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The change in the market environment, the activation of processes of digitization of the economy, the pandemic, and the state of war in Ukraine affected the performance indicators of the industrial sector, caused staff turnover, their outflow abroad, and actualized the issue of researching the formation of the personnel policy in order to identify problems and justify directions for its improvement. One of the competitive advantages of enterprises is an effective personnel policy, which affects the development of personnel, personnel potential, labour productivity and the efficiency of the enterprise. The issue of personnel policy formation is constantly in the field of view of scientists, but the conditions of today actualize it and create the need for a new look at this issue. The purpose of the study is to investigate the state of personnel policy of enterprises and justify the need to develop a toolkit for the formation and implementation of personnel policy of industrial enterprises. An important task for enterprises, in conditions of fierce competition, is the formation of a personnel policy that will contribute to the harmonious work of employees and the growth of productivity. Formation of personnel policy requires a comprehensive approach in order to take into account all aspects of the work of enterprises, the influence of factors of the market environment. The research used methods of analysis and synthesis, systematization, and carried out a comparative analysis of personnel costs, the number of employees, the volume of products sold (goods, services), net profit (loss) of enterprises. The article improves the theoretical-methodical approach to the development of tools for the formation and implementation of the personnel policy of industrial enterprises, which includes a set of basic, strategic, methodical elements. It is substantiated that the use of the approach will allow to select and implement the elements of the toolkit, evaluate their effectiveness, ensure the effectiveness of the staff, and increase the indicators of economic activity both in the current and future periods. [ABSTRACT FROM AUTHOR]

The article reveals the main theoretical provisions regarding the formation of the company’s personnel policy. The author’s interpretation of personnel policy is given, which summarizes the vision of different authors on its essence. The principles of its formation, the main structure-forming elements are indicated in a systematic form. A special role is given to one of the fundamental documents on the basis of which personnel policy is formed, namely, the essence of the provision on personnel policy and its structural content is considered. Attention is focused on the importance of understanding compliance with the principle of openness of personnel policy by the top management of the enterprise. Possibilities of considering personnel policy as a key factor to ensure stable functioning and progressive development of the enterprise in the future. Based on the above, it can be determined that the personnel support of the enterprise is an integral set of the personnel’s capabilities for labor activity, which is understood as their ability to creative, productive work, to master new tools, technology and methods of labor, to improve their professional skills, innovative activities, etc. Thus, the carrier of human resources, taking into account the stages of its formation, development, and use, is the personnel of the enterprise without limitation of its age, educational level of development, professionalism, and qualifications. From the point of view of personnel management, human resources are the collective abilities and capabilities of the company’s personnel, which are necessary in order to carry out actions that provide the company with strategic advantages among competitors. The value of human resources for the achievement of the company’s strategic goals in the field of personnel management determines its role and place in the personnel management process. The object of personnel management of the enterprise is human resources, the possibilities of its formation and effective use. Recommendations are provided on the use of a system-adaptive approach when structuring the content of work on the formation of personnel policy of a large enterprise that meets modern challenges. The article can be considered as a practical guide in the formation of the company’s personnel policy. [ABSTRACT FROM AUTHOR]

The purpose of the study was to substantiate and develop the theoretical and methodological provisions of the personnel policy of enterprises, which will be adapted to the realities of wartime and suitable for use in the conditions of the spread of the trend of Industry 5.0. Urgent issues of formation and implementation of personnel policy tools of business entities in modern economic conditions have been determined. It is substantiated that Industry 5.0 dictates the parameters of human-centricity in business, i.e., the basis of personnel policy should be a motivational mechanism, a toolkit for the development of the employee's potential, his acquisition of new professional characteristics under the influence of a constant and continuous learning process, the inclination to which is stimulated by the company's management. The importance of personnel policy for preserving the intellectual potential of the enterprise and forming its personnel capital is analyzed. The essence and main goals of personnel policy in the conditions of war and in anticipation of Industry 5.0 were studied. It has been established that the effectiveness of personnel management can be increased by improving the mechanism of forming the personnel policy of the enterprise and directing it to preserve and increase the intellectual potential of the business entity. The elements of the personnel policy implementation mechanism at the domestic enterprise are outlined. Factors influencing the personnel policy of domestic enterprises in wartime and peacetime conditions are specified.

An information base has been developed to ensure the need to modernize the company’s personnel policy for the effective functioning of the economic security management mechanism in the conditions of the Fourth Industrial Revolution and the realities of the BANI world. The need to transform the mechanism of managing the financial and economic security of economic entities and the personnel component of ensuring its functioning in accordance with the needs of the time has been substantiated. The risks of the Fourth Industrial Revolution, which must be taken into account in the management of the financial and economic security of the enterprise, have been identified and systematized. The list of personnel risks includes: low level of digital literacy of the staff; development of strategic plans by a person without professional training; employees’ use of unsecured channels for communication and work with information resources; elimination of personnel from many business processes (their automation); low level of hard skills when working with new equipment; low level of soft skills; excessive load of personnel with information, incl. information unnecessary for a specific employee; reluctance to lifelong learning and professional development, ineffective spending of time in the process of working with gadgets; careless attitude to the preservation and use of personal and corporate information. It has been determined what characteristics the financial and economic security management mechanism of the business entity should meet in order to ensure the effectiveness of its functioning and achieve the goal of its existence in the conditions of Industry 4.0. The main characteristics are: the systematic and consistent planning of innovations, specific clear KPIs and the periodicity of their evaluation, orientation towards the maximum level of digitalization, development and stimulation of leadership qualities in security specialists, the maximum number of diversified information and qualification technologies. Directions for modernization of personnel policy of enterprises in the realities of the Fourth Industrial Revolution and BANI World have been proposed with four priority vectors: personnel training, employee motivation, talent development and preservation of personnel potential. It has been established which personnel competencies are necessary for managing financial and economic security in the conditions of Industry 4.0. Among them: the use of gadgets to perform official duties, teamwork, information hygiene, information literacy, the ability to self-develop, time management, communication skills.

The article examines the current state of legal regulation of incentives for civil servants. Since the current state of legal regulation of civil service and civil servants in Ukraine lags behind the needs and functions of a democratic society, and therefore requires urgent improvement within the framework of the initiated reform of the entire civil service system. In particular, measures of incentives that can be applied to civil servants for certain achievements in professional activity need improvement. It has been established that the general legal principles of encouraging civil servants are enshrined in the Constitution, the Labor Code of Ukraine and the Law of Ukraine "On Civil Service", which opens up opportunities for further detailing them in other normative legal acts. The significance of the provisions of the analyzed normative legal acts regarding the encouragement of civil servants is extremely important, because the efficiency and quality of solving national and local problems depends on each employee of the state body (depending on the field). It is emphasized that all normative legal acts are interrelated and each separately regulates an important part of relations in the field of encouraging civil servants as subjects of labor law. At the same time, attention was drawn to the fact that the legal regulation of incentives for civil servants needs further study and improvement, especially in today's conditions. Since the current labor legislation does not contain a definition of the concept of "incentive", even in the projects of new codified acts in the field of labor relations, it is also absent. Attention is drawn to the fact that the profile law on civil service does not contain it, which ultimately complicates law enforcement in the relevant sphere of relations, creates prerequisites for a subjective approach to its interpretation. The situation is the same with determining the grounds and criteria for the application of incentives in general, the application of one or another type of incentive in particular, there is a lack of uniform and clear rules for the application of such measures, etc. The proposal of other researchers of the issue under consideration regarding the normative consolidation of the definition of incentives in the basic law on civil service, as well as in labor legislation, is supported. [ABSTRACT FROM AUTHOR]

The purpose of the study is to conceptualize the principles of staff development management, determine the tasks of this process, factors that reduce the level of employee development efficiency and reasons that minimize the readiness of employees for self-development and professional development. The categorical apparatus of personnel management has been improved by the concepts of «personnel development», and «personnel development management». The connection between the personnel development management and the personnel potential formation of the business entity, capable of providing the enterprise with competitive advantages and continuous activity on the market, is proven. Motives, catalysts, methods and tools of staff development are summarized. It is suggested that at the level of employers and management, staff development should be positioned as a component of the Employee Value Proposition, as well as taken into account when reviewing and updating competency maps. The formation of high-quality information and documentation support for the process of personnel development, in particular, the development of competency maps, IDP plans, and personnel policy, will contribute to increasing the level of efficiency of personnel management of the business entity. Their competent development and compliance at the management level will make it possible to form the personnel potential of the enterprise and ensure a high level of intellectual and personnel security for the company. The consequences that effective management of staff development can have on the state of economic security of business entities are determined. The strategic orientations of personnel development should be organically combined with the organization's strategy, its mission, vision, corporate culture and contribute to the achievement of the goals of existence at optimal time intervals.

The article is devoted to the study of the role of personnel policy in modern conditions and the prerequisites for the further development of domestic enterprises. The main studies and publications of domestic scientists are considered, various interpretations of personnel policy, its methods, principles and approaches are characterized. Analyzed and compared are internal, external factors and the consequences of influencing personnel policy, the efficiency of the enterprise: in a pandemic (strict quarantine measures in recent years) and in martial law; the level of use and development of its human resources potential. The composition of external and internal factors influencing personnel policy, factors in martial law and during a pandemic has been supplemented. New additional components are proposed that need to be introduced into the future concept of personnel policy in order to effectively achieve a high level of production, development and competitive advantages of Ukrainian enterprises. [ABSTRACT FROM AUTHOR]

The article is concerned with the topical issue of personnel provision for the development of amalgamated hromadas (AHs) in Ukraine. The article is aimed at scientific substantiation of the relationship between problems of human resource management and personnel policy of territorial communities in the context of decentralization of Ukraine. The article identifies and describes the most common problems of human resource management and personnel policy of amalgamated hromadas in the context of the decentralization reform in Ukraine: lack of a system for managing professional development, training and advanced training of the AH population; negative image of employees of local self-government bodies in Ukrainian society; lack of opportunity to realize one’s own professional competence and abilities; crisis of demographic reproduction and migration processes. Among the problems of personnel policy the authors identified the following: insufficient number of qualified specialists; lack of an optimal system of staffing; violation of democratic principles of openness, publicity and justice in the resolution of personnel issues; occurrence of corruption at different levels of government; irrational use of human resources; low prestige of work along with low wages. The cognitive relationship of problems in the field of personnel provision for the development of territorial communities is substantiated. The expediency of taking into account the problems of human resources use and personnel policy management as the main component of the socioeconomic development of amalgamated hromadas is specified. The relationship between human resource management problems and the efficiency of the personnel policy of territorial communities is proved. The authors substantiate expediency of directing the State policy of regional development towards: providing the territory with highly qualified human resources; development of intellectual capital of territorial communities; establishing constructive cooperation between educational institutions, research institutions, and enterprises of territorial communities; stimulating the development of social partnership in the context of decentralization.

The article aims at studying the features of the legal regulation on the state personnel policy in the field of health care in Ukraine. It is determined that the creation of a legal framework for the effective functioning and development of the state personnel policy as for the healthcare system is a priority for improving the effectiveness of the healthcare industry. The article analyzes the existing legal regulation on improving the staffing of the healthcare system in Ukraine, namely: articles of the Constitution of Ukraine, provisions of the Labour Code, articles of the Law of Ukraine «On Employment», articles of the Law of Ukraine «On Collective Bargaining Agreements», articles of the Law of Ukraine «On Labour Protection», provisions of the Law of Ukraine «On Vacations», articles of the Law of Ukraine «On Labour Remuneration», provisions of the Law of Ukraine «Fundamentals of Legislation of Ukraine on Health Care», and provisions of the Law of Ukraine «On Improving the Accessibility and Quality of Healthcare in the Countryside». It is determined that the Labour Code of Ukraine is the main source of employment and labour law and the state regulation of labour relations, regardless of the industry. The main elements (features) of a collective bargaining agreement are studied, namely: individual and personal feature, organizational feature, material feature, regulatory feature, subject feature. The principles of state policy in the field of labour protection are determined. The Ministry of Health orders for 2020 – early 2021 on personnel policy issues in the field of health care are analyzed, conclusion is made that the Ministry of Health, being an immediate subject in the case, is highly interested in the creation of a legal framework on the state personnel policy as for the healthcare system in Ukraine.

The article considers the essence of the concept of «personnel strategy of the enterprise». It is identified the types of personal strategies and directions of personnel policy. The main tasks of modern personnel policy of enterprises are outlined. We study different scientists’ works which highlighted the theoretical and practical aspects of personnel policy and personnel strategy. According to theoretical and practical aspects of personnel policy and personnel strategy, highlighted in the works of scientists, it is formulated its own understanding. Thus, the concept of «personnel policy» can be defined as following: «as a system of views and principles in a holistic personnel strategy through the formulation of high-performance, cohesive human resources for effective achievement the goals and objectives of the enterprise». Personnel strategies have been identified on the basis of a study of literary sources. It is established the connection between general and personnel strategies. A parallel is drawn between the strategies of functioning and development. The types of personnel strategies of the enterprise as a part of functioning strategies and development strategies are studied in detail. It is studied the essence of strategies by nature. It is outlined the trends of the external environment that have a direct impact on the personnel policy of enterprises. Implementation of a personnel strategy requires managers with a specific set of qualities. If the strategy of leadership in low costs is focused mainly on attracting workers of mass professions of medium qualification, the strategy of differentiation should focus on staff of narrow specialization and the highest possible qualifications – scientists, researchers, developers. It is proved that in most cases enterprises have not one, but several strategies that determine their activities in different directions. It is confimed that personnel strategy is an integral part of the overall strategy of the organization and serves as one of the tools to achieve its mission and declared goals. It is found that any strategy should be internally integrated, compatible with the environment, balanced in resources, real, moderately risky and organically combine long-term and short-term goals of the enterprise. [ABSTRACT FROM AUTHOR]

The article is aimed at analyzing both external and internal factors of formation of the organizational-economic development and preservation of the staff of company «Kyivstar»; examining the methods and criteria for assessing the effectiveness of the employees’ performance, recommendations for implementing measures to improve the human resources management system. Today, the telecommunications company «Kyivstar» is one of the most successful Ukrainian employers due to modern approaches to human resources management and creation of favorable conditions for employee development. The main task of human resources management is to combine its effective training, qualification advancing and labor motivation to develop the skills of employees and encourage them to perform top-level work. The peculiarities of personnel policy of Ukrainian telecommunications company «Kyivstar» are considered; the quality staff composition, system of staff development and motivation are analyzed. The factors that have a direct impact on the development of personnel potential of the enterprise, in particular intrasystem and individual ones, are described. Measures are proposed to improve the system of development and preservation of the company’s staff. A further important direction of research in the field of staff development and preservation is the formation of an automated mechanism for the process of assessing the enterprise’s staff. Modern realities of the national economy to ensure the competitiveness of enterprises require the use of the latest management methods and technologies for the development of professional level of employees, new approaches to the formation of an organizational-economic mechanism of staff management, which necessitates further research.

The assessment of personal security was made with the results of the analysis of the development, provision, application, and incentivisation of personnel of agricultural enterprises in Ukraine. The purpose of this study is to clarify the theoretical and methodological approaches to personnel security assessment in agricultural enterprises and to develop areas for its provision. Historical and economic, abstract and logical methods, statistical and economic techniques were applied in the study. The methodological part of the study established that the main imperative of social responsibility of entrepreneurship is the provision of the enterprise with personnel. Personnel security is a dominant feature of economic security of the enterprise, which ensures its sustainable development. The study determined the basis of the population in rural areas of Ukraine for the development of the workforce of agricultural enterprises. The study analysed the dynamics of development of the average number of full-time employees in the economy of Ukraine for the last five economic years. The structure of employment of the population of Ukraine by types of economic activity was determined. A complex characterisation of the dynamics of the personnel rotation at agricultural enterprises is carried out according to the following indicators: the level of hiring and dismissal; rate of change in the number of employees. The level of working time usage per one fulltime employee by types of economic activity in Ukraine was analysed and this indicator was compared with the level achieved in foreign countries. The organisation of material incentives for labour is identified. At present, this is very problematic, as there is a decrease in the real level of wages in all spheres of economic activity and in agriculture in particular. The objective reasons that threaten the personnel security of agricultural enterprises are identified. Reserves have been identified for improving the personnel security of agricultural enterprises to achieve a strategy for their sustainable development and economic sustainability. The study proposes measures to reduce risks and eliminate threats associated with the development, organisation, quantitative and qualitative provision of the enterprise with personnel capable of performing intellectual creative activity, commercialising innovations and putting them into practice

The article is aimed at generalizing the theoretical and practical foundations of HR management by values, allocating the difficulties of such management. The theoretical studies of Western and domestic scholars on the management by values are analyzed, which, according to the authors of the article, is one of the most effective ways to improve personnel work. Involving staff in the decision-making process is possible in any management model. Values change the behavior of the staff. Each company has its own values, and the behavior of employees is grounded on basic values. As a result of the research carried out on the basis of one of the largest banks in Ukraine - JSC CB «PrivatBank» - five main directions of improvement in motivation of labor are proposed, which are also the main problems of the financial organization, which need to be addressed. An analysis of the bank’s system of motivation showed that HR management is carried out through a combination of administrative, economic and socio-psychological management methods. It is determined that the development and implementation of the values system in the company is as follows: development of key criteria for the value system (for this are created working groups of key employees); interviewing staff to determine the importance of each criterion to them; conducting a survey among employees to determine the extent to which each criterion is implemented in the company; analyzing the employees’ perception of the company’s existing values system based on the data obtained. Recommendations for hiring staff are proposed, as outlined in the checklist to valuate the quality of the candidate as a future employee. The difficulties of management by values at Ukrainian enterprises are substantiated. Based on the authors’ own research, the core values from the employee’s point of view are proposed. Also recommendations to improve the company’s personnel policy in the context of HR value management are proposed.

The feasibility of using innovative methods of staff development is substantiated and the specifics of their application at enterprises are analyzed. The most popular methods used by managers and senior management of organizations are allocated, namely: coaching, electronic (remote) education, training, case-study, self-learning, in basket technique, secondment (a kind of «work travel»). It is defined that modern methods of training employees of enterprise depend on the internal policy of the organization, as well as on the sphere of work, desire, and encouraging employees in self-improvement. Coaching is singled out as a fast-paced method used in many organizations to establish a permanent relationship between mentor and employee. The advantages and disadvantages of each of the above-mentioned methods are described in detail, because it can directly affect the development of the employee’s internal potential, as well as the efficiency of enterprise in general. Self-learning is analyzed as an effective method of training in case of high motivation of the employee. The relationship between stimulation, motivation and each individual’s desire to improve itself has been identified. A model of finding the possible potential of a worker is formed and analyzed. The main stages by which managers can stimulate their subordinates in order to disclose their opportunities and improve productivity, financial and economic indicators, socio-economic component of the enterprise have been identified. The authors propose ways of making more efficient use of innovative methods of training workers and choosing the best of them. The potential possibilities of the organization in the sphere of training employees, which can further effectively impact the economic component of the enterprise and increase productivity, work output and other, equally important, financial indicators, are defined.

The article reveales a set of measures influencing innovative processes, which include: work with personnel, search for new markets, study of consumers’ demands and needs, use of the latest technologies and updating the material and technical base of the enterprise. The author investigates the role of innovations in the activities of enterprises and the main phases that should promote innovation. The subjective factors of the personnel, which influence the development of transport enterprises, are revealed. The essence of the concept of «innovative activity of the personnel» and its influence on the activity of enterprises is determined. The factors that influence the formation of the personnel component of the innovation development of the economy are substantiated. It is determined that the staffing the innovation processes in the economy is related to the existence of the following problems: the inadequate formation of employees’ qualitative features necessary for the creation of innovations and their introduction in the enterprise; the lack of favorable conditions for the effective use of the available human resources in the innovation process. The reasons why employees, in particular ones in transport companies, are not interested in implementing innovation processes are analyzed: the inappropriate level of education, informal employment, low wages and arrears of wages. The classification of expenses for labor force is proposed. The paper proposes three blocks of goals and tasks of training and development of the personnel, which are formed according to the level of operation of the enterprise.

Theoretical and methodological investigations of the COVID-19 pandemic impact on the IT sector activities are carried out. It is noted that IT sector has shown great flexibility and speed in adapting to changes and has not lost its strong position. Two factors that influence IT sector development are human capital and public policy. It is demonstrated how quarantine restrictions have effected IT sector in the global and national economies, and the consequences of those restrictions at the present stage are analyzed. Challenges and risks caused by the situation with Coronavirus for future activities of IT companies are investigated, and ways to overcome the crisis in the near future are proposed. The authors investigated the status of the daily operations of companies that have switched to remote work and noted that without digital solutions brought by the IT sector it is impossible to ensure not only the livelihood of people but also normal work in many sectors of the economy. The companies transition to new operation forms is analyzed, the advantages and disadvantages of remote work according to the respondents’ opinion are shown. It is also shown that in order to implement the remote work successfully it is necessary to involve greater mobilization and faster decision-making process. In comparison with other economy sectors, the IT sector is more resilient to the strict quarantine measures due to the possibility of remote operation. IT companies began to diversify their projects. The development of IT sector and the successful operation of IT companies depend on the qualifications of IT professionals, their skills, and their desire to work effectively. It is noted that during such difficult times especially, the dialogue between the state and business should be at the highest level in order to manage the situation with minimal losses. It is substantiated that it is necessary to take into account the strategy of the Ukrainian IT sector development: reduction of the disparity in the demand and supply of highly qualified specialists, remote employment, stopping possible loss of professionals due to immigration. In addition, companies themselves need a special policy to attract and retain people, especially highly qualified and talented professionals, in order to occupy the leading positions in the market. [ABSTRACT FROM AUTHOR]

The article aims at studying the features of the legal regulation on the state personnel policy in the field of health care in Ukraine. It is determined that the creation of a legal framework for the effective functioning and development of the state personnel policy as for the healthcare system is a priority for improving the effectiveness of the healthcare industry. The article analyzes the existing legal regulation on improving the staffing of the healthcare system in Ukraine, namely: articles of the Constitution of Ukraine, provisions of the Labour Code, articles of the Law of Ukraine «On Employment», articles of the Law of Ukraine «On Collective Bargaining Agreements», articles of the Law of Ukraine «On Labour Protection», provisions of the Law of Ukraine «On Vacations», articles of the Law of Ukraine «On Labour Remuneration», provisions of the Law of Ukraine «Fundamentals of Legislation of Ukraine on Health Care», and provisions of the Law of Ukraine «On Improving the Accessibility and Quality of Healthcare in the Countryside». It is determined that the Labour Code of Ukraine is the main source of employment and labour law and the state regulation of labour relations, regardless of the industry. The main elements (features) of a collective bargaining agreement are studied, namely: individual and personal feature, organizational feature, material feature, regulatory feature, subject feature. The principles of state policy in the field of labour protection are determined. The Ministry of Health orders for 2020 – early 2021 on personnel policy issues in the field of health care are analyzed, conclusion is made that the Ministry of Health, being an immediate subject in the case, is highly interested in the creation of a legal framework on the state personnel policy as for the healthcare system in Ukraine. [ABSTRACT FROM AUTHOR]

At the present stage, the development of personnel policy of state organizations depends on the potential of public servants, the effectiveness of its use, innovative proposals and, in general, the state's inn ovation policy. The article substantiates the need to apply innovations in the practice of personnel management. The essence of the concept of "personnel innovation" has been revealed, the factors of innovation potential have been determined. Priority innovative approaches to the implementation of certain functions of personnel management in the state structure in the current conditions have beenanalysed. The relevance of the research into the issues of personnel policy formation can be justified by the need to improve its implementation in the conditions of innovative economy, globalization processes and development of digital economy. The success of an enterprise innovation policy is determined by two main factors: the ability of the enterprise to clearly identify what employee behaviour is required to achieve its strategy and the ability to use effective innovative management levers to direct employees to the desired behaviour. Both tasks are equally important and complex, especially in the face of the digital revolution.

The article analyzes the current state of implementation of the personnel policy of fitness clubs in Kharkov. The directions of reforming the system of recreational and motor activity are proposed. Purpose: to reveal the main provisions of the mechanism for the implementation of personnel policy in the system of recreational motor activity (for example, fitness clubs). Material & Methods: method of analysis of scientific literature and documentary sources, analysis of advanced domestic experience, method of system analysis, method of sociological survey, methods of mathematical statistics. The survey was conducted in order to analyze the state and prospects of development of the system of health and recreational motor activity of the population at the regional level (in particular, aspects of the implementation of personnel policy by fitness clubs). 53 respondents took part in the survey, among them 10 were representatives of the management of the physical culture and sport bodies and the “Sport for All” system, 12 were scientific and pedagogical workers, 31 were representatives of fitness clubs in Kharkiv. Results: evealed the mechanism for implementing personnel policy by fitness clubs, analyzed the state and prospects of this area of work in the field of fitness. Conclusion: as a result of the study, the functions that are performed by a competent fitness club specialist are summarized. A mechanism for the implementation of personnel policy by the subjects of the fitness industry has been formed and the principles for its implementation have been substantiated. Established priority measures to reform the fitness industry in the context of the implementation of personnel policy.

The subject of the study is to determine the mechanisms of development of personnel and social strategies and the peculiarities of their implementation in the process of managing the development of tourism enterprises. The purpose of the work is to develop theoretical and methodological principles and recommendations for the formation of conceptual measures for the implementation of personnel and social strategies of tourist enterprises. Methodological basis of the article became general scientific and special methods of scientific knowledge, logical generalization and abstraction, structural analysis, method of comparative analysis, historical and other methods of research. Results of work. It is determined that special significance in the management system of tourism enterprises is given to the human factor, which is of fundamental importance for ensuring efficient and competitive activity of enterprises in a market economy. Therefore, personnel management is a multi-faceted and extremely complex process characterized by its specific features and regularities. Strategic approach to ensuring the effectiveness of personnel policy involves the development and implementation of personnel and social strategies that have a direct impact on the overall state of the enterprise, the formation of high-quality human resources, ensuring its development and effective use. The field of application of results. The results of the study can be used to improve the process of personnel management and to formulate measures to increase the effectiveness of the personnel policy of tourism enterprises. They are important for the management, systematic management of tactical and strategic activities of enterprises as a whole, as well as by structural subdivisions. Conclusions. The proposed human resources and social strategies of the tourist enterprise are a progressive approach to personnel management at the strategic level allowing to take into account the needs of the enterprise in personnel, depending on the level of business development, the environment and the market situation of tourist services.

The article is aimed at researching the possibility of modern organization development by building the efficient personnel management. The concept of personnel management is considered. The essence of this phenomenon is analyzed as a factor of development of modern enterprise. The basic components of personnel management in the organization are provided and analyzed: personnel policy; process of recruiting, adaptation, material and non-material motivation; evaluation of labor activity of employees. The necessity of creation of the uniform universal algorithm on introduction of personnel management at enterprise is substantiated. The main difficulties and potential barriers on the way of introduction of personnel management in the organization are determined. An universal algorithm of introduction of personnel management in the modern enterprise, including stages of definition of a course of development of company together with its personnel component, definitions of goals of introduction of personnel management, adjustment of process of budgeting, building the company’s culture, determining the staff and functions of the department of personnel management, building up all the components of personnel management. The main results that can be achieved by implementing the proposed algorithm are allocated.

The article analyzes the issues of principles in the mechanism of assessment of employees of the organs of incomes and fees, as the main, initial ideas, guidelines used in the evaluation process of officials of the fiscal services. It is revealed that the principles are an important part of the civil service, and the definition of their content during the assessment is a determining factor in a stable personnel policy in the system of organs of the fiscal service. The normative list of principles of civil service, consisting of rule, lawfulness, professionalism, patriotism, integrity, efficiency, ensuring equal access to public service, political impartiality, transparency and stability are considered. It is determined that the list of evaluation principles is contained in the «Typical evaluation procedure for the performance of civil servants» and consists of the principles of objectivity, authenticity, accessibility and transparency, interaction and respect for dignity. However, this list of principles does not cover the whole assessment procedure, therefore, we propose to include the following principles of civil servants’ assessment of the revenue and expenditure of the organs of government as follows: legality, equality of all before the law, objectivity, transparency and openness, humanism, interaction of sub objectives of evaluation, professionalism. The principles of evaluation of employees of the organs of incomes and fees are considered and characterized, attention is paid to their normative content and the mechanism of their implementation. It is concluded that the principles in the mechanism for assessing employees of the organs of income and fees determine certain patterns in the system of organization of service in the fiscal services, highlight the general provisions of the civil service in these organs, establish their organizational and legal ties.

The article is aimed at theoretical substantiating, developing of methodical provisions and scientific-practical recommendations on improvement of the mechanism of formation of competitiveness of hotel enterprises. Using results of the carried out researches, tha authors improve the mechanism of formation of competitiveness of hotel enterprises which unites contents and order of implementation of processes of organizational-managerial and economic nature, methodical support of realization of the resource support, directed on increase of competitiveness, quality and development of service culture. The internal organizational-managerial mechanism of formation of competitiveness of hotel enterprises, directed towards performance of managerial functions on increase of quality of hotel services, is improved. Also an internal economic mechanism is developed, which provides for the regulation of the main subsystems of the hotel structure by means of methods and levers (competitive advantages), which helps to increase the competitive ability of hotel enterprises in terms of developing quality strategies for hotel products. It is concluded that among the directions of further research in the field of economics and management of the national economy it is necessary to allocate the development of mechanisms of competitiveness management of hotel enterprises, as well as strategies to increase competitiveness of the hotel industry in Ukraine.

The research deals with the basic principles of the use of anti-crisis personnel management in enterprises of agriculture. The paper theoretically proves the implementation efficiency of anti-crisis personnel management in enterprises of agriculture. Nowadays many enterprises are constantly faced with the impact of crises of different nature. HR management is urgent and a priority to improve the efficiency of the administrative process for all organizations. The actual basis for the introduction of anti-crisis management in enterprises is timely detection and correct response to crisis situations by human resources. The basis of anti-crisis personnel management is an organization work with the staff, aimed at creating conditions for the effective activity planning at the company, the selection of strategies for implementation, development of anti-crisis program, selection of appropriate instruments to use. However, it is important to take into account the human factor, based on the psychological readiness of skilled company personnel to work in conditions of stress and crisis. Much attention is paid to the overview of main factors that are necessary for personnel in the organization of anti-crisis management. The principles of anti-crisis personnel management are systematized. It should be noted that the principles can be individual, that is specific to the crisis in the enterprises, as the staff in this case is in serious social and psychological environment. It is determined that anti-crisis management has specific characteristics. The article studies the place of the personnel policy in the anti-crisis management system. The paper gives the valuable information on the way of improving the effectiveness of anti-crisis management, which is the implementation of the internal anti-crisis control group, and the functions of the group are the ability to anticipate crises in the future and provide everything necessary to prevent their appearance.

The peculiarities of the museum personnel policy implemented by the Soviet government on the West Ukrainian lands annexed by the USSR in 1939–1941 were analyzed. The research was conducted with the use of the methods, such as analysis, synthesis, comparison, and generalization. Based on the statutory instruments and other sources, the main characteristics of the Soviet personnel policy were singled out, the role of the museum personnel in strengthening the Bolshevik totalitarian system in the annexed territories was analyzed. The personnel composition of the reshaped museums in the region was described, and its statistical characteristics were provided. Additionally, the research elicits (1) the main problems faced by the Soviet government as the result of the personnel changes in the local museums; (2) their solutions on the state level. The study attempts to elaborate a generalized profile of the «ideal» museum workerof the communist system. [ABSTRACT FROM AUTHOR]

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The goal of the article lies in development of human resourcing of the efficient system of anti-crisis corporate management. In the result of the study the article marks out and schematically depicts components of human resourcing of the efficient system of anti-crisis corporate management and interaction between them. The article identifies main requirements to the subjects of the system of anti-crisis corporate management from the position of efficient human resourcing of an enterprise. It analyses the personnel system of domestic engineering enterprises. It underlines provisions, which the human resourcing of the personnel management system should be based upon, within the framework of the system of anti-crisis corporate management.

Copyright of Scientific Proceedings of Ostroh Academy National University Series, Economics is the property of National University of Ostroh Academy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

It is analyzed on the basis of scientific and archival sources of the personnel policy of the Seventh-day Adventist Church on the territory of the Second Polish Commonwealth during the interwar period. The purpose of our intelligence is to determine the role of the Adventist organizational structure in the spiritual and intellectual formation of its ministers. The research uses the methods of analysis, synthesis and synthesis, which permits to recreate the history of personnel formation and development of the Adventist organization in the territory of interwar Poland. It was proved that the personnel of the Adventist organization consisted of people of different nationalities, in particular Germans, Poles and Americans. This circumstance caused a rapid development of the church's inner life and, thanks to the provision of theological education to the ministers, the Adventist Church managed to preserve its own religious and organizational identity. [ABSTRACT FROM AUTHOR]

The article speaks about the role of the trade union in providing decent work in Ukraine. It develops a multi-level system of benefits of decent work for participants of socio-labour relations, which proves that representatives of all participants of socio-labour relations are similarly interested in promoting principles of decent work, however, trade unions take the most active position on this issue. The article establishes that the programme documents of Federation of Trade Unions of Ukraine (FPU) and priority directions of its activity have been connected recently with provision of decent conditions of labour and life for citizens of Ukraine. In the course of retrospective analysis of experience of FPU with respect to realisation of the programme of decent work in Ukraine the article identifies main actions of the trade union in this direction. The article conducts assessment of factors that impede with effective struggle of trade unions for decent work. In particular, it analyses tendencies of change of trade union membership in Ukraine and Donetsk oblast, level of trust to trade unions, it reveals shortcomings of the personnel policy of trade union organisations. The article offers priority actions of trade unions with respect to provision of decent work in Ukraine on the basis of the obtained results.В статье затронут вопрос о роли профсоюзов в обеспечении достойного труда в Украине. Разработана многоуровневая система бенефиций достойного труда для участников социально-трудовых отношений, которая доказывает, что представители всех участников социально-трудовых отношений одинаково заинтересованы в продвижении принципов достойного труда, хотя наиболее активную позицию по этому вопросу во всем мире занимают профсоюзы. Установлено, что в последние годы программные документы Федерации профсоюзов Украины (ФПУ) и приоритетные направления ее деятельности связаны с обеспечением достойных условий труда и жизни для граждан Украины. В ходе ретроспективного анализа опыта ФПУ относительно реализации программы достойного труда в Украине определены основные действия профсоюзной стороны в этом направлении. Проведена оценка факторов, препятствующих эффективной борьбе профсоюзов за достойный труд. В частности, проанализированы тенденции изменения профсоюзного членства в Украине и Донецкой области, уровня доверия профсоюзам, выявлены недостатки кадровой политики профсоюзных организаций. На основе полученных результатов предложены первоочередные действия профсоюзов относительно обеспечения достойного труда в Украине.

The article analyses modern state of personnel provision of HCA of Ukraine. It substantiates urgency of formation of the modern system of education, training and retraining of personnel on the basis of integration integrity, institutional orderliness and innovation orientation. It shows main tasks and principles of construction of the National strategy of organisation of education, training, retraining and advanced training of specialists for introduction of the market conditions of management in the sphere of housing and community amenities.В статье проанализировано современное состояние кадрового обеспечения ЖКХ Украины. Обоснована актуальность формирования современной системы обучения, подготовки и переподготовки кадров на основах интеграционной целостности, институционной организованности и инновационной нацеленности. Представлены основные задачи и принципы построения Национальной стратегии организации обучения, подготовки, переподготовки и повышения квалификации специалистов для внедрения рыночных условий хозяйствования в сфере жилищно-коммунального хозяйства.

Questions of an estimation of personnel potential of the state is highly relevant and meets the challenges of time. The most known methods developed for the micro-level, and there are very few methodological developments in the assessment of the potential of the region, industry, country. The aim of the study is to discover the nature and methodological determinants of estimation of personnel potential of national economy as the main factor of economic growth and competitive development. In the justification of major theoretical and practical results of this article applied the method of systematization of economic, statistical and comparative analysis, induction and deduction. In the work special attention is paid to methods of evaluation of potential to be used in the formulation of personnel policy adequate to the tasks and challenges that stand today before the Ukrainian society. The result of the study revealed the poor conditions of preservation and reproduction of human resources, human potential, which is a natural source of formation of the qualitative composition of workers in all spheres of public life and develop proposals to address them. [ABSTRACT FROM AUTHOR]

This article analyzes the unstudied aspects of the formation of the personnel policy of the Soviet Ukraine's prosecutor's office in the 1920s. The theme is caused by necessity of reforming the modern law enforcement. Research tasks were solved by using scientific methods, analysis, synthesis, synthesis and comparison. The author has made an analysis of personnel policy of the Soviet government in the 1920s. The purpose of this policy was a constant increase in the number of prosecutors from among the workers and peasants. This led to a significant reduction in the level of professionalism of staff. To enhance the professionalism of prosecutors government organized short-term courses and University School of Law. But they were not able to fully meet the demand for specialists. In order to improve the efficiency of the prosecutor's office in the regions of the Soviet Ukrainian government workers have established forms of staff development as a legal society. In conflict with the government prosecutors are not always won local lawlessness. Attraction prosecutors to work in government agencies has allowed to avoid conflicts. By the end of the 1920s staffing problems were solved and the prosecutor's office, began to deal with the tasks of the party elite, who actually had a monopoly on power. The dominant influence of government on the implementation of personnel policy accompanied by a prosecutor during the Soviet period. In future research the author will be related to the analysis of problems of law enforcement agencies of the state in terms of crisis and democratic reforms. [ABSTRACT FROM AUTHOR]

This article considers the concept of civil servants professionalism as a part of the image of the civil service. The paper examines the basic principles and standards of public service. Examining the problem of formation of civil servants professional and ethical standards and the ways to improve them, the authors conclude that the singularity of the professional ethics of civil servant is in his being knowledgeable about the peculiarities of the appropriate sector under control. In fact, the increase of his ethics depends on his professional activity. [ABSTRACT FROM AUTHOR]