MANAGEMENT OF ELECTRONIC KNOWLEDGE OF PERSONNEL USING COMPUTER AND INFORMATION SYSTEMS

Abstract

Abstract. The article substantiates socio-economic approaches and the relevance of implementing a knowledge management system at the enterprise. The knowledge of HR managers can be divided into: fundamental, ensuring specialization and success; technological and informational regarding the introduction of innovations. E-knowledge management is an interrelated part of Personnel Management in an enterprise, which shows the ability to produce added value from intangible assets. The main resource areas of the e-knowledge management program are people, processes, technology, structure, and value orientations. Knowledge management is a subsystem for implementing electronic knowledge management, searching for it, maintaining it, reproducing it, applying automation and storing information about knowledge. Undoubtedly, this is what strengthens the leadership position in the real market segment. The use of e-knowledge management software improves: new employee adaptation, information segmentation by projects, setting benchmarks, enabling dynamic search, developing a content creation platform, improving customer service, and consolidating knowledge over time. The components of the process of creating, identifying, and using electronic knowledge to maintain and achieve a positive result are presented. The main obstacles are the low professionalism of employees and their skills in applying information technology programs to introduce innovations in the field of knowledge management. Calculating the cost of purchasing and implementing “PCRecruiter” software shows the high cost and long-term payback of this project for a medium-sized enterprise with 200 employees. In times of crisis and war, the use of "PCRecruiter" is possible for large enterprises with a high level of income. It is advisable to choose cheaper software packages Galaxy ERP, SAPR/3, OracleAplications.