Key Aspects of Shaping HR Strategy of MC Kolmar LLC at Various Stages of the Company’s Life Cycle

The purpose of the conducted research is to highlight the main directions and tools planned for application in HR-strategy of coal mining company to improve the efficiency of work with personnel, increase the quality of human capital, as well as to increase the attractiveness of the company for employees at different stages of the life cycle of the organization. The article considers the main aspects of formation of HR-strategy of Kolmar Coal Mining Company, which the authors called “Transition Strategy”. The article identifies the basic principles and tools for working with personnel at different stages: recruiting, hiring, training and working in the organization. The elements of corporate culture are also considered, the directions of its development in accordance with the stages of the life cycle of the organization are determined. The choice of the basic HR-strategy and its main components was made, and the potential and directions of strategic development of the company were determined. The main cohesive theoretical basis for the development of Transition Strategy principles and tools was the organization life cycle theory and the managerial style model by Ichak Kalderon Adizes. Using these theoretical foundations and elements of strategic analysis, the authors defined the stage of the company's life cycle at the moment, established the correspondence of the necessary management styles to this stage. Based on the theoretical tools, as well as applying other developments of leading experts in the theory of management, the authors have built a system of measures in the field of personnel management consistent with the current state of the Kolmar Coal Mining Company and outlined the main elements of functional strategies for work with personnel, relevant to the strategic directions of development of this area of the company activities. The research carried out in this paper will enable the systematic structuring of HR work in the company and build the basic principles of corporate culture in the perspective of the period 2022-2025, and effectively solve the problem of increasing the number of employees in accordance with the growth rate of the company.