Abstract
The article examines the content of American and Eastern European models of HR management in the recreational business environment. The importance of effective HR management as the main factor in ensuring competitiveness in market conditions and improving the quality of recreational services is substantiated. The characteristics and criteria for the functioning of the studied models are considered, as well as their differences due to historical, institutional and cultural features of development. It is established that the American model of HR management is based on individualism, orientation towards achieving high results, constant improvement of professional competencies of employees, personal responsibility, and the use of flexible motivation mechanisms. The features of the Eastern European model of HR management are determined, which is characterized by the integration of traditional principles of personnel work with creative practices of social development and appropriate working conditions, the formation of human capital and the adaptation of personnel policy to dynamic changes in the external environment. The practical significance of the research is the possibility of using these results to improve HR management systems in recreational organizations. The application of the above advantages of both models can contribute to more effective development of human potential, improving the quality of recreational services and strengthening competitiveness.
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