Formation of an effective system of personnel management in the conditions of JSC "Oschadbank"

Personnel management is based on the formation of competitive human resources. This potential corresponds to the strategic goals of the business entity, taking into account all threats outside of it. The formation of an effective HR management system is a process that covers many vectors of activity. It involves researching the system's objectives, the HR strategy, defining stages, promoting staff development and motivating them. It is important to ensure the staff development process at all its stages, support the corporate culture in the team and leadership. These components are important tools for forming the intellectual capital of a business entity. In order to study the effectiveness of the personnel management system, the article analyzes its structure and dynamics on the example of a branch - Zaporizhzhia Regional Department of JSC "Oschadbank". JSC Oschadbank is actively working to optimize the selection and evaluation of potential applicants. Recruitment is carried out in two main segments: mass and non-mass. Each of these two segments uses its own selection methods: resumes, aptitude tests, surveys and professional cases, etc. Continuous training and development is an important factor in improving employee performance. This factor affects staff satisfaction with work, professional and career advancement. That is why much attention is paid to planning and organizing training for different groups of staff. When developing a training program, all modern business requirements are taken into account. JSC Oschadbank actively creates an environment in which each employee is responsible for his or her own development and career advancement. In turn, it provides opportunities for training and development of its employees. According to the survey, in 2020 the bank exceeded all expectations for professional development and training opportunities. The impact on labor productivity in the context of modern technological development is primarily in ensuring the development of innovative activities, developing new ideas and choosing more profitable and promising projects. Currently, JSC "Oschadbank" has introduced the use of the KPI system (Key Performance Indicators), i.e. the calculation of performance indicators that help the bank achieve its strategic goals as efficiently as possible, as well as monitor the dynamics of staff performance and the success of achieving the main goals. The use of the KPI system at JSC Oschadbank is determined by both economic and social efficiency. At the same time, it is noted that there are a number of problems in the system of individual performance evaluation of employees using the KPI system that have arisen as a result of the underdevelopment of these indicators. Having assessed the HR management of JSC Oschadbank, it should be noted that the system of employee performance evaluation using the KPI system is still underdeveloped and contains a number of problems. Identification and elaboration of all existing problems of the KPI system in personnel management will allow to increase the efficiency of work and personnel