DEVELOPMENT OF THE ENTERPRISE'S HUMAN RESOURCES

The article examines the strategic aspects of the development of the enterprise's human resources potential, which is a key factor in its competitiveness in the modern market. Key attention is paid to the motivation theories of historical founders. The theory of motivation, developed by various scientists, provides a deep understanding of how motivation affects the behavior and effectiveness of employees. Maslow defined motivation through a hierarchy of needs, starting with basic physiological and achieving self-actualization. Herzberg distinguishes hygiene and motivating factors that affect employee satisfaction and their productivity. McClelland's theory emphasizes three basic needs: achievement, power and attachment, which determine people's behavior depending on social experience. Vroom, in his expectancy theory, considers motivation as the result of the interaction between expectation, instrumentality and valence, emphasizing the importance of the connection between efforts and results. Peter Drucker emphasizes the importance of clearly defined goals and employee autonomy, which stimulates their achievement and self-development. Heckhausen emphasizes the role of motivational attitudes and goals in the process of achieving results, indicating the influence of success and failure on further motivation. Each of these theories has practical application in personnel management, in particular through the creation of motivational conditions that meet the individual needs and aspirations of employees, their possibilities of expectations in the motivation process. This concerns how an individual assesses the likelihood of achieving a goal and the results of his efforts. Motivation increases when a person believes that his efforts will lead to the desired result. If expectations are realistic and achievable, the employee is more motivated. All the motivation theories considered indicate the importance of taking into account internal and external factors that stimulate employees to achieve results. Each approach has its own characteristics, but the general trend is that effective motivation management in an enterprise requires not only financial incentives, but also an understanding of psychological aspects, purposefulness, the development of personal skills and the creation of a positive working atmosphere.