Theoretical and methodological aspects of managing the behavior of the company's personnel

Introduction. The most important component of the personnel management of an enterprise is the management of the behavior of employees. Confirmation of the increasing need to improve the management of  the behavior of the personnel of an enterprise (organization) is the growth in the last decade of specialized publications devoted to the analysis of various aspects of this multifaceted socio-economic problem. The relevance of the study is due, on the one hand, to the unconditional recognition of effective management of the behavior of the company's personnel as the most important lever for improving labor productivity and the level of labor motivation of employees, and, on the other hand, to the imperfection (in fact, the lack) of specialized methodological tools.

Purpose. Develop specialized methodological tools adequate to substantiated theoretical foundations of diagnostics and management of the company personnel behavior; to test it in order to confirm the scientific hypothesis regarding the optimal type of the concept of personnel behavior management (CMS). Theoretical foundations and methodological tools. The theoretical foundations of the research are associated with the designation of the essence of the key definition of «personnel behavior management»; systematization of the characteristic features of traditional and motivational concepts of personnel behavior management; justification of the legitimacy of the allocation of an intermediate concept accumulating three subtypes. The developed methodological toolkit combines two original methods: a methodology for diagnosing the type of personnel behavior management concept implemented by an enterprise and a methodology for identifying the type of priority profile of the analyzed personnel behavior management parameters.

Results. The main results of the study can be legitimately reduced to the following points: the theoretical foundations of diagnostics and management of personnel behavior have been clarified; specialized methodological tools have been developed; using the example of five enterprises of the basic experiment, practical testing of two author's methods has been carried out, confirming their adequacy to their purpose; the erroneous positioning of the motivational concept of personnel behavior management as uniquely optimal has been established; The dependence of the level of staff motivation on the degree of conformity of the types of implemented personnel behavior management concept and the priority profile of the analyzed personnel behavior management parameters is revealed.

Conclusions. According to the confirmed hypothesis about the optimal concept of personnel behavior management, two ways of matching the types of CMS and priority profiles of CMS parameters are possible, associated either with the adjustment of the implemented concept of personnel behavior management to the priority profile, or with the reverse adjustment. It is emphasized that each enterprise has the right to make its choice based on the specifics and strategic development priorities.

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