Since each generation has a value to offer organizations, the emergence of new ones is thoroughly scrutinized in order to have better understanding who to be dealing with as younger employees, representatives of new generation, exit university and enter the workforce. Building a team from different generations can be a distinctive valuable human resource sand benefit from over six decades of perspectives, experience and insights. However, in order to use this potential in a proper manner managers need to know some features that distinguish members of different generations. Members of each generation possess a particular set of values, attitudes and behaviors to the workplace. It is worth noting that the multigenerational workforce requires flexible leadership, policies and approaches of motivation. The main task in our days is the selection and motivation of personnel, determining the main directions of its improvement, which allows managers to attract, manage personnel, as well as achieve the goals of the organization and a positive economic result. Meanwhile, generational gap often causes conflicts between employees. Managers should be aware of and take into account the differences between generations when performing their functions. Hence, recommendations for the transformation of HR processes need to be systematized, taking into account the values, interests and needs of three generations that currently prevail in the Ukrainian labor market and a completely new generation of Alpha, which is just beginning to form. Motivated employees whose personal goals coincide with the goals of the enterprise supposed to work more effectively, which will lead to increasing of the profitability of the enterprise. As a result of the analysis of the main values and characteristics of four generations, recommendations for improving the socio-economic efficiency of personnel activities were formulated with the allocation of groups of employees according to the criterion of belonging to a certain generation, their features and main approaches to personnel management and motivation were highlighted. The theory of generations allows us to form an effective strategy for managing the human capital of an organization, which will take into account the mindset and behavior of representatives of different age groups. The high demand for talent forces modern companies to actively fight for human capital. To win it, it is necessary to offer the best conditions for representatives of each generation. Effective use of the aspects of generational theory allows managers to ensure a high level of communication between employees and more effectively predict their behavior. Keywords theory of generations; HR; Generation X; generation Y; generation Z; Alpha generation; values; motivation; management methods; management.

У даній статті розглянуто роль процесу управління знаннями в компанії на її стратегію та головні цілі. В умовах постійної мінливості та невизначеності, коли інноваційні процеси відіграють значну роль у розвитку організації, питання створення та обміну знаннями між співробітниками є надзвичайно актуальним. В дослідженні розкрито поняття корпоративної культури та її основні критерії, які впливають на становлення процесу обміну знаннями між співробітниками. Проаналізовано процес управління знаннями як систему з 4 взаємопов’язаних складників. Розглянуто основні одиниці обміну знаннями і надано для них визначення. Виявлено основні проблеми на шляху до становлення процесу управління знаннями та шляхи щодо їх вирішення.

The article analyzes the Scrum methodology and considers its essence. It is proposed to outline the stages of in-depth implementation of Scrum methodology in the company. Taking into account the global tendency to search for innovative solutions to improve the work of workers, reduce costs and use of resources, the introduction of the methodology is proposed as an effective solution to existing problems in the enterprise regarding the creation of a product. Due to the structured information and detailed analysis of all components of the methodology, it was achieved the creation of an effective system that can help enterprises to implement these solutions. The application of Scrum is suggested in order to increase the productivity and effectiveness of the company's employees by recognizing the necessity of forming a small team with the participation of the Scrum Master and Product Owner.

The problems associated with modern management activities (stress, self-awareness, etc.), in particular their impact on the efficiency of employees, are considered. We suggested the use of meditation and mindfulness practices as an effective means of overcoming these factors. A historical retrospective of the origin and spread of meditation in the countries of the Ancient East (India, China, Korea, Japan, etc.) is given. The main spread of meditation was due to the teachings of Buddhism, the essence of which is to understand the nature of man, to understand the need to get rid of everything that hinders its spiritual improvement. From the practice of Buddhist meditation in the late 80's of XX century formed a mindfulness-approach, the author of which is a professor at the University of Massachusetts John Kabat-Zinn, who sought opportunities to integrate this practice, excluding the religious aspect, in the practice of healing. This is how the secular practice of mindfulness emerges. Studies show that regular mindfulness practices help develop emotional intelligence and empathy in particular, and the positive impact of the mindfulness approach on the ability to concentrate improves memory and helps to cope more effectively with tasks. It is important to note that the practice of meditation promotes the formation of tolerance and peaceful coexistence of people with different views. We described examples of companies that have already introduced meditation practice among managers and employees (Google, McKinsey & Co, Intel) and the benefits derived from it. There is also a critique of the use of this approach, due to the fact that mindfulness "heals" the consequences rather than the causes, as well as the emergence of the concept of McMindfulness, which means the use of meditation, intentionally or unintentionally, for selfish purposes. We noted that speaking about the introduction of meditation and mindfulness in the activities of the organization, the important role of corporate culture that has developed in the company. The conclusions suggest that meditation can benefit both managers and their subordinates, but in itself, it only forms an intention that a person must further realize through real action.

In the V–III centuries BC in ancient China there were countless wars between different kingdoms. These years were called the Warring States period, and they were remembered not only for the large number of casualties, but also for progress in various fields of activity, including management. A great contribution to this sphere was made by the ancient Chinese general and strategist Wu Qi. His figure is perceived ambiguously, because from an early age he tried to get into political circles and occupy high positions, using all possible methods. At the same time, having gone from a wealthy but low social position to the post of prime minister, he was never defeated in battle, expanding the borders of each kingdom he served. Perhaps this is why the treatise on martial arts Wuzi that he left behind, is one of the most sought after. Despite the fact that it was written almost 2,500 years ago, the advice given by Wu Qi to the rulers of the kingdoms he served is relevant today, not only in terms of military affairs or governance, but also in the field of management and business. Analyzing every chapter and every section of this treatise, we see that the practice of modern government does not differ significantly from the best practices of the ancient world. Moreover, many companies in the XXI century should read this text, because such recommendations as hiring professionals who understand their field better than a manager, publicly reward the best employees, which will encourage healthy competition, appoint people to positions accordingly to the qualities they possess, or the idea that good leadership is the basis for victory, will come in handy and help achieve goals.