As a result of the research, a way was created to stimulate the innovative activity of university employees. Existing university resources and mechanisms for converting resources into results are determined. Based on a study of the strategic goals of universities, the results that need to be obtained were determined. Graphs are constructed that determine the receipt of the necessary results through the use of various resources. Investigated was carried out of a focus group of university employees and their needs and capabilities were identified. A matrix has been constructed that classifies the columns that characterize the way employees are motivated, depending on their activities and age. Profiles were formed for each category of workers characterizing the most effective mechanisms for influencing workers to obtain the desired result. The results can be used in drawing up a plan of research activities of the university.

The article discusses the conceptual aspects of applying various approaches to talent management. It should be noted that most of the methods and technologies of talent management described in science are quite inflexible, since they do not take into account the influence of modern trends and are more focused on long-term strategic planning. The main focus of this paper is to attain a clear picture of global talent management as an integral part of personnel management in the conditions of Industry 4.0 enablers and barriers, and to establish the link between application of the concepts of exclusive and inclusive approaches in modern conditions. Conclusions are presented regarding their compatibility and feasibility of application in a modern organization. Based on the concepts of action analysis authors isolated the main destinations, which must determine the development of talents management theory. This has made possible the human-machine interconnection in Cyber-physical systems context utilizing the information generated from different smart devices. Under current conditions in this article these are the trends of the modern economy, including digital transformation and the exponential pace of development affecting the management mechanisms within the organization, which must also quickly adapt to new conditions. With regard to talent management, this means that the personnel management system should increase its flexibility in assessing and developing the potential of employees.

No abstract