MANAGING EMPLOYEE ENGAGEMENT IN CONDITIONS OF UNCERTAINTY

Abstract

The article specifies theoretical and methodological aspects of assessing the level of personnel involvement in the HR management system, allowing to expand the research base on this issue. The degree of employee involvement is a manageable category on the part of HR management, which requires the use of a relevant set of tools to achieve the optimal result. Increasing the level of involvement is a long-term process, and achieving maximum indicators on average for the team is the result of systematic work. The solution to this problem requires the use of advanced tools based on personalized and socio-public approaches, since each employee is an individual with his own specific needs. At the same time, involvement is most clearly manifested in the conditions of socialization of the corporate space, which forms the need to create a high-quality corporate culture based on a balanced team building mechanism. In the context of the reorientation of values ​​in the modern socio-economic system, involvement is an important tool for labor motivation. At the same time, high-quality involvement management ensures not only increased labor productivity, but also high staff loyalty, which reduces the risks of turnover and guarantees relative stability in conditions of uncertainty. The efficiency of the work activity of an involved employee is much higher, which is the basis for the profitability of business processes. In addition, an involved employee is inclined to sustainable personal and professional development, which in turn ensures an increase in the value of corporate human capital due to the formation of additional relevant competencies. Thus, the development of areas that ensure an increase in the level of personnel involvement is a relevant tool for increasing the efficiency of management activities in crisis conditions.