Proceedings of the International scientific and practical conference ―New York Global Science Conference 2026‖ (March 6-8, 2026) / Publisher website: www.naukainfo.com. – New York, USA, 2026. - 250 p.

27 and organizational behaviour, people management, HRM and leadership [1;2;3]. Integrating knowledge of brain functioning into management theory offers new opportunities for enhancing the effectiveness of managerial interventions by accounting for cognitive processing mechanisms [4]. Despite this growing interest, the management of personnel adaptation remains insufficiently informed by neuroscience-based perspectives. A critical analysis of contemporary research reveals the absence of a comprehensive managerial framework capable of systematically integrating neurocognitive and psycho-emotional factors into the design of personnel adaptation systems. Existing approaches largely conceptualize adaptation as a sequence of organizational procedures and fail to account for individual differences in cognitive functioning and emotional regulation during the transition into new professional environments. The purpose of these theses is to present the results of a doctoral research project aimed at conceptualizing a managerial approach to the formation of personnel adaptation systems based on neuromanagement of personnel adaptation. Within the scope of the research, the concept of ―neuromanagement of personnel adaptation‖ is introduced and defined as a managerial approach to the formation of personnel adaptation systems aimed at optimizing employees’ integration into the organizational environment by taking into account the neurobiological patterns of brain functioning, neurocognitive mechanisms of perception and information processing, employees’ psycho-emotional states during the adaptation period, and the formation of adaptive behavioural models. This approach allows personnel adaptation to be interpreted as a managed process, the effectiveness of which is determined not only by organizational arrangements but also by the cognitive condition of the employee and their psycho- emotional response to a new professional environment. From this perspective, managerial influence should be directed towards shaping the conditions that facilitate professional integration by supporting learning processes, social interaction, and behavioural adjustment.