Technological management is investigated as the basis for enterprise development. The available approaches to the interpretation of the content oftechnological innovations are analyzed in order to substantiate the scientific methodology of this area of knowledge and the type of functionalmanagement. The analysis of technology management tools is carried out, which provides for the use of modern methods, forms and methods ofanalysis, assessment and implementation of new technologies (technology audit, consulting and transfer). The functions of managing technologicalresources, such as optimization, enrichment, protection are described. It was found that technological innovation is the basis for economic growth andprosperity of the population of each country. The factors that determine the volume of innovative investments, the effectiveness of innovations, thediffusion of innovations and imitations, as well as the forms of innovative competition are highlighted. It is outlined that in order to implement the tasksof managing technological resources, a systematic approach is required with respect to the implementation of monitoring, transfer, imitations, etc. Theconclusions are drawn about the importance of technological management for business growth as a process of technological audit, consulting, transfer,monitoring, and regulation. It was found that the development and application of technological management is of fundamental importance for theimplementation of the scientific and technical potential of Ukraine.

The article examines the importance of staff motivation to ensure the flexibility of the enterprise. The purpose of the company's development is to accelerate the processes of adaptation to market changes. A model of personnel motivation based on the implementation of the training system is proposed, which contains: research of market demand and consumer values; audit of human resources; formation of a system for teaching skills to the project evaluating the effectiveness of the training program. The necessary conditions for effective motivation are: a positive relationship between the manager and subordinates; education system; corporate culture. Value orientations (endowing people with positive qualities; treating employees as a constantly developing personality; recognizing and positively using individual differences; effectively expressing and using possible feelings; emphasizing real behavior; using status only for organizational purposes; trust in people; willingness to defend one's point vision and take risks; consideration of participation in this process as important for the effective execution of the task; emphasis on cooperation) are maximally taken into account in the proposed model of personnel motivation through training. Measures to minimize the risks of implementing the training system: teamwork; formation of a structural unit of trainers; signing of long-term agreements on certain training programs. Effective implementation of the personnel training system will create a basis for motivation and ensure business success by: improving the results of personnel planning; improvement of the personnel selection system; make the most of the potential of the personnel in achieving the goals of the organization; create a positive social and psychological climate in the team; improve the qualifications, sense of professional responsibility and initiative of the staff; awareness of the social significance of the results obtained and the prestige of this work. The prospect of further research in this direction is the improvement of training techniques for managers.

The article examines the importance of organizational development to ensure competitiveness: increasing the ability of the organization to adapt to changing environmental conditions; updating the management system, organizational structure and culture; setting current goals, introduction of new technologies and methods of work in operational activities and management; creation of new structural units of the organization. Adaptation of domestic business to the rapid pace of market changes requires effective systematic implementation of a set of actions on strategic management based on business models, innovation management and marketing communications. Emphasis is placed on the main goal of development – to accelerate the process of adaptation to market changes. A balanced model of organizational development based on the education system is proposed, which includes: research of market demand and consumer values; consolidation of the business model in strategic management; audit of human resources; formation of a system of training according to the project of skills; introduction of a structural component of change management based on strategic leadership. The basis of organizational development is: ranking of staff values; introduction of systematic training; formation of a microclimate of mutual assistance in teams; timely informing staff about changes in market factors that will affect the implementation of organizational change; increased material support at the level of strategic management of individual work of operational level managers. The risks of using a balanced learning system within the selected business model are: increasing the ambitions of staff with the development of skills and changing life priorities; the difficulty of directly assessing the effectiveness of learning outcomes; preparation of educational personality-oriented programs. Measures to minimize the risks of implementing a balanced learning system are: teamwork; formation of a structural subdivision of coaches; concluding long-term agreements for certain training programs; motivation systems.