Розв'язання конфлікту інтересів, що породжується існуванням корпоративної форми власності, є мож ливим за рахунок застосування методів та інструментів системи вартісно орієнтованого управління, оскільки VBM спрямовано на максимізацію акціонерної вартості компанії, а зростання ринкової капіта лізації є метою, що об'єднує як короткострокові цілі менеджерів різних ланок, так й довгострокові тарге ти власників. У роботі запропоновано методику оцінювання показників результативності роботи компанії на заса дах вартісно орієнтованого управління, що враховує "сіру зону" у системі абсолютних та відносних зна чень індикаторів та дозволяє своєчасно побачити сигнали до погіршення якості управління. Викладено взаємозв'язок результатів розрахунку скоринговою методикою інтегрального показника вартісно орієнтованого управління компанією з важелями системи корпоративного управління компа нією. Наголошено на позитивних результатах впровадження методів Value Based Management у сфері кор поративного управління суб'єкта підприємницької діяльності, що охоплює гармонізацію інтересів заці кавлених суб'єктів, врахування факторів впливу на вартість компанії, забезпечення транспарентності інформаційно аналітичного забезпечення VBM.

Efficient staffing of supervisory board members will make possible to prevent their dysfunctionality and protect them from potential incompetent decisions that will have a negative effect on the financial result and investment image of the company. In this regard, the definition of personnel aspects is relevant in order to prevent the dysfunctionality of supervisory boards.The purpose of the study is to identify the signs of dysfunctionality of supervisory boards and to determine the importance of staffing of supervisory board members in order to prevent inefficiency of activities and making unstrategically balanced decisions, which influence the performance of the enterprise destructively.Methodology of research is the following: to achieve the goal of the work general scientific and special methods and techniques of research were used: theoretical generalization, analysis and synthesis; systemic and complex approach; monographic; abstract and logical. The result of the scientific work is theoretical generalization of the signs of dysfunctionality of supervisory boards and the definition of "staffing", which includes a chain of "search" - "selection" - "attraction". The importance of staffing is grounded and the concept concerning the necessity of formation and use of the competence profile is formed when searching for candidates to the members of supervisory boards in order to prevent making of not strategically weighted decisions, which are destructive for the efficiency of the enterprise activity. Scientific novelty of the work is in following: the importance of human resources for the search of candidates for supervisory boards of enterprises is justified as the way to prevent their dysfunctionality. It is proved that the human factor, whose competences were not paid enough attention before, is a significant element of corporate management of enterprises. The practical significance of the research lies in the development of the competence matrix for the candidates to the supervisory board of the enterprise in the process, which is in demand in the chain of personnel support "search" - "selection" - "attraction", which will reduce the probability of dysfunctionality of supervisory boards.

At the enterprises of all forms of ownership and activities, staffing is one of the most important aspects to search, evaluate and attract the necessary quantitative and qualitative composition of employees, in order to conduct intellectual work to achieve the targets in the long term. The Supervisory Board, as a subject of corporate governance, is key to protect and resolve conflicts of interest of stakeholders. That is why, using Hogan’s test as a specific test during the staffing of corporate governance subjects, as an element of improvement, will lead to long-term and continuous development of the enterprise, will help to maintain the confidence of investors, both domestic and foreign, and attract more long-term capital.The purpose of the study is to analyze the concept and components of staffing, to highlight the need and peculiarities of specific testing, namely the use of Hogan’s test to improve the process of staffing of corporate management subjects.Methodology of research: to achieve the set goal in the work were used general scientific and special methods and techniques of research: theoretical generalization, analysis and synthesis; systemic and complex approach; monographic; abstract and logical. The result of scientific work is a theoretical generalization of the concept and components of staffing. It is justified to use Hogan’s test to assess the leadership qualities of an applicant for the position of a member of the supervisory board as a specific test during the staffing of corporate governance subjects. The author’s opinion on the minimum number of points that a candidate for the position of a member of the supervisory board should receive during the Hogan test is formed. Competences have been identified which, according to the Hogan test report, are held by leaders with similar results. Scientific novelty: The necessity and peculiarities of specific testing, namely the use of Hogan’s test to improve the process of staffing of corporate governance subjects, are justified. It is proved that the assessment of leadership qualities of an applicant for the position of a member of the supervisory board with the use of Hogan test improves the 2nd stage of the process of staffing, namely selection, or assessment. The practical significance of the study is to propose the use of the Hogan test to assess the leadership skills of an applicant for the position of a supervisory board member and determine the minimum number of points that an applicant for the position of a supervisory board member should receive during the Hogan test.

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