Peculiarities of strategic management implementation of human resources at the enterprise

The paper argues that reward systems provide incentives and reinforce workforce behaviors and facilitate the implementation of strategies, while development systems provide the workforce skills required to implement them. Emphasis is placed on the need to consider the performance measurement systems they use to gather the information needed to share rewards and identify development needs. The purpose of the work is to investigate the peculiarities of implementing a strategic human resource management based on the organization of an effective remuneration system. The object of the study is the strategic management of human resources. There are different approaches to measuring performance that help assess the extent to which employee behavior at all organizational levels contributes to the implementation of strategies. Measures for the effectiveness of such work are implemented by remuneration systems. All methods of measuring and evaluating performance are potentially useful tools for providing feedback on the extent to which behavior is consistent with organizational strategies. In addition, they are all potentially useful tools for informing the remuneration system about how much employees deserve higher compensation, recognition, and more. It should be emphasized that they are all potentially significant sources of guidance for future development efforts. The study uses system-structural analysis; systematic approach, systematization, abstract-logical approach - at generalization of results of research and formulation of conclusions. The role of reward and development systems in strategy implementation is substantiated.