In the digital economy, the need and prospects for business development determine their own conditions to the personnel departments of enterprises and organizations. In almost all sectors of the domestic economy, information technology forms a need for knowledge management, taking into account the security of data storage, ensuring the necessary speed of calculations when making a management decision. And the intellectual property of the enterprise itself as a result of systematic knowledge management becomes the most important factor in preserving and increasing the value of business. There is a new form of human resource management subsystem of the company – talent management. System analysis, the method of organizational modeling and analogies are necessary for the study of foreign and domestic scientific sources, best business practices. The purpose of this research is to determine the main activities of the company’s HR departments in the sphere of talent management.

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The studies were carried out in the European part of Russia in the steppe zone. The response of five Zea mays L. hybrids from different maturity groups to the spatial variability of regional conditions (climate, soil quality, agricultural technology) was studied. The obtained data are necessary for scientifically substantiated selection of agro-ameliorative measures and schemes for managing the production processes of agricultural plants in the context of changes in the boundaries of agro-climatic zones under the influence of global warming. It has been established that the limiting factor in the sustainable production of corn grain in areas with insufficient heat supply is the short duration of the growing season, therefore, earlier sowing dates for early ripening and cold-resistant hybrids are necessary. For areas with insufficient moisture supply, the conditions of moisture deficiency in the summer months reduce the yield of corn grain, so it is necessary to combine the early sowing of mid-season hybrids and the methods of moisture-saving technologies.

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Аннотация. Рассмотрена эволюция такого понятия, как человеческие ресурсы, даны варианты определения этого понятия отечественными и иностранными учеными. Обоснована актуальность теории управления человеческими ресурсами и возможности ее применения в практическом управлении организацией. Определены основные проблемы управления человеческими ресурсами. Первостепенной задачей для практиков в области управления человеческими ресурсами на современном этапе экономического развития признано внедрение новых форм и методов организации трудовой деятельности, которые будут способствовать максимально полному раскрытию потенциальных возможностей человека. Исследование актуально для наставников, занятых непосредственной подготовкой специалистов в области международного бизнеса. Ключевые слова: международное деловое сотрудничество, управление человеческими ресурсами, интеллектуальный капитал, инновационные методы управления, новые формы и методы организации труда, международный бизнес.