No abstract

The problem of assessing the investment attractiveness involves the work of numerous analysts of various companies over a long period. In this regard, there are many approaches to the definition of the term "investment attractiveness". Thus, it is necessary to stick to such definition of investment attractiveness, which takes into account the type of investor, company profile and investment objectives in the given time. This paper analyzes the investment attractiveness of the valuation methods of business entities, including classical and author's. The paper also identifies their advantages and disadvantages. In modern works, the authors take into account the industry specifics. In the conducted research, the authors revealed that the existing valuation methods directed to measure the effect of the investment project and allowed defining instruments of its increase for internal investors.

ESG-transformation is taking place in all areas of the economy. Banks must become examples and guides in conducting business in an environmentally, socially and governance manner. The purpose of the study is to substantiate the need to determine the correct course and implement the principles of ESG-banking, including in the practice of risk management of commercial banks, taking into account the long-term consequences of today's actions for global economic and natural systems. Scientific novelty lies in the development of incentive measures and support for ESG-banking, taking into account the analysis of world experience. As a result, the validity of the introduction of ESG-banking and ESG-risk management, their impact on increasing stability in the country's economic sector has been proved. The article identifies the limitations that are most relevant for the Russian market due to the novelty of the ESG-concept in the domestic banking sector.

New directions of HR management development which are observed for the last years as a result of development and introduction of high technologies are considered in the article. There has been analyzed HR tendency in Russia and basic HR trends which will allow HR specialists to increase productivity that is one of the key factors of competitiveness in companies. The relevance of application of Big Data is proved in HR analytics, mobile applications for the solution of HR tasks, new ways of search, assessment of candidates, new approaches to development of corporate education, use of training and development of personnel instead of search new, etc. in the companies, for the purpose of maintenance of competitiveness in the modern changing environment. In detail modern HR trends which recently are actively included into the HR sphere are considered and gain a foothold in it as the main tactics. Now they are necessary for development of the companies, for compliance to current trends and technological innovations in the sphere of modern HR.