MANAGEMENT OF INNOVATION AND INVESTMENT DEVELOPMENT OF PERSONNEL INTERNATIONAL COMPANIES

Abstract

The article is dedicated to the analysis of progressive approaches to personnel management of organizations operating in the field of international business. In the process of the study, theoretical aspects of personnel management were analyzed, the essence of the personnel management system and its main tasks were determined, the concept of innovative and investment development of personnel was considered. Particular attention is paid to the experience of personnel management of international companies using the example of the McDonald's corporation, which provides an effective system of training, horizontal rotation of personnel and career development. However, despite significant achievements, the study also revealed a number of problems characteristic of the McDonald’s personnel management system. Among them, one can single out high staff turnover, insufficient flexibility of the labor performance assessment system, excessive physical and psychological stress on employees, as well as the complexity of managing a large number of personnel. Therefore, based on the analysis, recommendations were made on the integration of specialized systems, such as SAP SuccessFactors, Oracle Human Resources Analyzer, TINYpulse and Queue Management System, into the general automated system of organizations. These tools contribute to increasing the efficiency of personnel processes due to the automation of operations, obtaining opportunities for in-depth data analysis, improving corporate culture, managing employee workloads, and increasing motivation.
Thus, the conducted research allows us to conclude that McDonald’s HRM system is quite effective, but needs constant improvement and adaptation to new challenges. The results of the research can be useful for a wide range of organizations, including those operating in international markets and seeking to improve the efficiency of HRM.