EMOTIONAL INTELLIGENCE AS A COMPONENT OF EFFECTIVE HR MANAGEMENT

Introduction. In an imbalanced business environment, managers (leaders) with a high level of emotional intelligence are the driving force behind changes in the enterprise. They are the main reason for the increased attention to emotional intelligence (hereinafter — EQ). If earlier a leader was only someone who could only manage employees or a team of followers, today's leaders are different — they are self-aware and care about developing relationships in the unit (department). Modern leaders are more accountable and attuned to their colleagues and subordinates, and they understand the importance of emotional attitude. This understanding and empathetic approach is a direct result of emotional intelligence. As a result, emotional intelligence creates leaders who are responsible, self-aware, value and promote trusting relationships, understand and regulate emotions in the department (unit, enterprise), which is a prerequisite for the formation of new elements of human resources management (hereinafter — HR). As a result, the issue of emotional intelligence as a component of effective HR management becomes relevant and timely. Objective. The purpose of the study is to investigate the emotional intelligence of the head of the department in HR management based on the results of the study and to identify positive and negative emotions in HR management and aspects of the emotional intelligence of the head of the department, which allows to effectively manage HR and characterize the head as a successful and effective leader. Materials and methods. The research materials are the works of domestic and foreign authors who conduct their scientific and practical research on emotional intelligence. The following scientific methods were used in the course of the study: theoretical generalization and grouping (to reveal the essence and content of emotional intelligence); formalization, analysis and synthesis (to build a table of results of using emotion in HR management and a scheme of the main aspects of the emotional intelligence of the head of the department in HR management); logical generalization of the results (formulation of conclusions). Results. The paper investigates the essence of emotional intelligence, which allowed to substantiate its importance and significance in HR management, which contributes to the achievement of the desired results necessary for the productivity of the department. It is determined that the latest trends in assessing the effectiveness of managers include EQ as an integral element of leadership and distinguish its four main components (self-awareness, self-control, social awareness, relationship management). The paper notes that all emotions in HR management are functional and manifest themselves as positive or negative, and the results of using emotions in HR management are recommended. The author recommends the main aspects of the EQ of the head of the department in HR management (taking into account the interests of the staff, the principle of assigning a «role» of the employee, motivation of the staff, consolidation of the ideology and interests of the enterprise of the staff, control of stress resistance of the staff), which will optimize the process of HR management in the enterprise. The paper substantiates that a high EQ of a manager plays a significant role in the productivity of employees and strengthening his/her leadership position. Therefore, it is important for him to increase EQ with the help of the above recommendations in the work. Prospects. In further scientific research, it is proposed to focus on the impact of emotional intelligence on the implementation of business processes in the enterprise, which will improve the process of managing them and reduce risks.