Personnel development management at an enterprise with a mixed labor organization is one of the promising areas of activity for a personnel management manager. The search for new managerial decisions on the implementation of this process in the practice of functioning of enterprise personnel management becomes significant. The theoretical analysis of existing experience has shown the narrow industry focus of the developed solutions for enterprises with a traditional form of labor organization, which leaves them of little use in broad practical HR activities in the context of the digitalization of the economy and the transition to a mixed labor organization. It is important to create a holistic view of the implementation plan for managing the development of personnel in an enterprise with a mixed labor organization. The problem of the lack of personnel development management leads to poor awareness of personnel about the organization’s capabilities in terms of personnel development, a low level of involvement of all categories of personnel in the development process, a decrease in labor productivity, and, as a result, a decrease in the competitiveness of an enterprise in the market. Thanks to the solution of the issue of effective management of personnel development in an enterprise with a mixed organization of labor in modern realities, the formation of a staff of qualified employees who are highly motivated to perform the tasks of the enterprise is being successfully implemented. This, in turn, leads to an increase in the efficiency of each employee and the entire organization, which means that the value of human resources in the enterprise is also subject to growth and development. The novelty of the study lies in the theoretical substantiation and development of the main provisions of personnel development management in a company division with a mixed labor organization. The practical significance of the study is the possibility of further implementation of the personnel development management plan for the commercial division of an enterprise with a mixed labor organization.

Assessment of the level of expressiveness of managerial competencies is one of the main tasks of a specialist in personnel management. As a result, the use of methods for assessing the managerial competencies of managers at enterprises, the adaptation of methods to the needs of various industries is an important area of research in the field of management. It is imperative that every organization has a reliable tool for assessing the managerial competencies of personnel. The theoretical analysis presented in the study showed that there are various models for assessing managerial competencies, but it is important to apply methods adapted to a specific organization, category of personnel. The process of assessing managerial competencies is beneficial not only for the company, but also for the employee himself, as it makes it possible to see the level of development of his competencies and determine the further path of his development, it becomes possible to be included in the personnel reserve. The study made it possible to assess the level of severity of managerial competencies of middle managers of an oil and gas enterprise. In the course of the study, the problem of the lack of a methodology for assessing managerial competencies at an oil and gas enterprise was identified. In order to improve the quality of work, the methodology of Yu.A. Tokareva. The introduction of an adapted methodology for assessing managerial competencies made it possible to demonstrate its reliability through the results of repeated testing, taking into account the requirements for a specific position, to give recommendations on the use of an adapted methodology to personnel management specialists.The novelty of the study is revealed in the fact that the methodology for assessing managerial competencies adapted in the work is an important tool for identifying the level of qualification of managers, namely the level of development of their managerial competencies. It is difficult to overestimate the practical significance of applying the adapted methodology, since it is on the basis of the level of managerial competencies of the employee that his further development plan is drawn up, which in the future will allow the enterprise to achieve even better results.

The results of the study of differences in the educational activities of fathers of different nationalities are presented. Based on the concept of system-activity approach, educational activity is inspected in three aspects: motivational needs, executive, control and evaluation. In the study the author's questionnaire "Features of family education", the conversation, psycho-diagnostic methods ("Motivationalrequirement sphere of paternity" Y. A. Tokareva; PARI, E. S. Schaefer & Bell, R. Q.; The method of express diagnostics of complex social and pedagogical neglect of children R. V. Ovcharova), methods of statistical analysis (U-Mann-Whitney test) are used. The study involved 238 fathers of different nationalities (Russian, Ukrainian, Tatar, Armenian, Azerbaijani) and their children aged 7-10 years. It is concluded that the development of the child's personality is subject to the motives of paternity, used educational strategies and rules of interaction with the child.

In the conditions of active digital technologies implementation in everywhere, the advantages of their use in various areas of organizations personnel management become obvious. Thus, this article analyzes the possibilities, necessity and effectiveness of using digital technologies for training medical personnel. The article describes the experience of studying employees ' motivation for professional training, their readiness to use remote tools, as well as the choice of a specific software tool that takes into account all the goals and objectives of the training program. The study confirmed the effectiveness of using digital technologies in training medical organizations administrative staff from both a social and economic point of view.

A study conducted at the request of the company to assess the adaptation of specialists of public catering organizations returning to work after a six-month break showed the presence of pronounced signs of maladjustment. In order to increase the level of adaptation to new working conditions, an adaptation program using online technologies has been developed and implemented. The use of various methods of personnel adaptation, including emotional support through online counseling, conducting a systematic online group, meetings with elements of emotional stability training, served as the basis for accepting new living and working conditions. The results of the repeated study and the comparison of the adaptation parameters in the control and experimental groups confirm that the adaptation program had a positive effect on the employees: a positive trend was found in the change in self-regulation of behavior, motivation to work and a decrease in the signs of maladjustment of employees.