and the vectors of their development, as a rule, differ about different industries and spheres of activity. Keywords: Digital technologies, HR technologies, digital transformations, HR processes.

Trends in the development of HR technologies in the context of the development of the digital economy and society

The rapid development of digital technologies, caused by modern challenges, leads to radical changes in the main spheres of society's life, including the work process. Society spends most of its life at work, so many scientists and researchers are looking for ways to increase labor productivity by possibly minimizing labor costs. By implementing digital technologies in personnel management, a large part of managers wants to get the maximum increase in labor productivity, which will ensure an increase in the competitiveness of enterprises. However, comparing the costs of implementing digital technologies with and without personnel management, they conclude that such investments need to be more proficient. Despite the costly investment in digital technology, today's challenges force leaders to digitally transform HR to ensure they can compete among the rest. The purpose of writing the article is to research trends in the development of HR technologies in the context of the development of the digital economy and society. The study of the main trends in the development of HR technologies in the conditions of the digital economy and society was carried out, which would allow a comprehensive classification of modern information technologies used in personnel management. The classification of modern information technologies in HR management is disclosed: Internet and Cloud technologies, Big Data analysis, artificial intelligence, and specialized software. It has been proven that for enterprises, there is a wide range of information technologies in the field of HR management, which allows you to choose the products you need for the program; this will increase the productivity of employees and ensure the competitiveness of economic entities. It is proposed that the organization create its information systems for personnel management based on the primary analysis of Big Data, which will ensure appropriate integration with existing processes. It was determined that using chatbots is promising for most enterprises, allowing customers to evaluate their service or provide feedback. Keywords: HR technologies in personnel management, information and cloud technologies, Big Data analysis, artificial intelligence, chat bots.

Genesis of human resource management paradigms

Human Resource Management emerged as a concept in the 1980s. The rebranding of personnel management quickly gained popularity, but many organizations needed to become acquainted with the evolution of theoretical research underlying this concept. This study aims to provide a brief and accessible overview of human resource management's evolution and current research in this field. An analysis of research on the origins of human resource management is conducted, addressing issues related to the functions, roles, and strategies of managers and current debates on how human resource management affects organizational effectiveness. The results of a retrospective analysis of approaches to interpreting the "personnel management" concept are presented. The theoretical framework for defining "enterprise human resource management" is justified. The genesis of human resource management paradigms is considered from technocratic thinking, based on managerial rationalism, to future-oriented management with a priority orientation towards strategic human resource management. It is noted that mastering advanced management technologies is impossible without mastering the fundamentals of the humanistic paradigm, which provides a comprehensive understanding of the evolution and functioning of various organizations, taking into account the deep mechanisms of human behavior and the development of human potential in the face of changing external environments. Additionally, business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Considering the stochastic nature of the external environment, uncertainty, political and economic instability, and economic globalization, it is noted that the potential of human resources serves as a tool for reducing business risks. In these conditions, business exists for people rather than people for business. It is noted that business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Changes in communication and information technologies, such as the digital revolution, satellite communication, and cellular networks, will require the adoption of strategic international or global models of personnel management, which will be implemented through radically new approaches to strategies, structures, organizational culture, personnel management practices, and labor relations. Keywords: human resource management, personnel management, organizational effectiveness, productivity leadership, management, organizational culture.

Future HR trends: use of modern technologies

The article discusses the use of the latest digital technologies in the work of HR managers of the future generation. The most likely trends that will be characteristic of changes in personnel management shortly are considered. The need to find and systematize effective digital methods in the personnel management system for the professional development of personnel is emphasized. It has been proven that combining digitization methods and using artificial intelligence by enterprise personnel can effectively increase work efficiency. The inevitability of the transition from personnel management to team and process management results from the shift in management focus from automation to leadership. We believe that the personnel manager and personnel service of an enterprise, organization, or company is directly responsible for the optimal organization of personal work by creating favorable conditions for fruitful cooperation, effective interaction of all team members, involvement of personnel in making management decisions, synchronization of work and systematic exchange of information. It's proven that as technology evolves rapidly, HR managers constantly look for innovative ways to streamline processes, improve employee engagement experiences, and ensure organizational success. One such tool that is becoming increasingly popular in HR is ChatGPT. Global crises contribute to its acceleration instead of stopping or slowing down the development of one sphere of life. A full-scale war forces Ukrainian companies to be resourceful, especially in the HR segment. These companies must maximize their resources to keep operating, support their employees, and fight the enemy. Therefore, thanks to the war, international HR trends will take root in Ukraine faster and easier than in other countries. We see the prospects for further scientific research in the development of methods of introducing artificial intelligence into the work of personnel services. Keywords: HR management; personnel; HR; development, digitalization, artificial intelligence.

НR-ТЕХНОЛОГІЇ В УПРАВЛІННІ ПЕРСОНАЛОМ ЯК СКЛАДОВА ФІНАНСОВО-ЕКОНОМІЧНОЇ БЕЗПЕКИ ПІДПРИЄМСТВ В УМОВАХ ЦИФРОВОЇ ТРАНСФОРМАЦІЇ

Today, for some enterprises of Ukraine, there is a threat to their activities associated with active hostilities on a large territory, as well as constant cyber attacks from the Russian Federation. Also, the main factor in ensuring the company's competitiveness is the digital transformation of business processes, which ensures an increase in productivity and efficiency. The use of digital technologies in business requires more and more protection to minimize future threats from information leakage through cyber-attacks or rogue employees. Increasingly, there are cases where personnel are not responsible for disclosing information that poses a threat to the financial and economic activity of the enterprise. That is why there is a need to improve the use of HP technology in management personnel as a component of the financial and economic security of enterprises in the conditions of digital transformation. The method of writing the article is the study of HP technologies in personnel management as a component of the financial and economic security of enterprises in the conditions of digital transformation. The study of HP technologies in management personnel as a component of the financial and economic security of enterprises in the conditions of digital transformation was carried out. The advantages of HP technologies in management personnel are characterized and the importance of increased protection is emphasized. External and internal threats and risks affecting the financial and economic security of the enterprise are considered. It was determined that external threats have an unregulated nature and systematically affect the company's activities. Internal ones, in their situation, are more regulated and have local influence. It is proposed to develop the mechanism of financial and economic security of the enterprise taking into account the methods and tools of personnel management based on HR technologies. It is emphasized that for modern conditions it is important to pay considerable attention to the formation of the personnel management subsystem on the basis of HR technologies as a component of the financial and economic security of the enterprise, which ensures its strengthening. It was determined to increase the protection of information systems used by management personnel to ensure the reduction of leakage of corporate and personal information, which strengthens the financial and economic security of the enterprise.

Strategic imperatives of the management of organizations in the conditions of global risks and crisis phenomena

Any economy functions under global influence and internal contradictions; it must be balanced to meet people's basic needs, a healthy natural environment, social infrastructure, and awareness of the needs of the existing state of the institutional environment. Strategic imperatives build an environment of strategic priorities, which is formed for each enterprise, industry, and economy of the country. They are an essential condition for development and the transformation of the institutional environment of the economy. The article is devoted to considering the development and implementation of the strategic imperatives of the organization's management in the conditions of global risks and crisis phenomena. The essence of the concepts "Imperatives" and "Imperative management strategies" is revealed. The scientific opinions of foreign and Ukrainian scientists regarding the development and importance of strategic imperatives in the management of the organization, in particular during global risks and crisis phenomena, are highlighted. The possible strategic imperatives during crises of the organization are characterized, and the views of foreign scientists regarding the principles that must be followed when making strategic decisions during internal and external crises are described. Business research on management disclosure demonstrates significant results in dealing with business failures, deteriorating financial performance, personnel management, and failures in communications with suppliers and government agencies during local and global crises. In particular, it has been proven that strategic imperatives will allow generating new and adoption of existing business models that significantly affect modern social and economic processes as a result of the transformation and digitalization of business activity and are currently necessary given military operations and rapid changes in the business environment and operating conditions of organizations in towards the actualization of social and environmental trends. Keywords: strategic imperatives, imperative strategies, global risks, crisis phenomena, strategic management in management.

The Moderating Effect of Big Data Analytics Capabilities on the Relationship Between Organizational Culture and Administrative Effectiveness at Higher Education Institution in Sichuan

In the rapidly evolving landscape of higher education, the role of organizational culture and administrative effectiveness has garnered significant attention. This study aims to investigate the moderating effect of big data analytics capabilities on the relationship between organizational culture and administrative effectiveness in higher education institutions in Sichuan, China. The study will employ a mixed-methods approach, combining quantitative analysis through surveys and qualitative insights through interviews. The sample will consist of faculty members, administrative staff, and management personnel from various higher education institutions across Sichuan province. The theoretical framework will draw upon literature on organizational culture, administrative effectiveness, and big data analytics capabilities. Organizational culture dimensions such as innovation, adaptability, collaboration, and leadership will be evaluated using established scales. Administrative effectiveness will be assessed based on factors such as efficiency, responsiveness, transparency, and stakeholder satisfaction. The research will explore how the organizational culture of higher education institutions in Sichuan influences administrative effectiveness. Additionally, it will investigate the role of big data analytics capabilities in moderating this relationship. Specifically, it will examine how institutions with varying levels of big data analytics capabilities leverage data-driven insights to enhance administrative practices and overall effectiveness. Findings from this study are expected to provide valuable insights for higher education institutions in Sichuan, enabling them to cultivate a conducive organizational culture and leverage big data analytics capabilities to improve administrative effectiveness. The results will also contribute to the broader literature on organizational culture, administrative effectiveness, and the role of technology in shaping organizational outcomes.

The moderating role of government support in chatbot adoption intentions among Malaysian government agencies

PurposeThis study aims to use a survey to examine the factors encouraging Malaysian government agencies (MGAs) to adopt chatbots, which are a new artificial intelligence technology.Design/methodology/approachThe minimum sample size was 98 according to the complexity model, and the respondents were top MGA management personnel. The questionnaire was emailed to all MGAs, and data were collected using snowball sampling in the technology–organization–environment (TOE) framework. Out of 348 top management personnel contacted, 341 agreed to participate in the study.FindingsTechnology readiness (TR), organizational readiness (OR) and citizen demand were all positively related to chatbot use intention. Government support (GS) strengthened the relationship between OR, TR and chatbot adoption intentions. The findings demonstrated the ability of the TOE framework to ascertain the factors influencing MGA chatbot adoption.Research limitations/implicationsThis study was limited to Malaysian federal government agencies.Practical implicationsThe findings provide useful information for a better understanding of factors influencing the adoption of chatbots among Malaysian government agencies. Related parties, such as the head of department, could use these findings to plan further action to empower counter service by integrating chatbot adoption.Originality/valueThe study revealed the capability of the TOE framework to identify the factors influencing the decision to adopt chatbots among Malaysian government agencies. GS was found to have moderation effect on the relationship between OR and TR toward the intention to adopt a chatbot.

Pengelolaan Tenaga Kependidikan dalam Manajemen Penjaminan Mutu Pendidikan yang Berkualitas di MTSN 1 Pangandaran

The aim of this research is to reveal the management of educational personnel in quality assurance management through planning the needs of educational personnel at MtsN 1 Pangandaran. Educational personnel can be said to be one of the keys to the success or failure of providing education, so it is necessary to understand how to manage educational personnel and the aspects of managing educational personnel. Management can be defined as organizing or managing something so that the thing being managed can run smoothly in accordance with predetermined achievements, effectively and efficiently. The method used in this research is descriptive qualitative, namely presenting data described using words. The results of the research found that quality education staff in terms of how the teacher recruitment mechanism is carried out, carry out activities that can develop educators' performance abilities which are considered more effective because they increase the teaching staff's self-awareness regarding student discipline and build good relationships between students and teachers.

INCREASING THE EFFICIENCY OF MANAGEMENT OF THE PERFORMANCE OF MARKETING ACTIVITIES OF THE ENTERPRISE IN THE CONDITIONS OF DIGITALIZATION AND THE POST-WAR PERIOD

The article defines the main directions of digitization of the management of the effectiveness of marketing activities of the enterprise. The purpose of the article is to justify proposals for improving the digitalization of the document flow system of marketing business processes due to its design in terms of the main directions of the company's marketing activities, to determine the role of digital marketing tools in managing the effectiveness of marketing activities. The components of document flow systems of marketing business processes have been studied. It is shown that digitalization contributes to increasing the effectiveness of marketing research and justification of marketing decisions. It was determined that the combined use of traditional and digital marketing tools allows for a synergistic effect in managing the effectiveness of marketing activities. The expediency of designing a document flow system of marketing business processes in terms of the main directions of the enterprise's marketing activity (development of product, price, sales, communication policies, marketing management), as well as points of interaction of the functional subsystem of marketing management with the functional subsystems of production, personnel, finance and innovation management is shown. It is shown that the digitalization of marketing performance management is an integral part of the company's digitalization strategy. It was determined that the classification of companies depending on the level of innovative activity is more appropriate for the study of innovative marketing strategies of Ukrainian enterprises. It was determined that in the post-war period, the main threats to the enterprise are the destruction of logistics chains, the shortage of own funds of enterprises and the difficulty of obtaining credit funds, the complication of business conditions due to state policy, and a high degree of uncertainty in the business environment. In such conditions, the tools of digital technologies make it possible to increase the effectiveness of managing the effectiveness of marketing activities and more rationally distribute the limited marketing budget.

BLOCKCHAIN IN HR: NEW HORIZONS OF SECURITY AND TRANSPARENCY IN THE DIGITAL ECONOMY

Blockchain technology offers new horizons of security, transparency and efficiency in the digital economy. Its application can fundamentally change traditional approaches to recruiting, evaluating and managing employee data, and also affect the interaction with the workforce on a global level. For Ukraine, a country that is actively moving towards digitalization of public services and business processes, the problem of using blockchain in HR technologies is particularly relevant. In the conditions of the rapid development of the IT sector, the increase in the number of startups and the integration of Ukraine into the international market, blockchain can become a key tool for ensuring reliability, data security and the efficiency of personnel management. This will not only increase the competitiveness of Ukrainian companies, but also ensure transparency and openness in HR processes, contributing to the creation of trust between employees and employers. The purpose of the article is a comprehensive analysis of the potential of using blockchain technologies in the field of human resources (HR) management with an emphasis on solving key challenges related to ensuring the security, reliability of data and the effectiveness of HR processes in the conditions of martial law in Ukraine. The research uses a comprehensive approach, which includes the analysis of scientific publications, articles, monographs and reports at conferences on blockchain and human resource management, as well as a comparative analysis of cases of using blockchain technologies in HR practices. The article seeks to determine how blockchain can contribute to the optimization of work processes, the protection of personal data of employees and the maintenance of operational stability of relocated enterprises, as well as to discuss potential obstacles and limitations in the integration of blockchain into HR systems. Particular attention is paid to the analysis of research and development of domestic and foreign scientists in this field, with the aim of determining promising directions for further research and developing practical recommendations for the effective implementation of blockchain technologies in HR practice in Ukraine. Blockchain can transform traditional approaches to human resource management, making processes more efficient, secure, and fair. However, for the full implementation of these practices, a number of technical, legal and organizational challenges need to be overcome, which outlines the prospects for further research.

Customer Relationship Management as a Firm-level Factor and its role in Firm Performance: A Study on the Firms Listed at Nairobi Securities Exchange

The study sought to examine the relationship between customer relationship management and performance of firms listed at Nairobi Securities Exchange. While the listed firms remain integral in the country’s economy, their continued performance has been declining over the years. This has seen some of the firms get delisted and others suspended from trading due to subsequent years of loss-making. Customer relationship management on the other hand has been found to be instrumental in determining the performance of modern firms, in the midst of growing competition and dynamic operating environment. The motivation of this study was therefore the limited literature on the relationship between customer relationship management and performance of listed firms. The study utilized a descriptive-exploratory research design, where 240 senior management personnel drawn from the 64 listed firms were surveyed using a structured questionnaire. The data was analysed using SPSS and Amos software for descriptive statistics, regression model and structural equation modelling respectively. The findings revealed that customer relationship management had a significant influence on the performance of firms listed at the NSE (R2 = .265; β = 0.353; P=0.0001<0.05). It was therefore concluded that customer relationship management as a frim-level factor is instrumental in determining the performance of the listed firms at the NSE. The study recommended the need for the management of the listed firms to be at the forefront of pushing for enhanced customer relationship management so as to strengthen the firms performance.

The method to predict damage of body areas due to occupational injury among firefighters

Background. Occupational injuries indicate the level of safety at work and are subject to controlled management. Impossible to eliminate entirely, injuries lend to minimization only. Injuries are investigated not only by medical professionals exclusively. At the same time, by knowing the occupational injury dynamics and the types of potential body injuries, we can prospectively assess the required capacities and resources to eliminate the consequences. The objective is to develop a tool to forecast the scale of occupational body injury in firefighters of the Federal Firefighting Service (FFS) of the EMERCOM of Russia.Methods. The paper analyses occupational injury reports for 2012–2021 produced by the FFS of the EMERCOM of Russia. Total 1769 injuries were registered and matched to injury groups contained in chapter XIX of the International Classification of Diseases and Behavioral Disorders (ICD-10). Personnel injury risks for different body parts are identified and calculated with adjustments for non-identified (absence of diagnoses in injury records) and poorly identified injuries (generalized diagnoses are given). The body injury risk level among the personnel was (11.96 ± 0.89) ∙ 10–4 injuries/(individual ∙ year), which was greater than the level of injuries – (9.19 ± 0.54) ∙ 10–4, since each case of injury correlated with an average of 1.3 diagnoses, with 1.4 in firefighters, including those involved in elimination of other emergency consequences, conducive of concomitant and combined injuries. The curves show high, positive and statistically significant congruence (r = 0.686; p < 0.05), suggesting the impact of identical (unidirectional) factors as an underlying cause. External impacts include mechanical injuries amounting to 83.6 %, burns – 11.6 %, heat syncope – 1.5 %, poisoning by combustion products – 3.3 %. The average age of the injured FFS personnel of the EMERCOM of Russia was (36.2 ± 0.3) years, including (10.2 ± 0.3) years of work experience, with the overall FFS forces standing at (191.3 ± 3.3) thousand people. Results and discussion. The predicted number of occupational injuries among the FFS personnel of the EMERCOM of Russia was calculated using the discriminant formula: y = (2.49 z1 + 0.21 z2 + 0.91 z3 + 0.68 z4 + 0.72 z5 + 0.71 z6 + 0.88 z7 + + 0.43 z8 + 1.87 z9 + 1.11 z10 + 1.11 z11)∙10–4 × (2.54∙10–4 t2 – 2.98∙10–2∙t + 1.72) × (–2.94∙10–4∙s2 – 1.76∙10–2 ∙ s + 1.24), where y is the number of occupational injuries of the FFS of the EMERCOM of Russia; x is the number of personnel (absolute); t is the average age, years; s is the average professional experience, years; z1–z11 is the predicted number of body damages (contained in chapter XIX of the ICD-10) derived by multiplying the corresponding coefficient by the number of firefighters per 10 thousand people (10–4): z1 is head (S00–S09), z2 is neck (S10–S19), z3 is chest (S20–S29), z4 is abdomen, lower back, lumbar spine and pelvis (S30–S39), z5 is shoulder girdle and shoulder (S40–S49), z6 is elbow and forearm (S50–S59), z7 is wrists and carpus (S60–S69), z8 is hip and thigh areas (S70–S79), z9 is knee and lower leg (S80–S89), z10 is ankle and feet (S90–S99), z11 is other external impacts, i.e. thermal and chemical burns (T20–T32), combustion by-product poisoning (T58–T59), heat syncope (T67.1). Linear discriminant formulas are provided to calculate body lesions split by categories of personnel (operational, preventive, technical and managerial personnel).Conclusions. The method allows to predict the total number of occupational injuries among firefighters, including injuries of certain body areas and thereby calculate the resources and efforts required for treatment and rehabilitation.

RESEARCH ON THE EMPLOYEE COMPENSATION MANAGEMENT OF PROPERTY COMPANY H

With the initiation of West Development, the property industry in Duyun has developed rapidly. H Property Company mainly serves high-end residential quarters in Duyun City, but due to the relatively backward salary management, the staff mobility is large, affecting the normal operation and development of the company. In order to solve this problem, this article’s research object focuses on H Property Company’s salary management of the enterprise's personnel. The conclusion of this study has guiding significance for the salary management of property companies. Through the optimization of salary management, a complete and scientific performance management system is constructed to enhance the core competitiveness of property companies and promote their healthy, long-term, and efficient development.

A Performance Evaluation Method for Employees in Small and Medium-Sized IT Enterprises Based on Multiple Indicators

In recent years, research on performance evaluation of IT enterprises has become a hot topic worthy of attention. In some countries, IT enterprises have become essential in driving economic development. However, there are significant differences in personnel management, performance evaluation, and other aspects among listed IT enterprises, large IT enterprises, and small and medium-sized IT enterprises, making it difficult to standardize performance evaluation for different types of enterprises. Especially for small and medium-sized IT enterprises, there are still specific problems in performance evaluation due to the unique characteristics of the enterprise. The primary manifestation is that standardized evaluation indicators cannot be fully applicable to small and medium-sized IT enterprises, making it challenging to conduct dynamic evaluations based on the characteristics of the enterprise. This article is based on the research and analysis data of performance evaluation management for small and medium-sized IT enterprises in a particular region of China. It proposes a multi-indicator-oriented performance evaluation system for small and medium-sized IT enterprises and offers corresponding guarantee measures.

Contemporary Asian experience of digitalization and sustainable development in economy and management. A review of the book “Business and management in Asia: digital innovation and sustainability” (Springer, 2023)

Entering the markets of Asian countries and developing cooperation with their business structures are important tasks, which makes it relevant to study current trends in economic and management changes in these countries. This work is a review of a book on the Asian experience of digitalization and sustainable development, as well as published by one of the leading international publishing houses. It contains nine chapters, the contents of which are analyzed, summarized and interpreted (where necessary). Basically, the book authors draw attention to the active, but in some places only the initial course of transformations, which not only respond to the current challenges of socio-economic development, but also form fundamentally new ones. The book identifies some features of management practices (at the state and corporate levels) that reflect different approaches to digitalization and acquisition of sustainability, preferred in Asian countries. The inextricable connection of economic and managerial transformations with social development in general is shown. Special attention is paid to the urgent need for personnel (including management personnel) with specific competencies, which has already been encountered in a number of Asian countries. During the review, certain shortcomings of the publication were identified, in particular, the excessive mixing of the “western” and “eastern” visions. Nevertheless, the book is recommended to domestic specialists for a deeper understanding of the economic transformations currently taking place in Asia.

National Identity and Foreign Borrowing in the Legal Forms of Personnel Management: History and Modernity

Relevance. The introduction of special rules for the use of foreign vocabulary in the texts of public acts, improving the form of a business letter, modifying the structure of documents in accordance with the powers of public authorities are trends in the current and past Russian administration experience. Both in the modern and historical and legal context of scientific research, it is relevant to consider state approaches in the field of regulating official paperwork, which are aimed at forming a stable management model in accordance with domestic national interests and values. The purpose of the study is to establish the relationship between elements of national identity and foreign models in the state personnel practice of document flow in Russia in the 18th century, which is useful for taking into account this experience in modern transformations of the foundations of legal and business writing.Objective: are to consider legislative innovations in terms of regulating the field of record keeping and personnel management; to identify forms of record keeping in the XVIII century and socio-political factors influencing their application; a retrospective assessment of the methodology for drafting texts of government acts.Methodology. The methodology is based on comparative legal, comparative historical, historical legal and systemic research methods.The results of the study indicate the improvement of grammatical, stylistic, translation and other business skills and competencies of personnel of public authorities. A historical and legal analysis of the directions of development of personnel management revealed an active borrowing of foreign vocabulary in the execution of administrative acts. The clerical mechanism of interdepartmental communication gradually became more complicated, and the procedure for receiving and responding to petitions from private individuals was regulated. Conclusion. The experience of forming the Russian management and personnel practice of paperwork, developing in conditions of value crises and political contradictions, is important for taking into account the political and legal measures carried out in the modern state.

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.

Information Technology and Personnel

Information technologies develop faster and faster every year and gradually reach all spheres of life. Currently, the use of information technology in personnel management is unimaginable in isolation, as it allows any organization to use process automation to a large extent. Most companies in the modern world automate the process of personnel management using information systems. The paper discusses the importance of information technology in personnel management, which allows the organization to always be one step ahead and ahead of its competitors, who use information technology in personnel management to a minimum. In modern conditions, it is important to use technology in human resource management. (HR) Human resource managers use technology to make their jobs easier. Information technology affects almost all areas of society. This trend is primarily related to the ever-increasing volume of information and tasks. The transition to a digital economy encourages businesses to find innovative ways to implement digital strategies. Most business entities, to one degree or another, have moved to automation of processes in the field of human resource management. With the help of technology, more efficient selection of personnel is made for the company, personnel records are improved, and the ability to receive feedback from employees is also accelerated. Keywords: personnel, human resources, information technology, Internet, technology, management.

Managing Technical Staff in a Modern Organization for Successful Business

An obstacle to the introduction of advanced technologies is the shortage of technology specialists. At this time, it is possible to slow down the economic growth of enterprises, as well as to reduce the competitiveness of companies. The reasons for the shortage of qualified personnel are: 1. High rate of introduction of advanced information technologies 2. Rapid growth of e-business 3. Lack of training programs The issue of increasing the effectiveness of personnel management in order to rationally use existing labor resources is very relevant. By stopping the hiring of new employees, managers try to retain technical staff. Issues of labor resource management are still insufficiently studied despite the existence of a serious theoretical and experimental basis. One of the objective reasons that hinders the development of research in this field is the lack of appropriate tools. Modern information technology is the basis that allows a person to expand the researcher's abilities when analyzing the problem under consideration. Managers' requirements for technical staff are determined by: a. Knowledge and experience of working in the existing specialty b. Knowledge of the sales market c. Clarification in the production technologies of a foreign country d. Using them at work There are many categories and within each category there are many different areas, both technical and creative. Engineering and technical personnel can be trained in various directions, such as mechanical engineering, metallurgy, chemical technology, biotechnology, automation, construction, architecture, electrical and radio engineering, food technology, consumer goods research, mechanical engineering, metallurgy, automation, energy, assistance in the adoption of transport process technologies, Thermal energy and heating engineering, personnel training for radio-electronic systems, aircraft engine designers, future fashion designers and other fields. Today young people believe that technical professions are not as prestigious as, for example, a web designer or a photographer. Keywords: technical staff, personnel management, successful business, modern organization.