Genesis analysis and the theory of generations determining two main stages of developmentbasic and practical-formation are highlighted. Within the frames of the base stage (from 1999 to 2000) the authors introduce individuals differentiation into groups criteria and determine a typological base for each group characteristics. The further development of the theory of generations is determined to be connected with active involvement of the determined groups in solving practical issues. The cross-cutting issues of the theory of generations are explained. The pool of practical issues using the generation groups for solving them is entered. Practical issues based on the theory of generations analysis lead to the conclusion that those which have cause and effect relationships between belonging to a group and a response signal to management influence dominate. The relationships check is completed by the personnel differentiation based on generation groups. So, a new research hypothesis on reaction of personnel to management influence applied in mixed (based on generations) teams is suggested. The check of hypothesis allows differentiating and determining the power of response to personnel management measures applied to the employees of different generation groups.

The research question is formulated: the dynamics of manpower resources and value criteria to different generational groups labor. The research was conducted to reveal and differentiate generational groups' features, which influence the value system and criteria of labor. The measure of compliance between employees' criteria and conditions, provided by an employer, is determined. The poll's results of specialists (N=539), seeking a job in various companies' areas. Diagnostics tasks were the following: the applied tools for labor and personnel motivation; the adjustment rate of the applied tools for different generational groups; contradictions in value criteria and ways of their satisfaction inside companies. Significant quantitative non-coordination of labor market participant interests, including under-exploitation of professional potential, is recorded. The change of market participant value criteria for labor takes place. It is possible to study the criteria dynamics on the basis of the theory of individuals segmentation as per generational groups. The segmentation takes into account the influence of key events, occurred in the period of socialization and active personal development, which had an impact on professional system establishment.