Object: the process of personnel management of mechanical engineering enterprises. Purpose: substantiation and development of theoretical, methodological and practical principles for ensuring the efficiency of personnel management of mechanical engineeringenterprises. Research methods: method of generalization of scientific experience and terminological analysis, analysis and synthesis, induction and deduction, systemic approach, statistical method of data processing, grouping method, comparison method, method of systemic analysis, economic-mathematical methods, expert method, abstract-logical, method of comparison and logical generalization. Proposed: for the first time: a methodological approach to effective management of human resources of the enterprise, based on the relationship among personnel policy, indicators of human resources and performance of the enterprise, which takes into account the responsibility of management to develop measures that will lead to organizationally desired behavior and economic, functional and social effects; a conceptual model of personnel decision-making in the conditions of organizational changes of mechanical engineeringenterprises considering the three-phase process of such changes, which takes into account practices, tools and methods of human resource management to increase the success of such changes and to raise organizational efficiency of the newly created business structure; a strategy for managing human resources of enterprises is developed based on the use of employee life cycle model, according to the matrix of coordination of enterprise strategy with human resource management processes, the introduction of which motivates employees to achieve strategic and tactical goals, ensure their productive behavior, form a loyal team; the management tools for personnel decisions are proposedto improve the management of human resources of enterprises, which reflects the sequence of stages of its main elements under the influence of external and internal factors in the strategic and operational processes of human resource management, which allows to identify opportunities and conditions for updating and improving human resources taking into account the cyclical nature of the management process; improved: a functional and structural approach to ensure the effectiveness of human resource management of the enterprise, which considers the relationship with strategy, external and internal environment, efficiency criteria, the end result is to obtain socio-economic effect of human resource management and increase long-term efficiency; a technology of "key indicators" for human resource management of mechanical engineering, which includes criteria for the effectiveness of KPI human resources, the use of which allows to increase the efficiency of operational and strategic processes of human resource management, align the goals of employees, business units and enterprises, and identify new positive initiatives and processes; methods of building a matrix of coordination of enterprise strategy with human resource management processes in accordance with the model of the employee life cycle, the purpose of which is to ensure productive employment, increase the efficiency of human resources and reduce reputational risks; a delegation-based decision-making model that permits to evaluate the effectiveness of the delegation, monitor decision-making or select from alternatives the most effective plan using HR tools, taking into account the resource constraints in the enterprise; have received further development: a methodical approach to the provision of human resources of mechanical engineeringenterprises using one-factor forecasting functions, which allows to predict the number of employees; the scientific approaches to the definition of "resources", which are divided into general, structural, property and production, the definition of "resources" is clarified, which are considered as everything that can be used (stocks of all kinds of factors, funds, sources of anything, opportunities, etc.), and all that is used by society to create goods (goods, services, values), satisfy needs, achieve future development goals; the concept of "human resources" is specified, which are considered in terms of the trinity of materialized (number of employees, staff structure), intangible (knowledge, skills and abilities) and cost forms (human resources costs); a classification of external and internal factors of direct and indirect influence on the effectiveness of human resource management from the standpoint of an integrated approach, taking into account which permits to identify weaknesses in motivational, informational, stimulating, innovative support.Scope of use: mechanical engineering enterprises.
