The subject of the study is the theoretical and methodological basis of modern trends in personnelmanagement of the enterprise with the aim of optimizing them and correcting the development trend. The purpose of the study is the systematic theoretical and practical substantiation of thecompany’s personnel management processes and the optimization of the company’s costs, theanalysis of the processes of formation and use of human capital.Research methods. The article uses general scientific and special research methods, while processingand analyzing information traditional methods and techniques of economic analysis, planning andforecasting (statistical, tabular, comparison, index, vertical, horizontal, modeling methods, etc.) were used.Results of work. As a result of the conducted research, it was shown that every autonomousindependent organization in the field of economy, in order to survive and develop in the moderncompetitive environment, must effectively manage its resources, in particular labor resources, thatis, produce goods and services that have a solvent demand on the market, improve their quality, todiversify the range of goods and services, to reduce costs for the production of a unit of products, toincrease the production of goods and services and, ultimately, to obtain the highest possible profitfrom their activities. The art of economic management consists mainly in the maximum satisfaction ofsociety’s needs in conditions of limited resources. Similarly, each enterprise satisfies its various needsdepending on the availability of money in the budget and the goods and services offered on the market,their quality characteristics, prices and rates.The efficiency of production is determined by the ratio between the result of activity at the output andthe aggregate costs at the input. The economic meaning of any production is to obtain income thatexceeds costs: the greater the difference between them, the better.In the field of organization management, in particular in personnel management, the principle ofeconomic convenience and benefit should prevail. Each managerial decision should involve solvinga specific problem situation, obtaining a predetermined result. The effectiveness of personnelmanagement can be evaluated differently depending on the investigated aspect of effectiveness. Themethod of expressing the result and costs will depend on this.If it is necessary to study the dynamics of labor productivity, then the result of activity will be expressed bythe volume of products for the corresponding period, and the costs will be characterized by the total workingtime spent on the production of a certain volume of products and services or the number of employees whoparticipated in production. If the costs are submitted in the form of the total used wage fund, then we willhave an indicator of the effectiveness of the current system of financial incentives for personnel.Field of application of results. Economics and management of the national economy at themacroeconomic and microeconomic levels, personnel management, labor resources management,enterprise economics.Conclusions. As a result of the research, taking into account a number of additional factors, forthe optimal assessment of the effectiveness of personnel management, it is necessary to analyze thedynamics of the relationship between balance sheet profit and total labor costs, as well as how theshare of labor costs in the total set of production costs changes. If for several adjacent periods thereis a positive dynamic in the ratio of personnel, profits and labor costs, if the share of labor costs in thetotal set of production costs increases, then this indicates the effectiveness of the labor income policy,a good organization of labor costs.Increase in overall productivity, labor productivity, profitability, increase in profit, fulfillment of productor service release plans, increase in sales volumes – all these indicators reflect a high level of enterprisemanagement as a whole and, in particular, a high level of personnel management.The level of social effectiveness of personnel management is characterized by indicators and criteriathat reflect various aspects of the attractiveness or unattractiveness of work in a given workforce,people’s satisfaction or dissatisfaction with work.Partial indicators of the social effectiveness of personnel management are: the dynamics of thegrowth of the real wages of employees; employment guarantees for a long time (absence of the threatof job loss); staff stability; the state of working conditions and cultural and household services at theworkplace; training and professional development opportunities; level of social insurance; Socio–psychological climate in structural divisions and the enterprise as a whole.The general level of social effectiveness of personnel management can be assessed by indicators ofemployee satisfaction with work, which is determined on the basis of specific sociological studies.Personnel management as a function of enterprise management is a complex and multifacetedprocess that takes place in time and space. If this process is managed by managers with a modernunderstanding of the role and importance of the human factor, using the world experience accumulatedby many generations of scientists and practical managers, the company is guaranteed to have acompetitive staff. These personnel will not only successfully solve the current complex productiontasks, but will also be a reliable guarantee of the progressive development of the enterprise, despite allexternal difficulties and threats.