The article is devoted to the study of the role of feedback in personnel engagement assessment systems in modern organizations. The relevance of the topic is due to the increasing importance of employee engagement as a factor in improving the effectiveness of personnel management, the sustainability of organizations and their ability to adapt to changes in the external environment.

The purpose of the study is to analyze feedback mechanisms and determine their impact on the formation of an effective employee engagement assessment system.

The study analyzed scientific publications and practical approaches to engagement management, as well as reviewed the experience of using digital tools for analyzing organizational data using the example of a large international company. Special attention is paid to studying the processes of feedback processing and its integration into management decisions.

The results of the study demonstrate that an effective system for assessing the level of staff involvement should include a closed management cycle consisting of the following stages: information collection, data analysis, management decision-making and subsequent evaluation of results.

It was found that the systematic use of feedback helps to increase the level of employee engagement, strengthen trust within the team and increase the effectiveness of management processes.

The theoretical and practical significance of the research lies in the development of recommendations for improving employee engagement assessment systems in modern organizations.

LI J.

2nd year doctoral student, Al-Farabi business school, Al-Farabi Kazakh national university, Almaty, Kazakhstan

E-mail: li.jipeng@mail.ru, https://orcid.org/0009-0002-2569-8233

KOSHKINA O.

PhD, associate professor, Kenzhegali Sagadiev university of international business, Almaty, Kazakhstan

E-mail: ovkoshkina08@gmail.com, https://orcid.org/0000-0002-0847-3537

MYNZHANOVA G.

PhD, associate professor, Kazakh Ablai khan university of international relations and world languages, Almaty, Kazakhstan

E-mail: Gulzhakan3108@gmail.com, https://orcid.org/0000-0002-0322-3619

1. Weiss M., Zacher H. Why and when does voice lead to increased job engagement? The role of perceived voice appreciation and emotional stability. Journal of Vocational behavior. 2022. Т. 132. P. 103662. DOI: https://doi.org/10.1016/j.jvb.2021.103662
2. Dong E. et al. Motivating employee voicing behavior in optimizing workplace generative AI adoption: the role of organizational listening. Public relations review. 2024. Т. 50. №. 5. P. 102509. DOI: https://doi.org/10.1016/j.pubrev.2024.102509
3. Shin D. et al. Innovation strategy, voice practices, employee voice participation, and organizational innovation. Journal of Business Research. 2022. Т. 147. P. 392-402.
4. Wilkinson A., Barry M., Morrison E. Toward an integration of research on employee voice. Human Resource Management Review. 2020. Т. 30. №. 1. P. 100677. DOI: https://doi.org/10.1016/j.hrmr.2018.12.001
5. Shin D. et al. Innovation strategy, voice practices, employee voice participation, and organizational innovation. Journal of Business Research. 2022. Т. 147. P. 392-402. DOI: https://doi.org/10.1016/j.jbusres.2022.04.015
6. Kwon B., Farndale E., Park J. G. Employee voice and work engagement: macro, meso, and micro-level drivers of convergence?. Human Resource Management Review. 2016. Т. 26. №. 4. P. 327-337. DOI: https://doi.org/10.1016/j.hrmr.2016.04.005

digital HR tools, employee voice, feedback, HR analytics, HR management, organizational communication, organizational effectiveness, staff engagement