INNOVATIVE MECHANISMS, TOOLS AND FUNCTIONS OF PERSONNEL MANAGEMENT IN THE CONDITIONS OF DIGITALIZATION OF PROCESSES

Abstract

In the current conditions of digital transformation of the economy and society, not only production technology is changing, but also the principles of personnel management. The digitalization of management processes forms new approaches to interaction with employees that meet the requirements for the flexibility of the organizational structure, transparency of communications and speed of decision-making. The article reveals modern trends and features of the process of digitalization of personnel management in the context of the transformation of organizational activities. The relevance of the introduction of digital technologies in the HR sphere as an important factor in increasing the efficiency of management functions is substantiated. Key innovative tools and mechanisms used in the digital HR environment are identified, in particular talent management systems, digital recruitment platforms, HR analytics, the use of artificial intelligence and automated personnel support services. The impact of digitalization on the main functions of HR management – planning, motivation, control, communications – is analyzed, and challenges related to data security, personnel adaptation, the need for digital literacy and a change in management culture are developed. Conclusions are formulated regarding the need for a strategic approach to the implementation of digital transformations in the field of human resources management as an important factor in the development of a competitive enterprise. The purpose of the article is to study the impact of digitalization processes on the enterprise's personnel management system, identify the main challenges and opportunities that digital technologies create for HR functions, and substantiate innovative tools that contribute to increasing the effectiveness of personnel policy in the context of digital transformation. In the research process, a set of general scientific and special methods was used, which provided a comprehensive study of the impact of digital technologies on the sphere of personnel management. In particular, methods of analysis and synthesis were used to systematize scientific sources and theoretical approaches to the digital transformation of HR processes; comparative analysis to identify differences between traditional and digital models of human resources management. The systematic approach allowed us to study HR functions as part of a single organizational mechanism in the context of digitalization. In addition, the method of content analysis was used to study current analytical reports, cases of implementing digital solutions in HRM practice. The method of induction and deduction provided substantiation of conclusions regarding transformational processes in the sphere of personnel management and the formation of practical recommendations. The practical value of the article consists in the identified key areas of digital transformation of HR functions and the formulation of recommendations for the implementation of innovative HR technologies in the practice of Ukrainian enterprises. The results presented in the article can be used by HR specialists, heads of organizations, and HR consultants to optimize the processes of recruiting, training, motivating, and evaluating employees in the context of digitalization. The developed approaches contribute to increasing the effectiveness of HR policy, ensuring the adaptation of personnel to changes in the digital environment and the formation of digital competencies of employees.