title: ÐÐ½Ð°Ð»Ð¸Ð· Ð¸ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ðµ Ð¼ÐµÑÐ¾Ð´Ð¾Ð² HR-Ð±ÑÐµÐ½Ð´Ð¸Ð½Ð³Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ ÐÐÐ Â«ÐÐ¾Ð¼Ð¿Ð»ÐµÐºÑ ÐÐ°ÑÐ°Ð´Ð½Ð°ÑÂ»)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¼Ð°Ð³Ð¸ÑÑÑÐ°
titleType: Subtitle
title: Analysis and improvement of methods of HR branding of an organization (on the example of LLC Â«Complex ParadnayaÂ»)
Creators: name: Ð¨ÐµÑÑÑÐ¾Ð±Ð¸ÑÐ¾Ð²Ð°, ÐÐ½Ð°ÑÑÐ°ÑÐ¸Ñ
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2024
Subjects: HR-Ð±ÑÐµÐ½Ð´ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸
Ð¼ÐµÑÐ¾Ð´Ñ HR-Ð±ÑÐµÐ½Ð´Ð¸Ð½Ð³Ð°
ÐºÐ¾ÑÐ¿Ð¾ÑÐ°ÑÐ¸Ð²Ð½ÑÐµ ÑÐµÐ½Ð½Ð¾ÑÑÐ¸
ÑÐµÐ½Ð½Ð¾ÑÑÐ¸ ÑÐ¾ÑÑÑÐ´Ð½Ð¸ÐºÐ¾Ð²
Ð°Ð½Ð°Ð»Ð¸Ð· Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°
Ð¼ÐµÑÐ¾Ð´Ñ ÑÐ¾Ð³Ð»Ð°ÑÐ¾Ð²Ð°Ð½Ð¸Ñ ÑÐµÐ½Ð½Ð¾ÑÑÐµÐ¹
ÐºÐ¾Ð¼Ð¿Ð»ÐµÐºÑÐ½ÑÐ¹ Ð°Ð½Ð°Ð»Ð¸Ð· ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ð¸
HR-brand of an organization
HR-branding methods
corporate values
employee values
personell analysis
methods for values alignment
comprehensive analysis of the company

description: Ð¦ÐµÐ»Ñ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ Ð·Ð°ÐºÐ»ÑÑÐ°ÐµÑÑÑ Ð² Ð°Ð½Ð°Ð»Ð¸Ð·Ðµ Ð¿ÑÐ¸Ð¼ÐµÐ½ÑÐµÐ¼ÑÑ Ð¼ÐµÑÐ¾Ð´Ð¾Ð² HR-Ð±ÑÐµÐ½Ð´Ð¸Ð½Ð³Ð° Ð´Ð»Ñ Ð¸Ñ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ Ð¸ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ¸ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ð¹ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸. ÐÑÐ»Ð¸ ÑÐµÑÐµÐ½Ñ ÑÐ»ÐµÐ´ÑÑÑÐ¸Ðµ Ð·Ð°Ð´Ð°ÑÐ¸: ï­ Ð Ð°ÑÐºÑÑÑÑ ÑÑÑÐ½Ð¾ÑÑÑ Ð¸ Ð·Ð½Ð°ÑÐµÐ½Ð¸Ðµ HR-Ð±ÑÐµÐ½Ð´Ð° Ð´Ð»Ñ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸; ï­ ÐÐ¿ÑÐµÐ´ÐµÐ»Ð¸ÑÑ Ð¾ÑÐ½Ð¾Ð²Ð½ÑÐµ ÑÑÐ°Ð¿Ñ ÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð° Ð² Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸; ï­ ÐÐ·ÑÑÐ¸ÑÑ Ð¾ÑÐ¾Ð±ÐµÐ½Ð½Ð¾ÑÑÐ¸ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ¸ HR-Ð±ÑÐµÐ½Ð´Ð° ï­ Ð Ð°ÑÐºÑÑÑÑ Ð¼ÐµÑÐ¾Ð´Ñ Ð¸ Ð¿Ð¾Ð´ÑÐ¾Ð´Ñ Ð¸Ð·ÑÑÐµÐ½Ð¸Ñ Ð¸ Ð°Ð½Ð°Ð»Ð¸Ð·Ð° HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸; ï­ Ð Ð°ÑÑÐ¼Ð¾ÑÑÐµÑÑ ÑÐ¸ÑÑÐµÐ¼Ð½ÑÐ¹ Ð¿Ð¾Ð´ÑÐ¾Ð´ Ðº ÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð°; ï­ ÐÐ¿ÑÐµÐ´ÐµÐ»Ð¸ÑÑ Ð¼ÐµÑÐ¾Ð´Ñ Ð¿ÑÐ¸Ð²Ð»ÐµÑÐµÐ½Ð¸Ñ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° HR-Ð±ÑÐµÐ½Ð´ ÐºÐ°Ðº Ð¸Ð½ÑÑÑÑÐ¼ÐµÐ½Ñ Ð¾ÑÐ±Ð¾ÑÐ°; ï­ ÐÑÐµÐ´ÑÑÐ°Ð²Ð¸ÑÑ ÐºÑÐ°ÑÐºÑÑ ÑÐ°ÑÐ°ÐºÑÐµÑÐ¸ÑÑÐ¸ÐºÑ Ð´ÐµÑÑÐµÐ»ÑÐ½Ð¾ÑÑÐ¸ ÐÐÐ Â«ÐÐ¾Ð¼Ð¿Ð»ÐµÐºÑ ÐÐ°ÑÐ°Ð´Ð½Ð°ÑÂ»; ï­ ÐÑÐ¾Ð²ÐµÑÑÐ¸ Ð¾ÑÐµÐ½ÐºÑ Ð¸Ð¼Ð¸Ð´Ð¶Ð° ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ð¸, Ð²Ð½ÐµÑÐ½ÐµÐ³Ð¾ Ð¸ Ð²Ð½ÑÑÑÐµÐ½Ð½ÐµÐ³Ð¾ HR-Ð±ÑÐµÐ½Ð´Ð° ï­ ÐÑÑÐ²Ð¸ÑÑ ÑÐ¸Ð»ÑÐ½ÑÐµ Ð¸ ÑÐ»Ð°Ð±ÑÐµ ÑÑÐ¾ÑÐ¾Ð½Ñ HR-Ð±ÑÐµÐ½Ð´Ð° ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ð¸; ï­ Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐ°ÑÑ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð¸Ñ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð¸Ð½Ð³Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸; ï­ ÐÑÐµÐ½Ð¸ÑÑ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ Ð¿ÑÐµÐ´Ð»Ð°Ð³Ð°ÐµÐ¼ÑÑ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹. ÐÐºÑÑÐ°Ð»ÑÐ½Ð¾ÑÑÑ ÑÐµÐ¼Ñ Ð¾Ð±ÑÑÐ»Ð¾Ð²Ð»ÐµÐ½Ð° Ð½ÐµÐ¾Ð±ÑÐ¾Ð´Ð¸Ð¼Ð¾ÑÑÑÑ ÐºÐ¾Ð¼Ð¿Ð°Ð½Ð¸Ð¹ Ð² ÑÐ¾Ð³Ð»Ð°ÑÐ¾Ð²Ð°Ð½Ð¸Ð¸ ÐºÐ¾ÑÐ¿Ð¾ÑÐ°ÑÐ¸Ð²Ð½ÑÑ ÑÐµÐ½Ð½Ð¾ÑÑÐµÐ¹ Ð¸ ÑÐµÐ½Ð½Ð¾ÑÑÐµÐ¹ ÑÐ¾ÑÑÑÐ´Ð½Ð¸ÐºÐ¾Ð² Ñ ÑÐµÐ»ÑÑ Ð¿Ð¾Ð²ÑÑÐµÐ½Ð¸Ñ Ð»Ð¾ÑÐ»ÑÐ½Ð¾ÑÑÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°, ÑÐ¾ÐºÑÐ°ÑÐµÐ½Ð¸Ñ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»ÐµÐ¹ ÑÐµÐºÑÑÐµÑÑÐ¸, ÑÐºÑÐµÐ¿Ð»ÐµÐ½Ð¸Ñ HR-Ð±ÑÐµÐ½Ð´Ð° Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸. ÐÑÑÐ¾ÑÐ½Ð¸ÐºÐ°Ð¼Ð¸ Ð¸Ð½ÑÐ¾ÑÐ¼Ð°ÑÐ¸Ð¸ Ð²ÑÑÑÑÐ¿Ð¸Ð»Ð¸ Ð´Ð°Ð½Ð½ÑÐµ Ð¾ÑÐµÑÐµÑÑÐ²ÐµÐ½Ð½Ð¾Ð¹ Ð¸ Ð·Ð°ÑÑÐ±ÐµÐ¶Ð½Ð¾Ð¹ Ð½Ð°ÑÑÐ½Ð¾-Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°ÑÐµÐ»ÑÑÐºÐ¾Ð¹ Ð»Ð¸ÑÐµÑÐ°ÑÑÑÑ, Ð¾ÑÐ¸ÑÐ¸Ð°Ð»ÑÐ½ÑÑ ÐÐ½ÑÐµÑÐ½ÐµÑ-ÑÐµÑÑÑÑÐ¾Ð² Ð¸ Ð°Ð½Ð°Ð»Ð¸ÑÐ¸ÑÐµÑÐºÐ¸Ñ Ð°Ð³ÐµÐ½ÑÑÑÐ². Ð ÐºÐ°ÑÐµÑÑÐ²Ðµ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹ ÑÐ¾ÑÑÐ°Ð²Ð»ÐµÐ½ Ð¸ Ð¾Ð¿Ð¸ÑÐ°Ð½ Ð¼ÐµÑÐ¾Ð´ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ¸ ÐºÐ¾ÑÐ¿Ð¾ÑÐ°ÑÐ¸Ð²Ð½ÑÑ ÑÐµÐ½Ð½Ð¾ÑÑÐµÐ¹ Ð¿Ð¾ Ð¿ÑÐ¸Ð½ÑÐ¸Ð¿Ñ âBottom-upâ, Ð° ÑÐ°ÐºÐ¶Ðµ ÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¸Ñ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¹ Ð´Ð»Ñ Ð¸ÑÐ¿Ð¾Ð»ÑÐ·Ð¾Ð²Ð°Ð½Ð¸Ñ Ð¼ÐµÑÐ¾Ð´Ð° Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸.
description: The following tasks were solved: ï­ To study the theoretical aspects of personnel management systems, as well as digital technologies; ï­ Reveal the essence and significance of the HR brand for the organization; ï­ Determine the main stages of forming an HR brand in an organization; ï­ Study the features of developing an HR brand; ï­ Reveal methods and approaches to studying and analyzing the HR brand of an organization; ï­ Consider a systematic approach to the formation of an HR brand; ï­ Determine methods of attracting personnel HR brand as a selection tool; ï­ Provide a brief description of the activities of LLC Â«Complex ParadnayaÂ»; ï­ Assess the companyâs image, external and internal HR brand; ï­ Identify the strengths and weaknesses of the companyâs HR brand; ï­ Develop proposals for improving the HR branding of the organization; ï­ Evaluate the effectiveness of the proposed activities; ï­ To evaluate the proposed measures to improve the systems. The relevance of the topic is due to the need for companies to harmonize corporate values and employee values in order to increase staff loyalty, reduce turnover rates, and strengthen the organizationâs HR brand. The sources of information were data from domestic and foreign scientific research literature, official Internet resources and analytical agencies. As recommendations, a method for developing corporate values using the âBottom-upâ principle, as well as forming recommendations for using the method in an enterprise, was compiled and described.