Zaiats G

In the formation and development of the corporate culture of sociohumanitarian sphere leading role belongs to the following fields: permanent informing employees about the objectives, tasks, institutions of social sphere, the evaluation of employees (both positive and negative) to enable the employee to make decisions within their competence, creating terms "immersion" in work, support for initiative staff, organization mentoring. Development of corporate culture requires proper resourcing, because it is impossible to build an effective model of corporate interaction between people without principles of morality and ethics.

This process should be involved in social and psychological methods as a set of specific ways to influence interpersonal relationships and communications, social processes occurring in the workplace. Based on moral incentives to work, they are act on person as a psychological techniques (own and authority) in order to transform the administrative tasks for the internally perceived need for human [1].

Social planning is implemented through a plan of social development institutions of sociohumanitarian sphere as a whole and its individual units. Given the recent experience in this area can be recommended for implementation of a structure plan for social development team, consisting of six sections: the first section - includes measures to improve occupational and age structure of the group, attracting young professionals (university graduates), the second part - improve sanitary conditions in the department of main and auxiliary production, health and safety, health promotion workers, the third section of the plan includes measures to increase salaries based on improvement of financial institution’s activities, the fourth section of the plan focuses on improving labor and civic activities of employees, the fifth section - measures to improve the living and cultural conditions of the workers, the sixth part - the development of self-government based on a council staff, representatives from the team selection to the government. If social development plan of the staff drafted as an organic part of a comprehensive plan for economic and social development of the company, which provides scientifically substantiated and material provided by the system of measures to the full satisfaction of material and spiritual needs of employees, we can expect significant economic and social impact. For this purpose it is necessary to implement such measures.

First, the structure of the personnel department should create a unit of employees is carried out to test employees, motivation for work which requires the development of special systems of remuneration or her promotion. Individually, you can only motivate individual employees who hold key positions are either excellent professionals in the business.

Second, necessary to consider that in each production unit employees may be dissatisfied with the work of the same reasons. The value of motivational potential of each employee in a particular unit, generally very close. Therefore, the employees of one department can apply the same measures of motivation, having the appropriate work with the leader of this subsection.

Thirdly, very important that the user is constantly analyzed the effectiveness of the current personnel management system and its motivation. In order to achieve appropriate results to evaluate the effectiveness of systems of remuneration and bonuses at different stations services.

Orientation to work in a team - each employee showing willingness and ability to cooperate and effective interaction with colleagues, is an active member of the team, shows willingness to share with colleagues they need for information and resources involved in solving the problems of his department.

Orientation on self-development - each employee is constantly improving their professional level, positively perceived educational software that organizes the company is actively involved in programs of professional training.

Partnerships involve the development of equal relations between team members, between management and staff, a relationship where each employee is showing willingness to help others who turn to him, actively interested in the opinion of colleagues.

Orientation on quality - every employee in their work is guided by the standards of the enterprise and regulating documents, performs its tasks in time, constantly improves the quality of work, timely and effective measures taken to solve problems that arise in its activities.

Responsibility - every employee takes responsibility for the quality of the work to carry out and possible errors, mistakes can analyze and respond to them.

Orientation on financial performance - each employee understands the contribution that gives the results of his work in the financial results of the company constantly optimizes and adjusts its actions to improve the financial performance of the enterprise.

Loyalty - every employee is guided by the interests of companies, accepts and shares the values of enterprise, adheres to the strategy, positively perceived innovation, implemented at the enterprise adheres to corporate culture.

Conclusions.Corporate culture is an important factor in the development of social and humanitarian sphere. The strengthening of social potential of each team and the state as a whole, also perspective of successful modernization of the Ukrainian largely depends from it.