The article discusses the possibilities of using big data in the field of human resources management, shows the difficulties that can be encountered when introducing these technologies into the work of the company. The main problems of the use of employee data by companies for the analysis, forecasting and improvement production indicators are given. Examples of companies that successfully use big data in their work are shown. Recommendations how to introduce the technology of big data analysis in the field of human resource management are given.

Employee assessment is one of the most important factors influencing the effectiveness of employees. In the labor market there are some trends that form new challenges for HR specialists. The current trends in employee assessment for Russian companies are outlined in the article: the use of Big Data, analytics in social networks, gamification, engagement and feedback management. The results of a case-study of using modern tools and technologies in employee assessment are presented. The positive effects of the use of trending technologies in the employee assessment are shown. Recommendations on the implementation of successful practices in the work of the company are given.

The article provides a definition of personnel involvement as the most important factor in the company's successful work, describes three popular models of involvement and their drivers. The reasons why HR specialists should work with employee involvement for the effective operation of the company as a whole are given. Examples of Russian companies that have managed to improve the level of personnel efficiency by working with engagement drivers are given. The conditions under which an organization can start developing measures to increase employee engagement are shown. Recommendations are given for the implementation of successful examples in the work of the company.

In the article, the employee welfare program — Well­being — is considered as a modern direction in the field of human resource management, on which productivity and employee loyalty largely depend. The historical aspects of the evolutionary development of this approach are revealed, the elements of the program that are necessary for systematic use are analyzed. The advantages, disadvantages and risks of implementing the Well­being system are revealed. A study was conducted and a list of recommendations for the implementation of the well­being program was compiled. Analytical business metrics are presented that allow assessing the level of employee well­being and managing the effectiveness of the program. Based on the results of a desk study in the context of each of the five elements of the program, examples of Well­being practices used in companies operating in Russia are given.

The article examines the impact of knowledge culture and transformational leadership on employee engagement and company innovation. The partial least square is applied to the data based on the questionnaire survey of the top and middle managers of 110 different Russian enterprises. The study reveals a significant positive impact of employee engagement on company innovation, as well as an empirical evidence of significant positive influence of knowledge culture and transformational leadership on employee engagement.