Tatiana examines the current problem of the formation and evolution of the system of individual values of employees in the modern management of the organization. The growing importance of the «human factor» in the digital and automated environment, where human capital is the main resource of the organization, is emphasized. The theoretical foundations of the value concept are considered, including the views of Max Weber, Abraham Maslow, Victor Frankel and Shalom Hirsch Schwartz. The interrelation between individual values of a personality, individual values of employees, values of corporate culture and corporate culture of the organization as a whole is emphasized. The content of the external level of corporate values is revealed in detail: symbolism, appearance, space structuring, time structuring features, language and communication, traditions and rituals. The content of the internal level of corporate values is revealed: mission, organizational values, rules and regulations, the system of official communication, the system of incentives and sanctions, the process of training and retraining of employees at corporate values levels. The approaches to determining individual personnel values, such as tangible, intangible, social and ethical, as well as their content and measurement methods, are described in detail. The classification of individual values is given: personal, professional, social, sustainability and flexibility, values of learning and development. The influence of individual values on the organization’s activities is characterized. Special attention is paid to the need to align individual values of the individual, individual values of the staff with the corporate culture of the organization. The new structure of individual values is substantiated and clarified, which is complemented by the following components: team diversity, creativity and social responsibility. Its advantages are emphasized: increasing employee motivation and productivity, as well as reducing staff turnover.