Features and priorities of personnel management in a large corporation[Особенности И Приоритеты Управления Персоналом В Крупной Корпорации]

Introduction. The effectiveness and success of a large business are significantly determined by the qualifications, motivation and professionalism of employees. Modern personnel management in corpo-rations implies an emphasis on workforce planning and a comprehensive analysis of the personnel potential of the enterprise. These aspects have an undeniable impact on areas such as optimal employee allocation, improved recruitment and selection processes, staff development and training, and reduced labor costs. Purpose. A comprehensive study of the personnel management process and the definition of the specifics of this process in a large corporation. Methods. Analysis, comparison, research and processing of statistical data, and graphical modeling. Results. The essence and features of such areas of personnel management as planning, staff motivation and staff development are revealed. The article defines the goals and factors of personnel planning. The purpose of personnel planning is not only to determine the optimal number of personnel and its structure, but also to plan future personnel needs, taking into account the knowledge, skills and competencies of employees. Career management can also be attributed to the elements of personnel planning. Special attention in the study is paid to the characteristics of methods of material and non-material motivation. One of the problems of ineffective motivation is a decrease in labor productivity. This is an issue that is being addressed not only at the corporate level, but also by the national economy as a whole. As part of the national project, which completed its implementation in 2024, aimed at increasing labor productivity at Russian enterprises, the task of increasing productivity at large enterprises in non-resource industries by 5% or more annually over the entire implementation period was solved. The article highlights the role of motivation in the dynamics of labor productivity indicators, and presents the dynamics of the productivity index over the previous period. In addition, the main components of the motivational process are working conditions, flexible, adaptive work schedule, decent wages and the opportunity for professional growth. Personnel development is also noted as a priority area of personnel management, and the main forms and methods of this process are described. As before, the main tool for personnel development is training. The study presents the characteristics of the main methods of personnel training in corporations, and the prospects for its application. It is noted that at the moment many corporations rely on the development of creative and creative abilities of staff. Conclusions. Thus, the article comprehensively examines the personnel management process, highlights its priorities in a large corporation, and provides a description of each of them.