The purpose of this article is to develop recommendations for the application of methods for assessing the managerial competencies of service personnel. The empirical basis of the study was made up of questionnaire surveys jointly developed with the organization’s management: a personnel assessment system (survey for managers), a personnel assessment system (survey for employees). The study was carried out on the basis of an organization engaged in the collection and purification of water for drinking and industrial needs. To comply with the principle of trade secrets, the work does not indicate the full name of the organization. When analyzing the results of the study, it was found that the personnel assessment system is more aimed at managers, employees are not aware of the assessment system; the assessment does not take into account the specifics of the organization and objectivity; Respondents are ready to introduce new methods and technologies in personnel assessment. All respondents who took part in the survey are satisfied with the current personnel assessment system in the organization. Based on the identified data, recommendations were developed for the use of personnel assessment methods. An important factor will be the involvement of employees in the evaluation process and taking into account their opinions can help increase confidence in the evaluation system and its results. When choosing evaluation methods, the views and preferences of employees should be taken into account to ensure their participation and active interaction with the process.

Modern organizations strive to abandon directive management methods and move to practices characteristic of self-organization and group work. One of such practices is facilitation, which differs from simple management in that it focuses on increasing the efficiency of each employee and the organization as a whole by optimizing collective discussions of existing problems. The article analyzes the capabilities of facilitation technology, which is aimed at achieving more successful organization performance of assigned tasks by establishing productive teamwork and forming an organizational culture that meets the spirit of the times. Facilitation sessions are an effective tool for solving organizational problems during production meetings and conferences. Facilitation methods can be used during a meeting on the development of the organization and the formation of new projects. There is a place for facilitation in sessions for crisis management of the current situation and detection of problems arising in the company, with the subsequent development of joint solutions to overcome them.

The article substantiates the relevance of the study of the issue of development of the labor potential of the regions of the South of Russia as a key resource that ensures the possibility of sustainable effective development of the studied regions and the country as a whole; based on the results of sociological surveys and in-depth interviews, public opinion was studied and the main directions of development of the labor potential of the regions based on professional training of personnel were determined; a list of areas and professions for which it is necessary to revive the system of industry training of personnel was compiled; the main directions of changing the system of personnel training in Russia, ensuring the socio-economic development of the regions in modern conditions, were substantiated. The article was written as part of a study conducted by a team of authors of the Federal State Budgetary Educational Institution of Higher Education “State University of Management” with the support of the Russian Science Foundation as part of the implementation of scientific project No. 24-18-00722 to carry out research work on the topic: “Socio-economic and political-administrative transformation of the modern South of Russia. “New” and “old” regions: comparative historical analysis and development prospects”.

In today’s dynamic economy, when global processes and digitalization are radically changing the conditions of enterprises, the problem of employee incentives comes to the fore. The desire to increase productivity and retain key personnel is of particular importance for management and HR professionals who are looking for mechanisms to strengthen the incentives of their teams. Within the framework of the aspects developed in this article, the subject of analysis is the relationship between employee motivation and changes in generally accepted value orientations caused by universal transformations such as globalization. The influence of various factors, including the amount of remuneration, the quality of the work environment, career opportunities, as well as the degree of attention provided by management, on the degree of motivation of employees is documented in this study, with special emphasis on their role in increasing or decreasing active participation and productivity of staff. The questions of how modern theoretical approaches to motivation correlate with the practice of business organizations are also raised. For the teams of enterprises operating in the changing environment of modernity, the author offers unique strategic guidelines that allow optimizing internal motivation. Workshops based on relevant research designed to increase employee engagement and dedication are described taking into account the global challenges of today. Subject of the study — determining the degree of influence of non-material motivation and incentive tools for employees of enterprises in Russia. Scientific novelty and conclusions: The conducted research confirms the hypothesis that the stimulating aspect of an intangible nature has a significant impact on the performance of employees. This influence is reflected in increased productivity due to better discipline, an increased degree of satisfaction from performing work duties and, as a result, in reducing staff fluctuations. The effects of non-material labor stimulation are becoming significant factors in strengthening corporate culture and creating a favorable climate within organizations. Area of application: The results of the study may be useful for organizations with increased staff turnover and limited payroll. The practical value of labor market research in the aging phase of workers with an emphasis on the analysis of theories, concepts and models of active longevity may lie in rethinking personnel management strategies, improving employment policies and creating intergenerational interaction programs.

The article discusses value adaptation, which ensures the fastest possible alignment of personal and professional values of a beginner with the corporate environment of a new company. It is this area of adaptation that plays a key role in creating a unified vision and integrating new employees into the team. The importance of this issue is due to the critical role of adapting new employees in the personnel management process for any business. In this regard, the article provides the main ways and methods of adaptation that allow you to develop a sense of loyalty to the organization even before a new employee comes to work, as well as supporting him in the very first working days and aimed at building commitment and overall involvement in the company’s affairs.

The relevance of digitalization in the management of an organization is obvious today. Improving many processes based on the use of digital technologies has proven its effectiveness. However, the use of innovative methods in personnel management remains a poorly developed area. The purpose of this study is to study the possibilities of using digital technologies in personnel management. The article presents a description of issues related to the organization and use of digital technologies. Namely, the functions of employees associated with the use of automated programs are studied, regulatory documents governing the activities of personnel are considered. The study, conducted on the basis of an analysis of personnel management activities, made it possible to develop specific recommendations for the implementation of digital technologies in the personnel management process. When writing the article, the results of leading companies were analyzed, and previous developments of the authors were also used. The methodological basis of the study was a systematic approach, comparison and classification, and the timekeeping method was used when studying the costs of working time. The result of the work was the development of a chat bot for employees, a memo on the use of the SNPO “Portal Knowledge Base”, recommendations for conducting a master class when implementing KEDO and recommendations for using AI for individual HR functions. The authors also studied the time costs of employees before and after the implementation of the chat bot and AI. The economic and social effect after the implementation of developments based on digital technologies is presented.

The study tested the method of methodological co-working for working with young specialists who first joined the educational organization. The purpose of the study was to assess the effectiveness of this approach to identify professional opportunities and demands of new employees, as well as their involvement in the innovative activities of the organization. Five young professionals and their mentors participated in the co-workshop. According to the results of the first year of work, all participants fulfilled the set tasks, formulated their goals and preferred trajectories of development, which allowed the administration to compare their expectations with the capabilities of the organization. In the future, the specialists will be monitored and the method is planned to be used annually for all new employees, including experienced workers.

This article raises the issues of the effectiveness of the organization’s management, the influence of many factors of the organization on employees and the development of the organization. The external and internal factors of the organization are being clarified. It is noted that it is necessary to take into account a number of key characteristics of environmental factors: their interconnectedness, complexity, development, variability and uncertainty. The internal environment of a company is considered as a set of factors that influence its competitive position and financial results within corporate boundaries. The result of the analysis of the internal environment of the company, the importance of its resources, abilities and competencies is noted. The main recommendations for improving the effectiveness of the organization’s management are formulated. The need for interaction with suppliers, competitors and “contact audiences” was noted, combining efforts to create new products and better meet customer needs. The dependence of business success on the ability of management to effectively manage all factors, adapt to changes in the external environment and constantly improve its processes is noted. The necessity of competent management is considered not only in matters of strategic planning, but also operational management, staff motivation, task control and execution, and the ability to make decisions in conditions of uncertainty.

The article examines the characteristics of the «office syndrome», which is formed because of the negative impact on the health of employees of working conditions, the technological revolution, and the complex and unpredictable situation in the world. The risk factors influencing the development of stress in offices are disclosed, anti-stress measures used by modern organizations to counteract the negative effects of stress on the health of office workers are analyzed. The main thesis of the authors is that it is necessary to fundamentally change the approach to personnel policy, focusing on creating a system to support the mental and physical health of employees, since this is not only a condition for the economic prosperity of organizations and society as a whole, such a policy corresponds to modern times, changes taking place in the economy and public consciousness. Today, creating harmony between human needs and the economy is the leading idea.

The article discusses a number of topical issues related to the development of modern society, including Russian. The issue of generational differences and their impact on the functioning of the state, the formation of traditions, norms, and values is increasingly attracting interest among researchers. The work examines the theory of generations by N. Howe and W. Strauss, which provides valuable information about the characteristics of social development. The consideration of social regulators is based on the theory of the Russian scientist N.L. Zakharov. Particular attention in the article is paid to the new digital generation Z in the context of the theory of social regulators, which becomes logical taking into account the features of the management system in modern conditions.

Career guidance work is the subject of attention of the state and parents, the quality of which determines the well-being of each citizen and the state of the economy as a whole. Meanwhile, it is not always effective, as evidenced by the answers of schoolchildren given in the article. The article considers «family» career guidance, its features and suggests some of its forms for implementation by parents. The experience of career guidance work carried out by students of the Department of Personnel Management of the State University of Management within the framework of project-based learning and individual academic disciplines is described. In particular, this is an interactive assistant for schoolchildren, as well as individual diagnostic profiles of students and career trajectories.

The article considers the possibility of improving the efficiency of managing the labor potential of employees by integrating three concepts (D. Kolb’s activity model, M. Belbin’s command roles and the classification of temperaments «Priority») into a single toolkit. As a result of the analysis and comparison of these concepts, it was possible to refine and modify D. Kolb’s model to the «3/8» activity cycle model, in which 8 stages are distinguished based on three criteria. In the developed classification of employees according to natural priorities of activity, each stage of the «3/8» activity cycle model corresponds to a certain type of employee, which has its own «reflection» (prototype) in the styles of activity of D. Kolb, the command roles of M. Belbin and the classification of temperaments «Priority». The integration of the three concepts makes it possible to clarify both the idea of the processes occurring at the stages of the activity cycle and the description of the types of employees. Combining and revising diagnostic techniques used in concepts will increase the accuracy of diagnosing employee types and predicting their behavior, increase the effectiveness of employee selection and role allocation in the team.

The paper presents an analysis and synthesis of key trends in business development in the world and the Russian Federation, as well as their impact on the functions of human resources management (HR) and training and development (T&D). It is shown that constant changes and their abrupt nature have led to the accumulation of contradictions and the formation of a systemic crisis, including in the field of working with people and their training. The solution to this crisis may lie in a systemic reassembly of the role and function of training and development, and most importantly, its reorientation from solving problems on the part of the HR function to meeting business requests for changes, primarily through proactive training of employees to solve strategic and operational problems. The T&D function is finding new purpose in driving ongoing business change while maintaining the operational function.

This study is devoted to the urgent problem of developing and using an employer’s brand to attract and retain staff. The article provides up-to-date statistical information on the current socio-economic situation on the labor market in the Russian Federation. A theoretical analysis of research on working with the organization’s HR brand has been carried out, and key areas have been identified that organizations currently need to focus on if they want to maintain the attractiveness of the company for job seekers and employees of the company. The results of a practical study of candidates’ preferences are presented, and the perception of the employer’s EVP value proposition among pharmaceutical companies is analyzed. Based on the diagnosis, the technology of developing the employer’s brand is proposed, through a step-by-step algorithm consisting of four stages: conducting a survey and analyzing the perception of the HR brand of the organization and competitors in the pharmaceutical industry, developing an EVP, testing the HR brand concept, creating a creative communication strategy. The objectives of the study included interviewing job seekers, analyzing competitors and conducting focus groups to assess the attractiveness of the employer’s brand. The novelty of the work lies in obtaining practical up-to-date data on the pharmaceutical labor market and offering an algorithm for developing an organization’s HR brand.

Currently, communication technologies have become firmly established not only in the life of society, but have also become integral assistants in the implementation of business processes. Modern conditions for introducing new digital communication technologies into their activities pose two important tasks for organizations: providing the communication process with the necessary technical means and highly qualified specialists to ensure the effective implementation of this area of work. The introduction of digital communication technologies is of particular relevance in the work of HR services. The fairly rapid development and transformation of communicative methods of communication requires new knowledge and work skills from personnel management specialists, and from the employer to highlight a new area of activity - communications management. The purpose of the study is to, based on an analysis of modern communication technologies, determine the possibility of their use in the work of personnel services.

The article is devoted to the study of corporate culture as a factor in the sustainable development of an organization, which can both contribute to and hinder the achievement of goals and the implementation of sustainable development principles in corporate practice. The main features of the corporate culture of sustainable development are presented, determining the directions of transformation of existing cultures, as well as the characteristics of the manifestations of strong and weak cultures of sustainable development and their impact on the development of the organization. A model of the organizational culture of sustainable development is proposed and, based on the generalization of existing experience, corporate practices are identified that contribute to its formation and development, including ensuring the involvement of employees in solving existing problems. The strengths of various types of corporate culture are highlighted, which must be aligned with the goals of sustainable development in the corporate strategy. Additional opportunities for transforming corporate culture to achieve sustainable development goals when implementing technology based on artificial intelligence are shown.

Currently, research in the field of artificial intelligence (AI) attracts significant attention of scientists and specialists, noting a significant contribution to the development of this technology. Based on the historical context, AI, which arose in the 1950s as a field of experimental scientific research, has now reached the stage of active and dynamic development, enriched with an extensive set of tools, methods and approaches to its application. The main task facing AI researchers is to create software, algorithms and models that can provide hardware with the ability to act independently and think logically. In the process of solving this problem, specific obstacles arise, the key attribute of which is the absence of a previously known algorithm for achieving the machine learning. Within the framework of the article, an analysis initiated by the author is carried out regarding the essence of the concept of “artificial intelligence.” Special attention is paid to the huge potential that opens up for the use of AI in the field of personnel management. The study, performed by the author, highlights the attitude of employees towards AI and its integration into the business processes of companies. The survey, which cover d more than 150 participants from various organizations of the Russian Federation, was organized using online tools such as Google Forms. The results of the study indicate the shown interest of employees in the topic of AI and the belief in its positive impact on the processes of human resource management, despite the lack of widespread distribution of this technology among companies. The main concerns expressed by respondents are related to cybersecurity issues and potential job losses, which is confirmed in the opinions of experts, focusing on the need for comprehensive regulation of the use of AI, including legal and ethical aspects. In conclusion, the author of the article proposed a logical scheme detailing the process of integrating AI into the administrative system.

The article presents the results of a study assessing the effectiveness of the implementation of digital solutions and platforms in the field of human resource management. The object of study of this article is department stores in the retail sector. The main goal of the study is to confirm the hypothesis put forward about the need to switch to digital tools for human resource management (WFM systems), as well as to confirm the effectiveness of their use. When conducting the research, the authors used general scientific methods such as the survey method, analogy and modeling based on elements of the architectural model of WFM work. The authors of the article identify the disadvantages of the traditional method for generating working time calculations and the advantages of the personnel management method using WFM tools. Based on the results of the study, the authors confirmed the hypothesis put forward on the basis of calculations carried out in a group of pilot department stores in the retail sector.

This paper examines the relevance of the topic related to changes in the labor market caused by demographic and social factors. Changes in the demographic structure of the workforce can lead to the following transformations: First, there is a shortage of labor in various industries. The emigration of workers abroad and the shortage of incoming migrants lead to this phenomenon. In addition, the shortage of workers is influenced by low activity among young people due to changes in their values, mobility and the desire for a work-life balance. Secondly, the aging phase in the context of theories of models of successful aging is an important aspect that is being investigated within the framework of various approaches to understanding the aging process and its impact on society and the labor market. Thirdly, the predominance of older workers. The influence of the process of social aging, which leads to an increase in the number of older workers in the labor sphere, is considered. According to Rosstat, more than half of the employed in Russia are people over 40 years old. The study offers a comprehensive approach to the classification of social theories, concepts and models of active longevity for a deeper understanding of the aging phase. The practical value of labor market research in the aging phase of workers with an emphasis on the analysis of theories, concepts and models of active longevity may lie in rethinking personnel management strategies, improving employment policies and creating intergenerational interaction programs.

The technological gap that has developed in society at the present time, as well as the aggravation of socio-economic and political crises, has led to a radical change in the structure of the labor market. New professions are emerging that make it possible to perform work without tying the worker to a specific place and time. Hidden entrepreneurship is becoming a significant problem against the backdrop of the intensification of all the challenges facing civilization. Issues of labor market protection are coming to the fore in all sovereign countries. The Russian Federation is no exception. The imperfections of migration, tax, and social policies directly affect the solution to this problem. The problem that is solved in this article is to determine possible options for exiting the current situation, based on the sociology of management, proposing new management standards in the field of regulating entrepreneurship in the Russian Federation.

The shortage and imbalance of quantitative and qualitative labor resources in Russia requires the study of their formation, reproduction and use from different points of view and research in interdisciplinary fields. The article examines the research of regional and central-peripheral factors of the placement and movement of labor resources; civilizational division based on the theory of S. Huntington; cultural transfer based on the theory of M. Espany and M. Vernon. Characteristics of the characteristics of Russian regional disproportions are given when dividing the country into 4 Russias. Based on the works of R. Florida, G. Standing and A.A. Auzan concludes that a complex, scarce, multifactor structure of labor resources has formed in Russia. The authors believe that digitalization occupies a special place in the use of labor resources and their differentiation.

The article is devoted to the study of the formation and implementation of an innovative environment in domestic organizations. An innovative culture of a society not only allows for the creation and implementation of innovations, but also includes mechanisms that enable people to adapt and exploit changes in various areas. The place and role played by innovative culture in modern organizations is considered. The purpose of the study is to study the advantages of an innovative culture, which can be identified by analyzing the mechanisms of adaptation of organizations to various changes in various spheres of society. The research highlights organizational practices that aim to encourage employee participation in the generation of new ideas, facilitating communication within the organization and cooperation outside it, as well as disseminating innovative values among employees. The practical value of the study is to identify the state of the environment within companies that promotes creativity and encourages employees to put forward and implement innovative ideas.

Trust as a subject of research in the socio-humanities appeared in the publications of Russian scientists in the mid-1990s. In these works, the theoretical and hypothetical nature of the research was more often observed. However, by the end of this period, a direction had been formed devoted to the study of social trust as a phenomenon of scientific knowledge in such areas as political science, sociology and psychology. This consequence of negative events and radical economic and political changes occurred in Russia at the turn of 1990-2000. The lack of trust manifested itself in almost all layers of society and its spheres of life. Accordingly, in the author’s opinion, the reliable source of the formation of scientific interest in the problems of trust was precisely the practical needs of society, thanks to the acute manifestation of which an atmosphere of high demand for scientific knowledge about trust, about the possibility of influencing its level, predicting and managing it, using an assessment of the risks of society as a key tool for social trust. The purpose of this study was to determine the range of problem situations developing in society and causing different levels of trust when solving socially significant situations, to identify the features of risk assessment in the formation of social trust, as well as to develop recommendations for the development of the sociology of management as an interdisciplinary field of study of society. The objective of the study was to conduct a theoretical and empirical analysis of situations that exhibit risks of social trust, as well as to reveal the mechanism for their inclusion in the processes of self-regulation and overcoming crisis situations. The theoretical and methodological basis of the study was the work of Russian and foreign scientists on the interaction of various social categories, civil structures, as well as methods of content analysis, a sociological survey of 72 people aged 18 to 60 years, users of the social network «Vkontakte». The decisive feature influencing the sample of respondents was their awareness in the field of information technology. It was determined that the level of social trust of selected groups of users in online and offline modes is associated with intolerance to uncertainty and interpersonal intolerance. In addition, it is noted that trust in Internet content is influenced by the professional and personal characteristics of the respondents. Analysis of the literature and the results of the study helped formulate theoretical conclusions, develop practical recommendations and outline prospects for assessing risks in the formation of the level of social trust. It is substantiated that risk assessment in the formation of social trust is an important and pressing issue in our modern society. In an ever-changing social, economic and political environment, the need to identify and analyze possible risks affects the ability of society to perceive and trust each other. Social trust plays a key role in the formation of a stable, harmonious and developing community. It promotes the effective functioning of institutions, the exchange of information and resources, and the strengthening of relationships between different social groups. However, in order for social trust to flourish, it is necessary to understand and assess the possible risks that may arise along the way of its formation and maintenance. The article emphasizes the importance of a scientifically based approach, which consists in recognizing the need for effective risk management at various levels — from federal to local, as well as recognizing the importance of a culture of trust as a social technology for reducing the level of these risks.

The purpose of the presented article is to identify factors affecting the growth of labor productivity and a substantive analysis of their relationship. In the presented work, the author analyzed a number of economic indicators of some countries in various industries. The article assesses the dynamics of economic indicators and their correlation with factors traditionally recognized as significantly affecting labor productivity. The lack of a direct relationship between the stock-making capacity, as one of the frequently used factors of efficiency, and the growth of labor productivity is clearly demonstrated. Moreover, the identified dependencies are applicable in all industries, except for the agricultural sector of Japan, where the gap is significantly lower. The article also provides an overview of cultural differences in attitudes towards labor in a number of countries. The author concluded that none of the presented cultural patterns in the modern world can become absolutely successful in stimulating the growth of labor productivity, the key to success is a harmonious combination of them.