The relevance of the research of the European humanistic personnel management vision as a factor in humanocracy development acquires great importance in the modern era, since in organizations as in living systems, a person stands above everything, and this equates to humanocracy. For this, all management mechanisms should be changed from the bottom up in order to create an effective functional organization in which a person is the subject of all processes. It should be noted that today there are no companies in which humanocractic conceptual works, there are no step-by-step instructions on how to switch to the humanocractic mode. The purpose and formation of the goals in the article (statement of the task). The purpose of the article is to develop a humanistic and cross-cultural approach to the organizational management as a humanocractic factor. The object of research is organizational management phenomenon as a humanocractic factor. The subject of the research is a humanistic and cross-cultural approach managing the organization as a humanocractic factor. The research methodology is the use of systemic, structural-functional, and axiological analystic methods to manage the organization as a humanocractic factor. Thus, the systematic method helped to combine all the scattered facts into a coherent system, the humanistic approach helped to show the organizational human-dimensional factors, based on which man is the measure of all things; the crosscultural approach helped to provide a comparative analysis to the organizational management and to identify common and commonalities, peculiarities and differences in it; the axiological approach helped reveal the organizational management values as a humanocractic factor. The result of the research: 1. The humanistic approach to the organizational analysis as an inclusive factor, socially just and ecologically sustainable development was studied. 2. An analysis of the cross-cultural approach managing the organization as a complex sociocultural system is presented. The principles and approaches to the humanistic vision of managing the organization as a humanocractic factor have been formed. In organizations, humanism is usually considered indirectly from the corporate social perspective responsibility, diversity and sustainable development.

The article investigates the role of gender, race and age in the values of corporate social responsibility of business, which is of great importance for the formation of a humanistic vision in human resources management. They present the practice of sustainable development at the company level in the context of social initiatives, anti-discrimination vectors, corporate social responsibility of business, equality of opportunities for men and women, people of different races and ages. The object of research is the phenomena of gender, race and age in the values of corporate social responsibility of business. The subject of the research is the influence of gender, race and age on the values of corporate social responsibility of business. The purpose is to conceptualize the theoretical and practical aspects of the role of gender, race and age in the values of corporate social responsibility of business. The methodology of analyzing the role of gender, race and age in the values of corporate social responsibility of business is based on the following methods and approaches systemic (bringing everything into the system), structural and functional (analysis of functions), anthropological (analysis of the human dimension of gender), substantive (analysis of the substantive expression of policy), existential (analysis of human existence), phenomenological (analysis of phenomena), hermeneutic (analysis of works), Agile-methodology (flexibility, adaptability), which allowed to bring everything into the conceptual system of knowledge, principles, methods in the values of corporate social responsibility of business. The result of the research. The bases for discrimination on gender, race and age, which are defined and prohibited in many international documents, are revealed. The conceptual and categorical apparatus -gender, gender approach, sex, race, age in the context of the dimensions of corporate social responsibility of business is analyzed and their characteristics and interpretation are given. The phenomenon of sexual harassment in the workplace is analyzed and the phenomenon of discrimination against women in wages is clarified. The concept of corporate social responsibility (CSR) and diversity management is formed. In science, there is a distinction between the "identification" concept of gender, which currently dominates academic discussions about gender in the West, and the "relational" concept of gender, which is the result of gender studies in anthropology and ethnology.

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У статті розглянуто питання управління персоналом в умовах воєнного стану в Україні. Теоретично розглянуто актуальні питання сутності поняття «управління персоналом». Розкрито особливості управління персоналом на прикладі ізраїльських компаній, проведений розгляд впливу воєнного стану на якість управління. Особливий акцент в статті робиться на характеристику методів стимулювання та впливу на персонал в сучасних українських умовах. Були представлені різні підходи до класифікації соціально-психологічних методів дистанційного управління персоналом. Проведене дослідження по даній темі дозволило розглянути сучасні проблеми управління персоналом в сучасних українських умовах та на основі них розробити рекомендації, щодо їх рішення.

The work is devoted to the study of the homocysteine concentration in blood plasma and the activity of the enzymes of cysteine catabolic transformations γ-glutamate-cysteine ligase and cysteine dioxygenase in rats’ hepatocytes under the conditions of consumption of excessive sucrose content on the background of alimentary protein deprivation. It was found, that the consumption of a high-sucrose diet in animals is accompanied by the increase of homocysteine concentration in plasma by 57% compared to control, whereas the excess of sucrose under the conditions of protein deficiency leads to hypohomocysteinemia (the content of homocysteine decreased by 43% compared to control). The increased plasma homocysteine levels in excess-consuming sucrose can be considered as a prognostic marker of functional disorders of the transsulfuration pathway in the liver and used in the diagnosis of hepatopathologies. Since, the cysteine content in liver cells increased under the conditions of high-sucrose diet consumption, the increasing γ-GCS, a key enzyme of glutathione synthesis, is probably associated with the maintenance of intercellular glutathione stores. Our data of the occurrence hypohomocysteinemia under the conditions of the consumption of excessive amounts of sucrose on the background of dietary protein deficiency highlight gaps in the understanding of the correlation between the metabolic processes of methionine, homocysteine and cysteine in the liver. Under the excessive consumption of sucrose on the background of protein deficiency, the exogenous protein deficiency can be considered as a key factor in reducing the γ-GCS activity (36%) and the cysteine content, because not only the amount of this amino acid is reduced but also its synthesis is disrupted. At the same time, the maximum increase in cysteine dioxygenase activity in rats’ hepatocytes under the conditions of high-sucrose/low-protein diet consumption on the background of decreased γ-GCS activity indicates the utilization of excess cysteine with the formation of taurine and sulfates.