Інформаційна культура персоналу як обєкт кадрового менеджменту

The paper is devoted to the issue of communication processes at enterprise, the quality of which is largely determined by the organizational information culture. The phenomenon of information culture is considered as a component of mankind culture, which has peculiarities at the level of personality, society and enterprise staff as a local community. The essence of information culture is a set of material and spiritual values of person or community in the field of information activity. Information culture of enterprise is a part of its organizational (corporate) culture and interacts with it, as well as its development is influenced by the interaction of subcultures in the organization. Study of information culture at this level is important not only due to the fact that the comfort of staff, formal and informal communication depend on it, but also due to the fact that effectiveness of communication affects quality and efficiency of the of production tasks and enterprise mission implementation. Purpose. The purpose of the paper is to determine the place of organizational information culture in the system of objects of personnel management and the possibilities of managerial influence on its development. Methods. The following methods have been used in the article: critical analysis of scientific sources and results of practical experience, structural-functional analysis (used to determine the structure of the information culture in relation to its functions), modeling (to specify the methods of managerial influence on the development of information culture), systematization (for the analysis of existing definitions of the "information culture" concept), generalization (in the formation of intermediate conclusions and final conclusions). Results. Organizational information culture is understood in the author's conception as the unity of three components: 1) a set of tools and technologies for searching, producing, storing and transmission of information; 2) competencies of the staff to work with information and to implement the communication process; 3) basic principles, norms, ideas (both official and informal) about organization of communications at enterprise. It is at the enterprise level that system purposeful management of the information culture development has the greatest potential. The main ways of managing the organizational information culture development are: organizing of trainings, master classes, other forms of intensive training as a part of information work; software and office equipment upgrading; providing clear transparent system of requirements for the communication establishing, their promotion and encouragement of the staff to comply with them.