MANAGEMENT OF THE ORGANIZATIONAL BEHAVIOR OF A MOTORVEHICLE COMPANY IN INTERNATIONAL ECONOMIC ACTIVITIES

This article is devoted to the peculiarities of the management of the personnel of motor transport enterprises, which execute international contracts of deliveries of goods to Europe, Asia and in the opposite direction. The authors generalize the theoretical positions regarding the scientific development of personnel management in the direction of behavioural scienc‑ es, which is widely used in international management and is not sufficiently studied by Ukrainian researchers and developed a methodology for research on the formation of organizational behaviour of the personnel of the motor transport enterprise, which carries out international auto transportations. Practical recommendations for improvement of enterprise activity plan‑ ning with prediction of behavioural factor of human resource during implementation of planned volumes of international road transportation are developed. The developed methodology determines the influence of factors of the external environment of the motor transport company on the basis of direct and indirect influence on the formation of those factors of the internal environment of the enterprise, which, in turn, affect the formation of organizational behaviour as managerial and production personnel of motor transport enterprises, taking into account the peculiarities of implementation of international treaties. Practical recommendations for improving the planning of motor transport enterprises in the conditions of international economic activity with the use of an expert method with the participation of psychologists in the composition of experts for forecasting changes in organizational behaviour of the personnel and successful provision of production and economic plans of enterprises by human recourses was developed. This approach to management personnel will definitely solve the important problem of existing enterprises with international transportation the need for skilled managers, workers and staffs, increasing interest in quality and timely fulfillment of contrac‑ tual obligations, lower employee turnover, provide targeted investment in human resources.