No abstract

Human resource management is a key area of organizational development today. Human resource management strategies that can be developed in the course of organizationalchange must meet the wishes and emotional needs of the new generation of employees. Different generations require different approaches in terms of shaping human resource management strategies. Companies have to make great efforts to constantly attract employees and provide a comfortable working environment for representatives of different generations. Staff turnover is still reaching high levels, and in the future it may grow due to the replenishment of the labor market with workers of a new generation with a greater degree of mobility. The main reason employees remain employed is because they enjoy their job. With the influx of representatives of a new generation into the labor market, an increasing understanding has come and continues to come that it is impossible to do without the adoption, implementation and development of digital technologies, as well as all the things arising from their use. The generation born in the digital world will develop more and more. An increasing percentage of people will work remotely from different parts of the world and without being tied to a specific territory. A major challenge for businesses in the near future will be balancing the productivity gains and distraction generated by digital innovation. In the future, employers will have to be more flexible than ever before.

In the modern economy, high-quality personnel is a key factor for the success of an organization. The success of the organization directly depends on the degree of qualification of the staff. The textbook presents technologies, methods and types of personnel training and development; legal and organizational aspects of professional training; socio-psychological features of personnel training and development; the basics of forming and managing the personnel reserve in the organization, as well as methods for evaluating the effectiveness of personnel training and development in the organization. It is intended for students studying in the direction of training "Personnel Management", students of institutes and advanced training courses, employees of personnel management services, managers of enterprises and organizations.

Human resource management technologies of an organization are one of the varieties of social technologies. Management technologies aim to optimize the management process for working with the organization's personnel. The problem with measuring their effectiveness is that each individual technology is applied differently, which makes determining its effectiveness very difficult. With the development of digitalization, the field of personnel management has changed a lot in technical terms. New technologies are increasingly being used to create flexible jobs such as telecommuting and freelancing. This creates some difficulties for specialists in the field of personnel management. COVID - 19 betrays these processes even more acceleration and significance. Polls show that almost three quarters of employees would like to work remotely after the end of the pandemic. Among managers, the share of those loyal to telecommuting is also growing. At the same time, neither management nor employees for the most part see much difference in the efficiency of work in the office or from home. The nature of certain types of work, working relationships and control has changed. Socio-psychological technologies can also apply new technical means. The growing trend in staff attitudes towards early retirement should also be taken into account. Technology has had a major impact on organizational processes, including those related to human resource management. Technology continues to reshape human resources management as organizations strive to lower their costs and focus on mobility and innovation. They are one of the most important points of corporate strategy and provide the prospect of a complete change in the methods of organizing personnel and communication, taking into account the dynamics of social expectations of employees.