FORMATION OF A MANAGEMENT PERSONNEL DEVELOPMENT SYSTEM AT VARIOUS PHASES OF THE COMPANY'S LIFE CYCLE

Abstract

The article addresses the urgent task of cultivating agile leadership in Ukrainian fintech companies confronted with stormy markets, relentless digital expansion and the demands of post war renewal. Its purpose is to elaborate an adaptive life cycle oriented system for managerial development that synchronises competence building with business growth, stabilisation and reinvention while embedding the principle of antifragility. Methodologically, the study integrates phased corporate diagnostics, HR analytics, scenario mapping, project management modelling and critical synthesis of progressive learning practices, yielding a coherent evidence informed design. The resulting framework delineates phase specific objectives, preferred learning formats and feedback loops, uniting cloud based learning systems, mentoring ladders, OKR centred performance dialogues and predictive people analytics into a single iterative circuit. It demonstrates how timely alignment of development instruments heightens strategic clarity during scaling, preserves operational excellence at maturity and accelerates creative restructuring in downturns. The model rests on four guiding principles - proactivity, evidence orientation, digital scalability and continuous feedback - that transform crisis signals into learning stimuli. It specifies a coverage ratio indicator for monitoring the share of managers whose skills are refreshed relative to evolving strategic needs and offers a decision canvas for prioritising interventions under budget constraints. Implementation guidelines illustrate how remote learning modules, 360-degree reviews and predictive attrition alerts can be phased across start up, growth, maturity and renewal stages, securing seamless knowledge transfer and sustaining entrepreneurial momentum. Practical value lies in a modular toolkit for embedding digital HR platforms, behavioural metrics and phased budgeting into talent strategies, enabling executives to allocate scarce resources rationally, reinforce retention, mitigate competence gaps and nurture an innovation-ready culture that grows stronger through adversity nationally and internationally.