Introduction. The relevance of the study of modern management systems and their elements grows every year along with the strengthening of the innovative impact of information and communication technologies on the results of enterprises. Human capital management tools acquire innovative features, which is due to the increase in the share of modern technologies with a high level of intellectualization, which are used in the implementation of economic activities of enterprises and organizations. Purpose. The study of modern management systems, their components and human capital management tools as a basis for finding ways to solve the strategic task of Ukraine in the conditions of protecting its statehood during the Russian-Ukrainian war. Method (methodology). The methods of analysis, synthesis, comparison, substantiation, statistical analysis, abstract-logical, graphic and tabular methods were used in the process of work. Results. The place of human capital development tools in the modern management system of an IT company has been studied and analyzed. It is established that investments in knowledge, skills and abilities of employees play the role of a key tool for the development of human capital. It was revealed that the leadership's readiness for managerial innovations, creating conditions for increasing the value and return on investment in human capital contributes to the growth of social reproduction and is a source of recovery of the economy of Ukraine in the future. It is proposed to consider the results of intellectual work based on the latest technologies for working with big data, automation and robotization of production together with energy- and resource-saving technologies as priority areas of investment for the reconstruction of the country. The future investment priorities of the state, in addition to the restoration of industry and infrastructure, are recommended to include investments in education, health care, social protection of the population, the development of scientific and scientific and technical activities, and the improvement of professional qualification standards of higher education. An innovative model of the management system based on the principles of generating new ideas and initiatives, searching for creative non-standard management solutions, where the main role is played by a new type of manager-innovator, is proposed.

Introduction. Taking into account the need of companies to increase their efficiency and competitiveness, the study of modern technologies of recruiting employees acquires significant relevance. Recruiting has become more popular with the advent of new digital technologies and applications that have made it more complex through the use of specialized tools and modern approaches. The quality of personnel selection determines the future effective economic activity of the company and lays the foundation for its development. Purpose. Study of employee recruiting technologies, their comparison, determination of their success and impact on the development of human capital management. Method (methodology). The methods of analysis, synthesis, comparison, substantiation, statistical analysis, abstract-logical, graphical and tabular analysis were used in the process of work. Results. As a result of the research, the work analyzed trends in the level of vacancies in the EU and Ukraine, compared external and internal recruitment technologies, their success and impact on the development of human capital management. It is proposed to consider the recruitment of employees as a tool for the development of the company's human capital management, which, unlike the recruitment of personnel, which is a normal process, performs a strategic function of human resources management, which aims to attract, evaluate and select potential employees in order to achieve the company's business goals. It has been established that the job market in the EU and Ukraine have similar shrinking tendencies, which differ only in the intensity of the processes. Thus, almost half of all vacancies in Ukraine are vacancies in Kyiv, a fifth are vacancies in Lviv and abroad, and foreign vacancies have positive growth dynamics, in contrast to the opposite dynamics in Ukraine. A comparison of external and internal recruitment technologies was made. It is shown that internal recruiting contributes to the development of the company's human capital, because it uses its internal potential and retains talented employees. Among the external recruiting technologies, the most famous are headhunting, outstaffing and outsourcing. Of the listed technologies, only headhunting contributes to the development of personnel management due to the segregation of highly qualified specialists from other companies. Outstaffing and outsourcing have either a neutral or a negative impact on staff development.

Introduction. The relevance of research of the impact of human capital on the results of the enterprise conditioned by the high level of theoretical and practical importance of human capital for the dynamic development of enterprises and organizations in a market economy. Enterprise development is systemic changes of physical, organizational, intangible and financial factors of its functioning, which lead to positive economic changes. The overall development of the enterprise includes the following components: development strategy (creation and continuous improvement of competitive advantages of the enterprise); investment strategy; organizational strategy - creation of effective structure of the enterprise, system of its management and improvement; strategy for improving the efficiency of human capital (increasing the quality, quantity and efficiency of human capital of the enterprise). Purpose. The article aims to study the impact and ways to increase the efficiency of human capital use for enterprise development. Method (methodology). The following methods have been used in the course of the research: method of theoretical justification, method of statistical analysis, method of comparison, abstract and logical method, graphical and tabular method. Results. The main tendencies and regularities of influence of human capital on the development of the enterprise have been revealed. One of the essential features of modern production is its significant dependence on the quality and management of human capital, the forms of its use and the extent of staff involvement in enterprise management. High results of effective management of human capital of the enterprise can be achieved by constant analysis of the human capital, which is directly related to the parameters of the overall effective activity of the enterprise.

Introduction. The urgent task of modern corporate governance is to use innovative tools to develop the knowledge economy, where the primary source of wealth is human capital. A critical factor in the development of human capital in the new pandemic environment is to ensure the efficiency of staff to achieve commercial goals under any conditions of a sharp change in quarantine restrictions. The search for new tools for human capital development in insurance companies is an urgent and objective need. It will strengthen the competitive advantages of insurance companies in the face of such global challenges and threats as a pandemic. Aim and tasks. The article aims to determine the role and importance of tools for human capital development, to find new ways to improve them, taking into account the trends of pandemic waves. The following main tasks are 1) to explore the essence of existing tools for human capital development; 2) to establish the relationship between the use of appropriate tools for human capital development in the context of the spread of the COVID-19 pandemic; 3) propose approaches to the use of human capital development tools to qualitatively and quantitatively increase the competitiveness of insurance companies. Results. The article examines the essence of existing tools for human capital development at the macro and micro levels. The essence of outsourcing, outstaffing, personnel leasing, crowdsourcing, coworking, freelancing is analyzed. The relationship between the use of appropriate tools for human capital development in the context of the spread of new waves of the COVID-19 pandemic and the effectiveness of insurance companies is established. Approaches to using human capital development tools to qualitatively and quantitatively increase insurance companies' competitiveness are proposed. Conclusions. The paper defines the role and importance of such tools for human capital development as outsourcing, outstaffing, staff leasing, crowdsourcing, coworking, freelancing. Ways to improve them, taking into account the trends of pandemic waves, are proposed. A direct relationship between applying the tools of human capital development in the new waves of the COVID-19 pandemic and the effectiveness of insurance companies is established. It is proposed to use the analyzed tools to qualitatively and quantitatively increase the competitiveness of insurance companies.