TRANSFORMATION OF VALUE ORIENTATIONS IN THE MOTIVATION SYSTEM HR MANAGEMENT

Abstract

The article considers theoretical and practical aspects of transformation of value orientations in the motivation system of corporate personnel management. Modern conditions of corporate management are characterized by the need for a systematic search for effective motivation methods that ensure acceptable intensity of performance of labor functions by personnel in order to achieve commercial efficiency of business processes and maintain strategic competitiveness. The modern business environment, in addition to significant volatility of macroeconomic factors, is characterized by a high level of competition in almost all segments. In this regard, the management of the enterprise should always be in search of tools that ensure increased efficiency of using the available resource potential. The fundamental element of the total corporate resource potential is undoubtedly human capital. Motivation management is a basic function of personnel management, as it leads to an increase in the return on the use of personal and professional competencies of personnel, which in turn is a factor in achieving commercial success in the corporate-wide coordinate system. In recent years, the construction of an effective mechanism for stimulating labor activity has become overgrown with many difficulties, most of which are primarily associated with a change in the value orientations of employees. The paper examines the main directions of transformation of value orientations of subjects of the labor market, provides a description of the basic types of employee motivation depending on their value orientations, presents a model for diagnosing value orientations of employees, and also carries out an expert assessment of the expression of the most priority value orientations of the personnel of the public catering enterprise OOO «Alfa».