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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 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 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 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 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 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.