METHODICAL PRINCIPLES OF THE IMPLEMENTATION OF THE INSTRUMENTATION OF THE INNOVATIVE CULTURE OF PERSONNEL MANAGEMENT

Abstract. The article materials are accented to the identification of the concept of the innovative culture of personnel management and the possibility of implementing universal project management methods in its formation. The urgency of the research is determined, first of all, by the need for a constant dynamic correction of techniques and instrument management personnel in order to build an innovative culture of personnel management at domestic enterprises. When writing, analytical and statistical methods are used during the detection and processing of domestic and foreign statistical data, the method of expert assessments in the formation of structural models, historical and logical methods in the extrapolation of the state of the past years for the future. The article materials emphasize the definition and characteristics of the concept of «Innovative Culture of Personnel Management». It is determined that the practical implementation of the instrument of the personnel management of the enterprise needs to use innovative techniques. Among these techniques, it is crucial to underscore Gantt charts, the Dupon method and Game Theory, personal marketing management, and others. Particular attention is focused on a graphical display of a Gantt chart, which reflects the time interval from the time of decision-making on the introduction of innovative methods in managing personnel to increase labor productivity and the growth of other enterprise performance indicators. It is noted that when making decisions on the expediency of changing the existing personnel management culture at the enterprise, it is worth using neural network models based on which it is possible to reveal a causal relationship between the decision and the reaction of the entire organizational system or a separate personality. It is detected that one of the main methods of investigation of the probable results from the introduction of an innovative culture of personnel management at the enterprise is to identify strengths and weaknesses in the process of implementing changes. The study of the LIFT methodological approach that uses the tools of ballroom assessments of the groups of attractiveness indicators of decisions on introducing an innovative personnel management culture and indicators that determine their risks are distinguished. The probability and expediency of using GAP analysis for the comparative characteristics of actual and potential development opportunities are researched and analyzed. It is stated that the use of this information will distinguish at the expertise stage the possibility of practical implementation of an innovative culture tool in full or fragmented scope to determine the means and techniques that will give the greatest effect to develop the intellectual and labor potential of the enterprise. It is proposed to use GAP analysis when implementing an innovative personnel management culture for the restoration strategy and maintaining employees’ mental health, forcing the enterprise’s loyalty system, introducing the foundations of corporate and organizational culture of the enterprise. Keywords: personnel management, innovative culture of personnel management, mental health, personnel loyalty, corporate culture. JEL Classification М12 Formulas: 5; fig.: 3; tabl. : 0; bibl. : 22.