Keyword: «human resource management»

The development of human resources is the necessary condition for realizing strategic tasks for any organization. The system of state control of human resources must be updated by corresponding demands of innovative progress.

The article considers the main approaches to understanding the turnover of the enterprise. Author's classifi-cation definitions of "turnover" of different authors in three ways: as a factor, as a process, as an indicator. The conclusions about the appropriateness of the classification presented in practical experience.

In the article, the author considers the concepts of "feedback" and "trust" in the context of the working environment. Attention is focused on the interaction of the head and subordinate in the situation of a pandemic. The influence of the manager's feedback on the employee's level of trust is analyzed. Recommendations for the process of providing feedback are given, which help to increase the trust of the subordinate to the manager in a situation of remote work with an increased level of anxiety.

Relevance of the research problem: this article discusses the necessary skills and criteria that graduates completing a Bachelor's degree program should have in order to work effectively in modern conditions of industry 4.0, which is characterized by automation and digitalization of production processes. Analyzing the modern requirements for industry 4.0, this work defines the basic skills and knowledge that bachelors should have. This may include knowledge of programming and information technologies, skills in working with automated systems, the ability to analyze data and make decisions based on the information received. With the growth of technological development and the introduction of concepts such as Internet of things, artificial intelligence, process automation, etc., the requirements for employees in industry 4.0 are changing. Traditional skills and knowledge are becoming less in demand, and new qualities and skills related to digital technologies are becoming crucial. The classification of the necessary criteria for training specialists with bachelor's degree for Industry 4.0 allows us to determine the main areas of knowledge, skills and qualities that should be developed by future professionals. This may include knowledge of programming, analytical and problem-oriented skills, ability to work with big data, understanding of digital systems and technologies, adaptability and flexibility to work in a rapidly changing environment, etc. It is important to note that the classification of bachelor's degree criteria for Industry 4.0 should be flexible and take into account the individual needs of different industries and companies. Different companies may have different needs for specialists, taking into account their specific digital technologies and innovations. Thus, the relevance of this topic lies in the fact that it allows us to determine the necessary criteria for the preparation of bachelors who will meet the requirements of industry 4.0 and will be able to work effectively in a digital environment. This will help educational institutions and students adapt to the changing demands of the labor market and guarantee their competitiveness. Ultimately, the purpose of this study is to identify the key criteria that are necessary for the preparation of bachelors so that they can work effectively in Industry 4.0. This will allow teachers and educational institutions to adapt their training programs and provide students with the necessary skills for a successful career in modern industry. In this study, we consider 4 criteria, which are divided into 41 sub-criteria. The main important criteria include technical skills, entrepreneurship, workforce readiness and soft skills criteria. The paper reveals that important criteria for Industry 4.0 are technical skills that are needed to establish a connection between machines and human resources that control modern technologies.

The article focuses on improving the quality of employees' working lives in the context of personnel management and human capital development, taking into account the understanding of the importance of psychological, physical and spiritual well-being of employees. The article also explores modern approaches to improving the quality of working life and focuses on the analysis of Russian practice in this issue. The authors reveal the essence and features of the system of material and non-material motivation of employees in the analyzed companies.