Concept of managing the employee interactions as subjects of the developing knowledge economy

Introduction. The article shows that in the developing knowledge economy the labor nature is largely determined by the quality of the employee interactions as subjects of knowledge of their own labor activity. Aims. To reveal the possibilities of implementing the management of the employee interactions as subjects of knowledge of their own labor activity. Methods. Elements of the dialectical, systematic, competence-based approaches were used and, accordingly, methods of system analysis and synthesis, formalization, as well as essential aspects of the interaction principle were involved. Results. The article considers the concept that the process of managing the employee interactions as subjects of knowledge of their own labor activity involves managing the interactions between individual knowledge of the employee labor actions, where each knowledge can be determined by a competent group or individual agent of management in terms of total and marginal utility and accordingly, is organized to address the actual issues of the developing knowledge economy. Conclusion. The concept of managing the employee interactions discussed in the article can be applied to the tasks of training modern competent management specialists for the developing knowledge economy, it can also serve as the basis for new research to improve management efficiency.