A Work-life balance is an important factor in the career management process. Thus, we find it interesting to focus on these issues when studying the career management process. The individuals employed in all administrations of Tbilisi districts were selected as the object of our research. The surveyed respondents were 50% of the employees. The aim of the research was to study career management issues from a gender perspective. It is important for us to find out how cultural and traditional values ​​influence career management. The findings of the research analysis were combined in three main areas. Some of the findings are related to the improvement of the organization management methods, the second part is aimed at the proper use of employees' self-management and free time, and the conclusions of the third category should be taken into account by the legislature.

Research background: The paper analyzes and assesses the current situation in the Georgian labor market in the conditions of the pandemic. The article discusses the current, post pandemic state of the labour market in Georgia and the outcomes, impacts of Covid-19 on socio-economic situation. Purpose of the article: According to the present situation, it is necessary to create institutions and mechanisms that will ultimately provide the public as well as private sectors with highly qualified workforce, increase the efficiency of organizations and at the same time reduce unemployment. Since the progress of the labour market hinges crucially on higher education systems, it is necessary for educational organizations to take decisions and specific actions in accordance with the challenges of the global environment. One of the main priorities of the “Georgia 2020” strategy is the development of human capital. Methods: In the article the above-mentioned issues are discussed based on the statistical analysis which describes the challenges in almost every direction. There are revealed the results of the Coronavirus Pandemic. It is very interesting to picture the comparison between the previous and post pandemic situation in Georgia. Findings & Value added: It is necessary to prepare training courses and specialists according to the current requirements of the labour market. Moreover, specific steps and recommendations are given in the article which are needed to be taken into consideration by the Government of Georgia.

Conflict management is one of the major skill that has a significant influence on the tasks employee have to perform daily bases. Conflict is unavoidable in daily routine of the organizations. Its importance is increased in the developing countries like Georgia as external factors make people to work in more unpredictable situations. This article is based on the research conducted in Georgia, shows main challenges, trends and understanding of conflict management, shows results and offers recommendations how to make employees more productive by managing it effectively. Objectives: This study aimed to evaluate main challenges of conflict management, its impact on employee and organization productivity in Georgia, make conclusions and give recommendations to managers and employees how to deal with the conflict situations and improve constructive outcomes. Other factors influencing productivity connected to conflict management were also investigated. Results: Results has shown that conflict management understanding is quite low in Georgian organizations, as well as the constructive and destructive outcomes of it. Reasons of conflict is mainly improper distribution of functions and duties. Employees prefer to use collaborating style for conflict resolution.

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Business career enables human resources to increase qualification opportunities and become recognizable at the same time. In the course of the research, we got interested what kind of attitude towards career issues was in different age groups. What the manner was by which the career of different generation respondents was managed, what the respondents’ attitude is to the career, how they perceive the career management policies implemented by the executives of the organization. The research was conducted in the «Human Potential Management» laboratory at Ivane Javakhishvili Tbilisi State University. 560 respondents participated in the survey. The questionnaire included 32 questions and 125 options for an answer. SPSS statistical software package was used for statistical processing and data analysis. As a result of the research we have developed the hypotheses: Hypothesis 1: Age Q3 affects how people are accepted at work Q5. We used Pearson’s Correlation Analysis to determine the strength of the connection between the variables of this hypothesis. We got the correlation coefficient 0.415. By means of the correlation, it was shown that between these variables there is a moderate positive attitude. To test the reliability of hypothesis we used Chi-square test that indicates that the statistical significance level P (Sig.) does not exceed 0.001. Accordingly, the first hypothesis is reliable. According to both indicators, hypothesis 1: Age Q3 affects how people are accepted at work Q5 has been confirmed. Hypothesis 2: Age Q3 affects working experience Q4. We used Pearson’s Correlation Analysis to determine the strength of the connection between the variables of this hypothesis. We got the correlation coefficient 0.122. By means of the correlation, it was shown that between these variables there is a weak positive attitude. To test the reliability of hypothesis we used Chi-square test that indicates that the statistical significance level P (Sig.) does not exceed 0.001. Accordingly, the first hypothesis is reliable. Consequently, the hypothesis 4 Age Q3 affects whether you were promoted in a career over the last 5 years has been confirmed Hypothesis 5: Age Q3 affects whether a person is searching for a job in a parallel mode Q34. We used Pearson’s Correlation Analysis to determine the strength of the connection between the variables of this hypothesis. We got the correlation coefficient 0.131. By means of the correlation, it was shown that between these variables there is a weak positive attitude. To test the reliability of hypothesis we used Chi-square test that indicates that the statistical significance level P (Sig.) equal to 0.082. Which means that hypothesis 5 is not reliable. Consequently, the hypothesis 5 Q3 Age affects whether a person is searching for a job in a parallel mode Q34 has not been confirmed. Some recommendations were worked out based on the research